Mohamed Elmasry, an Associate of Alsuwaidi & Company, highlights this amendment’s significance for HR and legal practitioners. This correction underscores the importance of staying vigilant in regulatory compliance and ensures that all parties involved in HR management are aligned with the correct legal standards. Our team closely monitors such amendments to keep our clients informed and compliant. Understanding these nuances can help prevent potential disputes or compliance issues down the line.
A recent amendment to Dubai Law No. 8/2018 on Human Resources Management has addressed a critical typographical error in Article 80, initially introduced through Resolution No. 34/2024 on 13 June 2024. The error was officially corrected by an amendment published in the Official Gazette, Issue No. 671, dated 5 July 2024.
The original wording of Article 80 incorrectly stated: “If the duration of sick leave is 6 working days.” This phrasing inadvertently left ambiguity regarding the conditions under which an employee must provide a medical report for sick leave. The corrected text now reads: “If the duration of sick leave exceeds 6 working days,” providing clear guidance for the application of sick leave provisions.
This correction is particularly important for employers, HR, and legal practitioners, as it directly impacts the management of employee sick leave and the documentation required for longer periods of absence. Organizations are encouraged to update their internal policies and procedures to reflect this amendment.
For further insights or advice on how this correction may impact your operations, please contact Mohamed Elmasry directly on [email protected].
