Secondment Agreement In Arabic

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In theory, non-competition bans between employers and workers in the United Arab Emirates apply both through the courts and through the administrative channels of the Ministry of Human Resources and Emiratiization. However, in practice, only the administrative route is effective, although its scope is limited to restrictions that apply only to the United Arab Emirates and to short employment contracts submitted to the Ministry of Human Resources and Emiratiization. Employment contracts submitted to the Ministry of Human Resources and Emiratiization must be presented in a bilingual English and Arabic form. The guidelines and circulars from employers to workers must be in Arabic, in addition to any other language the employer wishes to use; However, the Arabic text still has priority. Any other agreement between the employer and the worker should not be translated into Arabic until it has to be submitted to the Ministry of Personnel Unundation or any other local authority in the United Arab Emirates. It follows from the above that people working in the United Arab Emirates must be employed by companies registered in the United Arab Emirates. However, the labour law does not prevent staff from companies registered in the United Arab Emirates from being seconded by foreign companies. This is a common practice of subsidiaries of international companies when an employee is required to cooperate with subsidiaries in different legal systems and remain employed by the foreign parent company. There are no legal provisions in this area, but many companies employ seconded workers, especially when employment is required for a short period of time or requires special expertise.

Seconded employees in subsidiaries in the United Arab Emirates will have their employment contracts with the foreign unit, but will make their work available to the subsidiary in the United Arab Emirates. The foreign agency bears all labour costs and the UAE subsidiary assumes the formalities of issuing the work permit and residence visa. These formalities require a partial employment contract between the worker and the subsidiary in the United Arab Emirates to be submitted to the UAE employment and immigration services. The short contract is a formality and the foreign company pays all labour costs. Detachment agreements should be recorded and agreed in a secondment agreement between the foreign company and the UAE subsidiary.

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