How to end fixed-term job contract? Official explains

The Ministry of Labour has reviewed over 250,000 job offers presented by private sector firms since the beginning of this year, and has issued 233,000 labour contracts, of which 75 per cent are of non-fixed term.
 
Humaid bin Deemas Al Suwaidi, Assistant Under-Secretary for Labour Affairs, said, "The number of job offers printed during the last month confirms the clarity and ease of a working relationship between employers and workers in accordance with the newly launched decrees, which aims to establish and promote a balanced and productive working relationship between both ends, based on cooperation and transparency, in order to preserve rights."

Humaid bin Deemas Al Suwaidi, Assistant Under-Secretary for Labour Affairs. (File)
 
Ending fixed-term contract

 
Al Suwaidi said, "Conditions that must be followed in the event that one of the parties decided to end a fixed-term contract during the renewal period, starts by:

- Notifying the other party before the date of termination (in a specified period agreed by both ends) not less than one month and not exceeding three months

-  Those who decided to terminate the contract must complete the notice period then pay agreed dues not exceeding the total remuneration of three months’ salary; this applies for both sides."
 
233,190 labour contracts
 
Al Suwaidi said that the ministry has ratified a total of 233,190 new and renewed labour contracts during January, of them 75 per cent were non-fixed term, equal to over 175,790, and fixed-term contracts reached 57,400.
 
"The rise in non-fixed term contract numbers indicates that employers have identified their choice of that type of relationship in accordance with the new decrees, something contrary to that which prevailed in the labour market previously, as fixed-term contracts are considered the most commonly used by employers back then," he said.
 
He stressed, "Workers must look into job offers and annexes in their preferred languages before signing the contracts to reach a healthy work relationship between both parties; annexes must be reviewed as they hold a number of labour laws and amendments."
 
Bin Deemas believes that the picking fixed-term contracts applies mostly to labourers as it may seem that the nature of their occupations requires that type of contract, which carries both parties agreement to abide by legal responsibilities between each other, especially in the event of a party deciding to violate the terms of the contract or wish to end it without the consent of the other party.

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