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Navigating UAE’s new laws: Strategies for TA leaders

Adapting recruitment strategies to ensure compliance and attract top talent in the evolving UAE market.

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The updated Golden Visa requirements offer a strategic advantage in attracting and retaining top international talent.
The amends to Federal Law no 20 of 2023 aim to enhance the labour market’s.
TA leaders in the UAE can navigate the changing legal landscape with confidence.

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In a recent article, we highlighted the significant changes that the UAE new rules will bring about for residents and businesses. You can find out more about the various changes here. For talent acquisition (TA) leaders, understanding these changes is crucial for adapting recruitment strategy and ensuring compliance. Here are some practical steps for navigating these new regulations as a TA leader: 

Adapting to revised notice periods 

The new rules mandate notice periods ranging from 30 to 90 days, impacting how transitions are managed within organisations.  

Strategies to manage notice periods: 

  • Update employment contracts to ensure all new and existing contracts reflect the updated notice periods to avoid legal issues. 
  • Keep employees informed about their notice period rights and obligations through regular updates and training sessions. 
  • Develop a systematic approach for handling employee transitions, including knowledge share and temporary staffing solutions to maintain continuity. 

Leveraging Golden Visa opportunities 

The updated Golden Visa requirements offer a strategic advantage in attracting and retaining top international talent, especially those considering long-term relocation. 

Utilising Golden Visas in recruitment: 

  • Highlight benefits, promoting the Golden Visa in your job postings and recruitment campaigns to attract high-calibre candidates. 
  • Partner with real estate agencies to provide potential hires with information on property investment opportunities. 
  • Consider providing assistance or incentives for key recruits to invest in property, making the UAE a more attractive destination for long-term career moves. 

Adapting to regulatory changes 

E-scooter and plastic bans: 

  • Inform current and prospective employees about the new bans on e-scooters and single-use plastics, ensuring they understand the implications for their daily lives and commutes. 
  • Encourage sustainable practices within the workplace, such as using reusable bags and alternative transportation options. 

Paid parking in Dubai Mall: 

  • If your company frequently uses Dubai Mall for recruitment events or meetings, it’s important to plan for the new paid parking system by budgeting for parking costs or providing alternatives like public transportation vouchers. 

New telemarketing rules: 

  • Ensure that any telemarketing efforts for recruitment adhere to the new rules, including time restrictions and frequency limitations. Make sure your team is trained on these regulations to avoid incurring fines. 

Meeting Emiratisation targets: 

  • With more of a focus on local talent, business leaders will need to increase efforts to attract and retain Emirati talent to meet the new Emiratisation quotas. Develop targeted recruitment campaigns and partnerships with local educational institutions to help meet these targets. 
  • Provide robust onboarding and development programs to help Emirati employees integrate and thrive within your organisation.  

Optimising recruitment amidst labour regulation changes 

The amends to Federal Law no 20 of 2023 aim to enhance the labour market’s competitiveness and streamline dispute resolution.  

Efficient dispute resolution:  

  • Keep up to date with the latest legal amendments and understand how they affect your talent acquisition processes. 
  • Establish clear protocols or handling disputes involving employee entitlements to ensure quick and fair resolution.  

Preparing for future regulations  

Heavy vehicle regulations: 

  • While the heavy vehicle ban has been postponed, businesses should anticipate its implementation and plan logistics and transportation policies accordingly to avoid future disruptions. 

 

By striving to stay informed, as well as implementing these proactive strategies, TA leaders in the UAE can navigate the changing legal landscape with confidence. Embracing these changes presents an opportunity to build a more competitive talent pool. Attract top international talent and foster a future-proof recruitment strategy that thrives within the evolving UAE market. Remember that a focus on compliance, transparency, and attracting both local and international talent will be paramount for success in the new era of UAE recruitment.  

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