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The way you interact with your employees, how and where work is carried out and the approach used to incentivise and reward employees are changing every day, now more than ever before. As a result, employment related risks are also developing. When combined with increased scrutiny of compliance, it is more important than ever to manage those risks to limit financial exposure and reputational damage and to succeed in the race for talent.
Our regional Employment & Reward practice assists a range of businesses, from start ups, to some of the biggest global brands and government sector bodies to provide strategic advice and assistance and remove legal doubt. We take time to understand your business and enable you to navigate potential issues in a cost-effective and practical way, and ultimately achieve your commercial goals within an acceptable level of risk.
How we work, our place of work and what we mean by “work” is being transformed. What does this mean for your business and how will it adapt in a legally compliant way? Are your contracts and policies fit for purpose in the new world of work?
People-related risks are increasingly challenging, particularly in a complex and rapidly developing regulatory landscape and at a time of significant uncertainty.
Do you have a clear understanding of your obligations to your people and their responsibilities to your business? How are you keeping that understanding up-to-date? Can you manage employee experience and risk in times of change, while still meeting your business objectives?
Corporate strategy and business transactions have a direct impact on employees. Are you and your employees prepared for your next change in strategy or corporate transaction? Are your documents and communications robust enough to retain key talent and withstand scrutiny from others involved in a deal?
Statutory requirements in the Middle East are often a bare minimum requirement rather than a gold standard. Recruiting and retaining key talent will require that you understand what best practice looks like and how to compete, in a way that aligns with your business strategy. Do you know what best practice looks like and whether you are meeting those standards?
Effective management of employee issues can significantly reduce reputational and financial risks. We assist by providing advice and support for clients across the Middle East on the entire spectrum of day to day issues from recruitment to termination of employment and beyond. We get to know you so that we can provide bespoke solutions which align with your values and expected results.
Federal Law No. 33 of 2021 (the Labour Law) and its executive regulations overhauled the employment framework in the UAE. One of the most significant changes was to require all employers to transition from unlimited to limited term contracts and to do so by 1 February 2023.
In Part Three of our Employee Incentive Series, we discuss the key concepts of long term incentive plans (LTIPs).
In Part Two of our Employee Incentive Series, we discuss what questions you need to consider when designing an employee incentive plan (EIP) for your business. These points form only part of the considerations an employer will need to think about prior to implementing an EIP and the weight given to each will depend on commercial strategy.
In the race to recruit and retain talent, it is more apparent than ever before that employers need to be creative in how they incentivise employees.This is particularly relevant in highly competitive industries where firms offer ever-increasing salaries and employee benefits. Employee incentive plans (EIPs), both long and short term, are a useful tool for employers to reward employees and help make them feel recognised in the workplace. In our first of four blog articles in this series, we will introduce the concept of EIPs and also explain the benefits they can bring to employers
