Рекламная Деятельность в ОАЭ – правовые аспекты

Рекламная деятельность в Эмиратах широко используется в коммерческих целях на теле и радио эфирах, социальных сетях, интернет ресурсах, средствах массовой информации и так далее.

Законодательство Эмиратов отличается от законодательства других немусульманских стран наличием норм Шариата.

Например, реклама не должна содержать следующее:

– критику о политике, национальности и религии;
– подробности и данные о личной жизни;
– неправдивые и заведомо ложные сведения;
– протоколы правительственных встреч и судебных слушаний;
– данные, материалы и фото нарушающие общественные и моральные устои;
– распространение табачных и алкогольных изделий;
– торговля запрещенными веществами, которые воздействуют на сознание;
– данные, относящиеся к колдовству и оккультизму;
– товары здравоохранения без надлежащего разрешения;
– деятельность, связанная с азартными играми.

Первичным условием ведения рекламной деятельности является наличие лицензии о государственной регистрации юридического лица. В дальнейшем рекламодатель должен утвердить содержание рекламы на наличие запрещенной или некорректной информации.

Рекламная деятельность и реклама контролируется Министерством Информации и Культуры, Media Counsel и Департаментом по Экономической деятельности на основании Закона ОАЭ №15 «Об издательстве» от 1980 года и другими нормативно-правовыми актами в том числе Законом ОАЭ № 5 «О Киберпреступлениях» от 2012 года.

Обязанностью рекламодателя является использование правдивой информации, а также, включение в рекламу полных данных о компании и ее логотипа, использование авторизированной медиа и иной информации.

Нарушение рекламной деятельности может повлечь административную, гражданскую и уголовную ответственность. Контролирующий орган может принять решение о наложении санкций на рекламодателя в виде штрафа, удаления или блокировки рекламного объявления, приостановление и лишение лицензии.

Absconding from employer in the UAE

One of the most common violations in UAE labour relations is breaching contact by escape. What actions of employee or employer can cause this offense?

Misbehavior of employee where his absence at work is unknown for seven or more consecutive days, or he exited the country without any notification can be considered as an illegal act and determined as absconding. Hence, such employee will be treated as absconder (run-away). The employer has the right without prejudice to apply the report about this absence to the relevant authority. The Ministry of Labour can then cancel employment visa and impose a labour ban from working in all emirates of UAE.

This legal motion is regulated by Ministerial Resolution No.731 of 2006 on Escape Report Procedures as issued by the Ministry of Labour and based on UAE Federal Law No. 8 of 1980.

Article 128 of UAE Labour Law states:

Any non-national employee who absents himself from work without lawful reasons prior to the end of the contract for a limited period, may not take up employment elsewhere even with the consent of the employer for one year after the date on which he absented himself from duties. And no other employer who is aware of that may employ or keep such employee in his service during such period.

Filing an escape report is not only employer’s right, moreover, it is an obligation in default that will bear legal sequences. The time frame to report an absconding is 3 months term.
As a restriction, the worker can get ban preventing him to stay and work in UAE.
During the period when labour or immigration ban is in force, all new visa applications will be rejected (visit and tourist visas by General Directorate of Residency and Foreign Affairs GDRFA; employment permits – by the Ministry of Labour).

In accordance with Article 120 of Labour Law, as one of the consequences of absconding without informing or communicating with an employer for over 2 months, can cause a termination of an employee without notice:

An employer may dismiss a worker without notice if the worker absents from his work without a valid reason for more than 20 non-consecutive days, or more than 7 consecutive days in a year.

Absconder can face preventive measure upon arrival and be arrested till the decision in his case. The legal procedure to consider absconding case is an investigation and further court judgment. Upon the judgment, the offender can be deported from the country with the following lifetime ban.

From an employer’s side, failure to report an escape, fake or conspired absconding report, cancellation of the absconding report or abusive actions against employee lead to penalties as follows:

1) Dh 10,000 fine in case of fake report;
2) Companies of the owners and all other firms with partners will be blocked unless paying AED 10,000;
3) Bank guarantee amount will not be refunded by Ministry of Labour;
4) The category of the company will be changed to C.

As a general rule, there are two situations where the absconding report may be cancelled either by an employer or by employee:

By employer:

An employer may cancel an absconding report if he gives an approval that there was an error in the absconding report. For example, the name included was wrong or the employee was hospitalized or imprisoned and was consequently absent from work without information.

By employee:

An employee may cancel an absconding report if he can prove his presence at work while he was reported absconding, or has a valid proof for his confinement to the hospital or jail during that period. Permit to get seek leave, medical report, confirmation of vacation can become a background to discharge absconding. Existence of dispute between parties and registered complaint in the labour authority can effect the decision on runaway report in favor of employee.

How to find the right lawyer in the UAE?


Anyone who is looking for a lawyer in the United Arab Emirates for the first time might ask himself a several very important of questions:

– Where to start (which Emirate)?
– Which lawyer do I need in my particular situation (criminal, civil, family, labour)?
– What to look for in a lawyer? (Price, quality, experience, nationality…).

Finding the right lawyer to handle your matter is critical in saving the time and money, as well as achieving a favorable result. It is advised to talk to several different lawyers before choosing the right one. First of all, it is better to look for someone that you feel comfortable with, the same nationality or speaking the same language, who better understands you. You should foresee a long-term relationship that can facilitate your ongoing needs.
Lawyers in the UAE do not necessarily have to be UAE nationals. All lawyers must be licensed to practice law in Federal courts and be under the supervision of an accredited law firm.

The best way to find a good lawyer is to:
– Do a thorough web search. Look online, check lawyer’s websites and forums, look everywhere you can. Attentively read all the testimonials you find from the real people.
– Ask in your Embassy/Consulate to recommend you any trusted local lawyer.
– Ask for references from your friends or colleagues who have had own experience with the certain law firms.
– Get referrals from the UAE courts or local Legal Department personally or through surfing on relevant websites.
– Make research and visit the nearest Law offices in your area.
– Ask the right questions while meeting with every lawyer you visit.

Important Tip:
Once you have chosen a lawyer, ask to sign a legal fees agreement and make sure you understand exactly what you are agreeing to, how you will be billed, and how your retainer will work. You might be paying hourly or a flat fee. Find out what it covers exactly. Don’t be shy to ask questions. Do not hire a lawyer who will not give you a legal fees agreement. This is not negotiable.
Be clear on what you expect, what the lawyer can do for you, and what the lawyer thinks it will cost. Lawyers cannot give exact estimates of the entire trial expenses, but they should be able to give you an idea.

The Law: Working Hours During Ramadan

What is Ramadan Hours?

Office work hours during the Holy month of Ramadan are different, with an average of two hours reduced from the daily job schedule, but there may be exceptions.
Under UAE Federal Labour Law, the working hours of all employees shall be reduced by two hours per day during the Holy month of Ramadan. This means that employees should only work 6 hours per day (as the statutory maximum working hours are 8 hours per day).
Ramadan hours apply to all companies in the UAE proper, whether they are based onshore or in a free zone, as well as in the DIFC.

Is it applicable for non-Muslims also?

UAE Labour Law provides that working hours should be reduced by two hours per day and does not differentiate between fasting and non-fasting employees. Therefore, it is applicable to all employees irrespective of their religion or whether they are fasting or not.

Is it a violation if employees are forced to work extra hours?

The authorities do conduct checks from time to time to ensure that companies are compliant with the Labour Law and employees are working according to Ramadan hours. If a company is found in breach of the Labour Law, the authorities (MOHRE) have the discretion to penalise such company. The penalty is in the discretion of the authorities and may be imposed on a case by case basis.
In addition, an employee who is forced to work extra hours has the right to complain to the MOHRE.

Will the salary be deducted for reduced working hours?

No, there should be no reduction in compensation as a result of a reduction in working hours. Employees should be paid at their normal rates as if they are working normal working hours.

There are different laws that govern employment issues for employees in the UAE proper, including free zones, as they are subject to UAE Federal Law. The same for employees in the Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM), that have own labour law separate from the rest of the UAE.

The UAE Federal Law No. 8 of 1980 “The Labour Law” applies to all employees working in the UAE with a couple of exceptions, such as government employees, household servants etc.
Similarly, the DIFC Employment Law No. 4 of 2005 as amended (DIFC Employment Law) applies to employees working only within the DIFC.