The Ministry of Human Resources and Emiratisation stated that the insured worker within the unemployment system is denied compensation if he is dismissed from his job for disciplinary reasons, which are legally summarized by the regulation of labor relations in the private sector and human resources in the federal government in 10 violations, most notably dismissal due to an intentional mistake. As a result of gross negligence, it caused a huge financial loss to the business owner.
The ministry stressed that "the system provides a social protection umbrella, in addition to attracting and maintaining the best international talents of creative people, distinguished and skilled workers."
And she added that it provides unique guarantees for workers in the state by reducing business risks in a way that promotes the launch of projects and attracts talents who can contribute to reaching a competitive economy, pointing out that the most prominent features of this insurance system are the flexibility that it allows the worker to agree on additional benefits, with the insurance service provider, which helps further to reduce risks in the labor market for individuals.
She stated that the system provides flexibility for companies as well, to deal with changes, enhances levels of competitiveness, and supports the stability of living standards for families, even during periods of unemployment, through the umbrella of social protection for workers, which provides income for a limited period to the insured during the period of his idleness, until alternative opportunities become available.
The unemployment insurance system includes workers in the private and federal government sectors in the country, except for five categories, which are: the investor (the employer who works in his facility), the domestic worker, the worker with a temporary contract, the juveniles under the age of 18, the retirees who They get a pension, and they take up a new job.
According to the new insurance system, employees in the federal and private sectors are obligated to pay a subscription or insurance premium monthly (5-10 dirhams per month, according to the salary bracket) with any of the insurance companies contracted with within the unemployment insurance system, provided that the employee is entitled to The insured worker is compensated every month at 60% of the contribution salary, with a maximum of 20,000 dirhams per month, for three months from the date of unemployment, which is the maximum period for compensation for each claim.
And it confirmed stopping the payment of unemployment compensation if the employee joined another job during the period of entitlement to compensation.
She explained that the insured worker loses the eligibility for unemployment compensation in 10 cases for “disciplinary dismissal from work” by the provisions of the Law Regulating Labor Relations in the Private Sector, the Human Resources Law in the Federal Government, and any relevant applicable legislation, including dismissal of an employee for committing Intentional error, or gross negligence resulting in significant financial loss to the employer (provided that the employee is notified of the release within 48 hours of the accident), and the employee is dismissed for violating workplace safety instructions (provided that such instructions are written in clear language that the employee understands, or displayed in a place visible to all employees).
The dismissed employee shall also be denied unemployment compensation if the dismissal was due to the repeated absence of the worker or employee from work without a legitimate reason for more than 20 intermittent days or more than seven continuous days within one year, as well as if it is proven that the facility in which the worker works False, and also if it is proven that the worker claims compensation through fraud or deception.
كما يحرم الموظف المفصول من عمله تعويض التعطّل عن العمل إذا كان الفصل بسبب تكرار غياب العامل أو الموظف عن العمل دون سبب مشروع لأكثر من 20 يوماً متقطعة، أو أكثر من سبعة أيام متواصلة خلال سنة واحدة، وكذلك إذا ما ثبت أن المنشأة التي يعمل العامل لديها وهمية، وأيضاً في حال ثبوت مطالبة العامل بالتعويض عن طريق الغش أو الاحتيال.
