We have a workforce planning and National Workforce Database capturing all the requirements to predict the next 3-5 years of requirement and availability of the health workforce. Additionally, Learning and development needs are identified through an annual Learning Needs Analysis conducted at the beginning of each year. We have also created a mechanism of Supply and Demand Model and planned updates on the same. Workforce Planning is identified throughout the northern emirates .

We are aligning the learning needs with organizational strategy and business requirements. We are closely working with educational institutes and Commission for Academic Accreditation (CAA) course to be aligned with workforce needs.

Quality of Education and Health personnel alignment with service delivery needs is undertaken basis below activities; 1. Educational curriculums are frequently updated to meet service delivery needs, and quality improvement actions are consistently implemented. We are offering paid study leaves for all employees to attend conferences & scientific events which are relevant to their job and main responsibilities 2. Academic Partnerships: We have established partnerships with leading medical schools and universities to offer joint programs and research opportunities. These collaborations ensure our staff benefit from cutting-edge research and educational methodologies. 3. Global Health Initiatives: Our organization participates in global health initiatives, including exchange programs and international conferences. These experiences broaden the perspectives of our healthcare professionals and enhance their ability to deliver culturally competent care. 4. Government and NGO Collaboration: We work closely with government bodies and non-governmental organizations to align our training programs with national health priorities and global health standards. This ensures our workforce is prepared to address both local and global health issues.

We are working with the concerned parties to enhance the promotion for the vacancies.

We support recruitment of Local talent and create opportunities for them in the healthcare sector.

Licensing and Management is planned and executed according to planned requirements.

Registry of Health Personnels to be used as Support during Emergencies such as Covid

There are no rural/underserved areas. All emirates are well developed and fully supported. Educational institutions are distributed across various emirates. The training centre is in a geographically accessible area for the population it serves. We utilize Telemedicine and E-Learning Platforms to support continuous education and professional development these technologies provide distant healthcare workers with access to training, resources, and specialist consultations.

There are no rural/underserved areas. All emirates are well developed and fully supported. Educational institutions are distributed across various emirates. The training centre is in a geographically accessible area for the population it serves. We utilize Telemedicine and E-Learning Platforms to support continuous education and professional development these technologies provide distant healthcare workers with access to training, resources, and specialist consultations.

We offer scholarships in health care professions for UAE high school graduates in all Emirates as per the decree issued by UAE cabinet no. 31 2010 to direct them for specialities in healthcare as per the need of EHS and the country. We also offer scholarship to study bachelor of Nursing , an initiative to enhance the attractiveness of the nursing profession in the UAE based on UAE cabinet No. 1042 of 2012

We offer courses in educational or professional development programs which are directly related to the needs or goals of the learners and in compliance with accreditation standards. The topics of conferences that the employees attend should be relevant to employee speciality as requirement to approve conference leave. We are also closely working with Educational Institutes for courses relevant to demand.

Sponsored students must obligatorily sign a contract with us to comply with terms and conditions of the contract. After graduation, the student is offering a job and appointed by us for a period equal to the study period mentioned in the contract. Scholarships Committees are also present which work and support rare specialities.

Our Employee’s have an obligation to comply with terms and conditions of study leave pledge. We have Supportive Policies that are implemented to support ongoing education and professional development. These policies include funding for further education, study leave provisions, and incentives for attaining advanced qualifications. Moreover, Our organization actively advocates for policies that prioritize health workforce education at the national and international levels. We participate in policy dialogues and contribute to the development of education frameworks that support the health workforce.

We enhance the scope of practice of employees by: 1. Offering paid leaves for attending scientific events. 2. Offering study leaves to obtain higher degrees. We also offer Upskilling Programs for areas such as Mental Health.

We provide Knowledge transfer after attending scientific events. (attending conferences & scientific events policy)

Not Applicable

Various packages and lucrative incentives are offered to the healthcare personnel such as Scholarships and Support , Residency Fees and Health Insurance.

We offer Study leaves for our employees. Also all our major institutions absorb the medical students.

We offer training programs, On-Campus recruitment, continuous professional development activities, Promotions and Career Path for all employees.

We offer Rewards, Recognition and Incentive Programs to our employees.

We offer Marketing and Social Campaigns to our employees.

We offer the highly coveted Golden Visa to eligible employees.

Decent and safe working conditions  In the United Arab Emirates, Country-wide safe and decent working conditions are fostered through below measures; 1. The implementation of Occupational health international standards. 2. Being accredited with JCI for all EHS hospitals and health centres. 3. Strategy of happiness 4. Practices of work life balance and flexible work systems. 5. Gender balance practices. The UAE has re-evaluated every aspect of working in the country from recruitment to housing, ensuring that all workers are treated respectfully and are able to report instances of mistreatment, or violations easily. The Ministry of Human Resources and Emiratisation (MOHRE) is dedicated to ensuring decent and safe working conditions through a comprehensive system of policies, standards, regulatory instruments, institutional partnerships, and excellent services. The Ministry's strategic plan focuses on key objectives such as empowering manpower, protecting the work environment, and enhancing the labour market. Central to these goals is the reinforcement of innovation and the provision of excellent administrative services, all delivered according to high standards of quality, efficiency, and transparency The Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, known as the ‘UAE Labour law’, tackles issues related to combatting harassment, bullying, physical violence and psychological abuse against employees. The law prohibits forced labour and discrimination based on gender, race, colour, sex, religion, national or social origin or disability. It also spells out employers’ obligations towards employees and prohibits the employment of children below the age of 15. To reinforce these measures and in line with international standards, the Ministry of Human Resources and Emiratisation follows a holistic approach starting with structured legislation and policies, raising awareness, and by implementing cutting-edge labour market solutions. Structured legislation and policies: a.Unemployment Insurance Scheme The Ministry of Human Resources and Emiratisation (MoHRE) announced an “Unemployment Insurance Scheme” a scheme that aims to provide financial coverage in case of undue unemployment and enable them to continue to receive up to 60% of their salary while they are searching for alternative employment for three months. The Federal Decree-Law No. 13 of 2022 Concerning Unemployment Insurance (Unemployment Insurance Law) came into effect on 1 January 2023 and requires Emirati nationals and expatriate employees working full-time in the UAE’s federal and private sectors to enroll in the scheme). b.The Savings scheme – a voluntary and alternative end-of-service benefits scheme the Ministry of Human Resources and Emiratisation (MoHRE) and the Securities and Commodities Authority (SCA) began implementing the new Scheme for end-of-service benefits. The Savings scheme is a voluntary scheme through which end-of-service benefits of employees are invested in renowned investment funds with a good record. The Scheme aims to provide investment returns to employees on their end-of-service benefits in implementation of Cabinet Decision No. 96 of 2023 The Scheme safeguards workers’ financial entitlements, providing them with opportunities to save and grow these benefits, earn returns on them, and reduce the frequency of labour disputes between employees and employers over end-of-service gratuity. Objectives of the scheme The Savings scheme aims to protect employees from inflation, default and/or bankruptcy. It also enables employees to benefit from investing in various economic activities in the UAE, elevating their social and financial inclusion. c.Occupational health and safety regulations: The UAE has strict occupational health and safety regulations in place to protect workers from workplace hazards and obligate employers to provide a safe working environment. According to Clause 13 of Article 13 of Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector (the UAE labour law) the employer is obliged to provide a safe and appropriate work environment for his employees. Both, the employer and the employee must comply with all controls and procedures issued by Ministry of Human Resources and Emiratisation (MoHRE) and other competent authorities in the country regarding occupational health and safety. To further ensure workers are present in safe and decent conditions, the UAE issued Ministerial Resolution No. (44) of 2022 Regarding Occupational Health and Safety and Labor Accommodation, Article (2) which states that every establishment has to assign an Occupational Health and Safety Officer. The HSO will carry out the tasks related to the prevention of different categories of hazards and supervise the implementation of relevant provisions in this regard. d. Mechanism to resolve disputes: Federal Decree-Law No. 20 of 2023 Amending Federal Decree-Law No. 33 of 2021, and Ministerial Decree No. 782 of 2023 Regulating the Process for Resolving Individual Labour Complaints, have introduced a new labour litigation process. The aim is to streamline procedures, reduce costs, and expedite resolutions for employers and employees across all economic sectors, including healthcare workers. the Ministry of Human Resources and Emiratisation (MOHRE), is empowered under the new regulations, to issue final decisions in labour disputes involving amounts under AED 50,000. These decisions are enforceable as executive deeds, allowing the MoHRE to initiate standard execution procedures. If dissatisfied with MOHRE's decision, parties have the right to appeal within 15 working days of notification. Appeals must be filed with the Labor Court of Appeal, whose rulings shall be considered final. Raising Awareness “Orientation and Guidance”: The UAE has multiple initiatives which aim to guide and educate its workforce, these includes: The “Know Your Rights” Guide: MOHRE issued a guide titled ‘Know Your Rights’ to educate the workers about their rights and obligations. Know-Your-Rights-English-2.1.23.pdf. The Employers in the UAE are required to follow transparent recruitment processes that provide detailed information about the employment position, including job responsibilities, working conditions, benefits, and any potential risks associated with the position. ‘Know Your Rights’ guide is available in the following languages: e. Bengali (PDF, 404 KB) f. Chinese (PDF, 644 KB) g. English (PDF, 410 KB) h. Hindi (PDF, 402 KB) i. Malayalam (PDF, 432 KB) j. Urdu (PDF, 382 KB). k. Tawjeeh Orientation Centre: "Tawjeeh" Centres, licensed by the Ministry of Human Resources and Emiratisation to provide awareness and orientation services to employees and employers on its behalf through institutional partnership with the private sector. "Tawjeeh" Centres’ Services include: a. Orient and raise awareness of employers. b. Orient and raise awareness of employees. c. Provide work permit and employment contract delivery services. d. Provide work certificate services to employees. e. Distribute and receive materials and awareness brochures to employees and employers. Measures to ensure labour rights: l. Wage protection system: The Ministry of Human Resources and Emiratisation (MoHRE) introduced the Wage Protection System (WPS) back in 2009, as an innovative measure in monitoring the payment of wages to employees in full and on time. Read more in Ministerial Resolution No. 346 of 2022 Regarding the Amendment of Certain Provisions of Ministerial Resolution No.43 of 2022 Regarding the Wages Protection System. The system, developed in collaboration with the Central Bank of UAE, allows the Ministry of Human Resources and Emiratisation (MOHRE) to create a database that monitors wage payments in the private sector to ensure the timely payment of agreed-upon wages., creating a safe, secure, efficient and robust mechanism. Employment relationship: The Ministry of Human Resources and Emiratisation (MoHRE) issued several laws and resolutions to regulate employment relationships and define the rights and obligations of the parties in a balanced manner. 1.Recruitment fees to be paid by employer: An employer shall not have the right to collect any recruitment costs including visa, work permit and visa cancellation costs from the employee. This is in accordance with Federal Decree-Law No. (33) of 2021 Regarding the Regulation of Employment 2021 Relationships and its amendments, Article 6 of the law, which covers the recruitment and employment of workers, says: “The employer is prohibited from charging the worker for the fees and costs of recruitment and employment or collecting them from him, whether directly or indirectly. To ensure enforcement of the law, the labour complaint electronic system modified to allow the registration of labour complaints related to the non-payment of recruitment fees and the salary deduction for refunding the recruitment costs. In the same context, inspection teams were trained to investigate regarding the payment of recruitment fees by workers, and whether they were subjected to salary deductions in return for recruitment fees. 2.Worker’s protection programme (insurance policy): The Ministry of Human Resources and Emiratisation (MoHRE) implemented in 2018 an insurance policy called Taa-meen, for workers. The policy is intended to be an alternative option for employers keeping a bank guarantee of AED 3,000 while recruiting a new worker. Establishments may choose one of the following two options for the workers. Both options are enforced to safeguard workers against • Payment of amounts owed to the worker related to his wage in the event that the employer has not paid, including overdue wages. • Payment of amounts due to the worker related to end-of-service gratuity, which the employer has not paid. • Payment of expenses related to the workers return to their home country, or the agreed upon place between the worker and employer. • Compensation for work-related injuries • Costs associated with the repatriation of the body of the deceased to their home country. Labour Mobility: UAE has been progressively introducing increased flexibility in its labour market, promoting labour mobility and talent retention. A key aspect to these developments is facilitating temporary foreign workers in all economic sectors, to change employers, contingent upon specific conditions, as shown here: • Article 42 of Decree Law No. 33 of 2021 outlines nine different cases for terminating employment contracts. This includes cases where either party (the employer or the worker) wishes to terminate the contract, provided the legal provisions on termination and the agreed notice period are observed. Although these changes are not fairly recent, as the 2016 legal developments abolished all requirements for foreign workers to obtain their employers permission to change jobs, however it required the worker to compensate the employer. Consequently, in the 2021 developments, the law eliminated the obligation for a worker to compensate their initial employer when transitioning to a new employer. Instead, it regulates this transition by placing the responsibility of compensating the original employer for recruitment expenses onto the new employer, particularly if the transfer happens during the probationary period. • Article 43 of the new law also regulates the termination of contracts, permitting either party to the employment contract to terminate for any reason, provided that the other party notifies in writing and continues to uphold their contractual obligations until the expiration of the notification period. It is worth highlighting that the UAE regulations do not require the worker to obtain an exit permit or an No Objection Certificate (NOC) from the employer to leave the country. A worker is permitted to terminate the work relation and move immediately without notifying their employer and continue to retain their entitlements in cases where they have been subject to abuse or harassment by the employer or their representative.

In the United Arab Emirates, Country-wide safe and decent living conditions are fostered through below measures; 1. Provision of accommodation allowance 2. Provision of Educational allowance for children. 3. Provision of transportation allowance. 4. Cost of living allowance. 5. Rural areas allowance. The Ministry of Human Resources and Emiratisation (MOHRE) in the UAE ensures that all workers are provided with decent and safe living conditions.

We provide flexible access to educational content and professional development programs via both external training providers and internally through Maharati (Learning Management System) in addition to f2f options. Additionally, to make education accessible, we offer a robust e-learning platform that includes a variety of courses and resources. This platform allows our staff to learn at their own pace and from any location, promoting lifelong learning.

5.5 Good practices, as called for by the Code, are encouraged and promoted among private recruitment agencies. Skip to 6 if not checked; if checked, respond to 5.5a-5.5d 0 The Federal Decree-Law No. 33/2021 on the Regulation of Labour Relations regulates the activities and practices of all private recruitment agencies in a way that ensures these agencies comply with the principles of fair employment and human rights of temporary migrant workers, including all categories of workers. Some of the principles and foundations, are as follows: - Ensuring the right of temporary migrant workers to informed consent on contracts and terms and conditions of work by applying a policy and transparent contracting procedures that require workers to receive a job offer including job title, job duties, employer's name, and all terms and conditions of work offered by the employer and ensuring the worker's consent before leaving their home country. - Ensuring that the employer bears the cost of recruitment from abroad and does not pass it on to the worker. - Obliging recruitment agencies not to engage in any discriminatory practices against workers during the recruitment and employment phases - Protecting workers against violence, harassment, or any unfair practices. UAE is considered one of the most attractive countries for foreigners for work and residency purposes, due to the high standard of living, advanced infrastructure, political and economic stability, geographical proximity to many countries, among other reasons. Additionally, the UAE has adopted policies that have enabled temporary migrant workers to settle in the country, especially for medical personnel who are granted long-term residency rights. The country also provides high-quality healthcare and education services for expats on par with citizens, as well as other services that enable everyone to achieve a balance between personal and work life. The UAE national legislation and policies do not impose any restrictions on temporary migrant workers wishing to exit and re-enter the country- except in cases of court cases, medical professionals have in fact been granted the golden residency to facilitate and ease their movement across borders.

The United Arab Emirates (UAE) has implemented various measures to oversee and regulate the activities of recruitment agencies operating within the country. Here are some keyways in which the UAE oversees recruitment agencies: 1. Monitoring and Inspection: MOHRE conducts regular monitoring and inspection visits to recruitment agencies to ensure compliance with labour laws, regulations, and ethical standards. Inspections help identify any violations and take corrective actions when needed. 2. Complaints Mechanism: The UAE provides channels for individuals to lodge complaints against recruitment agencies for any misconduct, unethical practices, or violations of labour laws. Authorities investigate these complaints and take appropriate actions to address the issues. There are 13 channels to contact MOHRE and its offered in 20 Languages including 3 main languages available in the Auto-reply system (Arabic – English – Urdu). Contact Us | Ministry of Human Resources & Emiratisation - MOHRE 3. Training and Awareness Programs: The UAE conducts training sessions, workshops, and awareness campaigns for recruitment agencies to educate them about labour laws, regulations, and best practices in recruitment. These initiatives aim to enhance the professionalism and ethical conduct of agencies. Awareness workshops | Digital Participation | Ministry of Human Resources & Emiratisation - MOHRE By implementing these oversight measures, the UAE aims to regulate the activities of recruitment agencies, protect the rights of workers, combat human trafficking and exploitation, and ensure fair and ethical recruitment practices in the country.

5.5b Domestic legislation or policy requiring ethical practice of private recruitment agencies, as consistent with the principles and articles of the Code. 0 Managing Recruitment Agencies: In the UAE, recruitment agencies can only operate after acquiring the relevant licenses and approvals from the Ministry of Human Resources and Emiratisation. Cabinet Resolution no 1 of 2022 on the Implementation of Federal Decree Law No 33 of 2021 regarding Regulation of Labour Relations; identifies in Article No 9 of the resolution the following forms of agencies: 1. Temporary Employment and Outsourcing: Employing the worker with the intention of making him available to a third party, whereas the worker’s relationship becomes a direct one with the agency that outsourced his services to a third party (the beneficiary). 2. Mediation Agency: Which is the bringing together of both employment parties and their representatives, negotiating on their behalf the terms of the employment contract with the aim of establishing an employment relationship, without the agency becoming a party thereto. The following rules apply for engaging in temporary/outsourcing activity as per the Cabinet Resolution No 1 of 2022: • Agencies are to refrain from providing its services to Beneficiaries who have been suspended administratively by the Ministry • Agencies are to refrain from providing its services to other agencies engaged in the activity of temporary employment with the intention of employing them with a beneficiary • The Owner(s) bear the responsibility of implementing the provisions of this Decree-law and its regulations towards the workers, and notify the competent authorities at the Ministry if they become aware of any violation/breach of rights or the health and safety of the workers by the Beneficiary. • A contract must be issued between the agency and beneficiary to govern the relationship between the beneficiary and worker In 2022, the Ministry of Human Resources and Emiratisation issued Administrative Resolution No. (26) Concerning the Procedures Manual for Licensing and Regulating the Work of Employment Agencies which clearly defines the criteria to issue a recruitment agency license to include: • Owner(s) must not be an employee of MOHRE or relative (husband or wife) providing a written acknowledgement of such • Must have a clear physical premises with an address • Written acknowledgement of their knowledge and acceptance of the regulations concerning recruitment agencies • Person(s) shall not have any previous convictions for offences against honour, breach of trust, human trafficking, or one of the offences set forth in the Decree-law • Submit a bank guarantee of no less than 300,000 AED for Mediation Agencies and no less than 1 Million Dirhams for Temporary Employment or Outsourcing Agencies (or a combination of both agencies) • The guarantee shall be automatically renewed, and the Ministry shall allocate whole or part of the guarantee to settle any areas of outstanding payments due by the agency as a result of a breach in its obligations or failure to comply with the decisions. • A financial credit report issues by the competent authority • Changes to license may not be made unless written approval is obtained from the Ministry • Any other decisions issued by the Minister The Ministry shall suspend or revoke the license of employment agencies in any of the following cases: • In cases where conditions under which the license was granted are not met • If any document or data submitted for licensing are proven to be false • If the agency commits any act that involves any form of forced labour or human trafficking • In the event of nonpayment of wages • In the case of violation of any of the conditions determined by the Ministry The above measures are mitigation efforts in order to reduce the possibility of violations from occurring, while the Ministry undertakes strict supervision methods through its inspection systems to ensure compliance with the laws and regulations put forward.

Licensing and Registration: Recruitment agencies in the UAE are required to obtain a license from the Ministry of Human Resources and Emiratisation (MOHRE) to operate legally. The licensing process involves meeting specific requirements and adhering to regulations set by the of the Decree-Law No. 33 of 2021 and its Executive Regulations, it is prohibited to exercise any of the Agency activities without acquiring a license issued by the Ministry, in accordance with the provisions of this Decree and the regulations and instructions pertaining thereto.

Migrant health personnel are recruited using mechanisms that allow them to assess the benefits and risk associated with employment positions and to make timely and informed decisions on the employment.  In the United Arab Emirates, measures are in place to ensure that temporary migrant workers in general including health personnel are recruited using mechanisms that allow them to assess the benefits and risks associated with employment positions. Some of the key measures include: 1. Transparent recruitment processes: In the United Arab Emirates, the Job offer terms and provisions are shown and explained to the employee before travelling to the United Arab Emirates. The employee is expected to be fully aware of the terms and provisions stipulated under the job offer, including job description, title, responsibilities, salary, benefits, and detailed work conditions and that, prior to signing such a job offer. The employee shall request obtaining a copy of the job offer from the employer and is expected to retain it in their possession. 2. Access to healthcare services: temporary migrant workers including health personnel in the UAE are entitled to access healthcare services, including medical insurance and paid sick leave. Employers are responsible for ensuring that workers have access to healthcare facilities and services when needed. 3. Access to Social Security Systems: The Ministry of Human Resources and Emiratisation (MoHRE) announced an “Unemployment Insurance Scheme” which aims to provide financial coverage in case of undue unemployment and enable them to continue to receive up to 60% of their salary while searching for alternative employment for three months. The Federal Decree-Law No. 13 of 2022 Concerning Unemployment Insurance (Unemployment Insurance Law) came into effect on 1 January 2023 and requires Emirati nationals and expatriate employees working full-time in the UAE’s federal and private sectors to enroll in an unemployment insurance scheme. The new system ensures the sustainability of a decent life for Emiratis and resident employees, as the UAE aims to enhance the competitiveness of the labour market to attract and retain the best international and national talents and contribute to building a competitive knowledge-based economy that is among the best globally. 4. The Savings Scheme: Allows employers to invest the end of service of their employees on a voluntary basis, providing a return on investment on their end of service, and boosting the financial inclusion of employees https://www.mohre.gov.ae/en/media-center/awareness-and-guidance/alternative-end-of-service-benefits-system-savings-scheme.aspx 5. Health Insurance In United Arab Emirates, all residents must be covered by health insurance upon entry and stay in the UAE. 6. Additionally there is clear mentioning of the allowances in the job offer.

In the United Arab Emirates, there are measures in place to ensure that temporary migrant workers including health personnel are hired, promoted, and remunerated based on objective criteria, such as levels of qualification, years of experience, and degrees of professional responsibility, devoid of any form of discrimination. Some of the key measures include: 1. Equal employment opportunities: The UAE promotes equal employment opportunities for all, regardless of their nationality. Employers are required to hire workers based on their qualifications, experience, and professional skills, rather than their nationality. According to Article 4 of Federal Decree-Law No. (33) of 2021 Regarding the Regulation of Employment Relationships and its amendments, on equality and non-discrimination prohibits forced labour and discrimination based on gender, race, colour, sex, religion, national or social origin or disability. 2. Equal Wages: In 2018, the UAE Cabinet approved a law on equal wages and salaries for women and men. The law is in line with the government's objective to ensure the protection of women's rights and support their role in the process of national development. 3. Wage protection system: The UAE WPS seeks to provide a safe, secure, efficient and robust mechanism to streamline the timely payment of wages to employees by their employers. The Central Bank of the UAE implemented the UAEWPS in 2009 in partnership with the Ministry of Human Resources and Emiratisation. The Wages Protection System (WPS) is a mechanism that ensures all those working in companies in the UAE are paid fully and on time. The system, , allows the Ministry to create a database that records wage payments in the private sector to guarantee the payment of agreed-upon wages. WPS covers all institutions registered with MOHRE across all sectors and industries and is aimed at benefitting different categories of workers. Moreover, According to HR laws and regulations, promotions and rewards are implemented

Standard policies within the HR law are implemented equally.

In its ongoing efforts to create a safe and prosperous working environment, the UAE has introduced a multitude of laws and regulations that address modern challenges and promote sustainable and steady growth and development of its labour market. To begin with, UAE’s admission policy has witnessed tremendous transformation, introducing greater flexibility and options to foreigners seeking entry and residence in the UAE. Most significantly, the most recent admission policy enabled the issuance of a Job Seekers visa to allow entry of foreigners in search of a decent job opportunity for a period of 6 months. Furthermore, and to elevate the stability and flexibility of its labour market, the UAE revised its labour law aligning it with the ever-changing employment landscape and enhancing its adaptability to a new work reality, emphasizing the importance and resilience of the labour market through improved labour mobility, and higher social security coverage, in addition to adopting innovative solutions to traditional problems. The Federal Decree Law no.33 has introduced major improvements in the regulation of the labour market, most importantly, prohibiting all forms of discrimination, harassment, abuse and forced labour in the work environment. The updated law also encourages greater gender equality and balance in accessing work, training, and career progression opportunities, with greater emphasis on equal pay for work of equal value. The law also introduced 6 new types of work, creating a diverse range of decent work opportunities, while attempting to design policies and regulation in a manner that curates a balanced relationship between the employer and employee. As of January 1st, 2024, the labour mobility rate in the UAE has reached 8.09%, indicating flexibility and smooth transition within the market. Additionally, 3 days hospitality is provided once the candidate arrives the country. Also, Other facilitates for issuing the residency documents.

We offer Support training and social professional recognition of health personnel.

Standard policies within the HR law are implemented equally.

Protect and fulfils internationally recognized human rights

By agreement of the employer and the worker, this contract may be extended or renewed for another similar period or for a shorter period, one or more times.

We raise awareness include linking climate action and public health.

Implementing The Return-to-Work Program is for healthcare professionals who have been out of practice for more than two (2) years; Training is available in established training facilities - intermediate or advanced.

Enhanced expatriate health insurance covering employees, their spouses and children, with a strong employee support program.