If you feel that your employer has been behaving rudely with you or is using inappropriate language at work, know that you’re not the only one being judged harshly. There are lots of people around the world who face the same issue. Sometimes it’s in the form of being over burdened with work and sometimes it’s just a case of an employer being rude in general.

The most important thing to know is that governments have very specific rules when it comes to employee welfare and this is the case in the UAE as well. You can always start by writing a letter to your employer and stating the reasons as to why you’re facing a difficulty at work. Always make sure to post a copy to the Ministry of Human Resources and Emiratisation.

Article 155 of the Federal Law No. 8 of 1980 Regulating Employment Relations in the UAE states that, if there’s a dispute between the employee and employer and if a compromise cannot be reached internally then there are a few guidelines to be followed: 

• As mentioned earlier, always start by writing to your employer and posting a copy of the complaint to the employment department.
• The employer usually has seven days to reply to the complaint submitted by the employee. The employer too is expected to post a copy of his reply to the employment department so that they can understand the problem from all parties involved.
• If the employer fails to respond to the employee’s grievance or if the employee is not satisfied with the employer’s reply and a compromise cannot be reached internally, the employment department may be forced to intervene if one of the parties is not satisfied with the settlement.
• In case an employer has a problem with one of his employees then he is permitted to write directly to the ministry and once they receive the complaint they try to settle it in a fair and just manner.

Always speak up against workplace harassment. If are facing these issues or if you know of someone facing similar issues at work, share this article with them so that they can get help at the earliest.

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