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Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations

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“Protecting workers’ rights and promoting fair labor practices since 1980.”

Introduction

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a key legislation in the United Arab Emirates that governs the rights and obligations of both employers and employees in the country. This law outlines various aspects of labor relations, including employment contracts, working hours, wages, leave entitlements, and termination procedures. It aims to ensure fair and just treatment of workers and promote a harmonious relationship between employers and employees.

Overview of Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation in the United Arab Emirates that governs the relationship between employers and employees. This law outlines the rights and responsibilities of both parties, ensuring fair treatment and protection for all individuals in the workforce.

One of the key aspects of Federal Law No. (8) of 1980 is the establishment of minimum employment standards. These standards cover a wide range of issues, including working hours, wages, leave entitlements, and workplace safety. By setting these minimum standards, the law aims to protect the rights of employees and ensure that they are treated fairly by their employers.

In addition to setting minimum employment standards, Federal Law No. (8) of 1980 also outlines the procedures for resolving disputes between employers and employees. This includes the establishment of labor courts to hear cases related to labor disputes and ensure that both parties have access to a fair and impartial process for resolving their differences.

Another important aspect of Federal Law No. (8) of 1980 is the provision for the establishment of labor unions and collective bargaining agreements. These mechanisms allow employees to come together to negotiate with their employers for better working conditions, wages, and benefits. By allowing employees to collectively bargain, the law empowers workers to advocate for their rights and improve their working conditions.

Furthermore, Federal Law No. (8) of 1980 prohibits discrimination in the workplace based on factors such as gender, nationality, religion, or disability. This provision ensures that all individuals are treated equally and fairly in the workplace, regardless of their background or personal characteristics. By prohibiting discrimination, the law promotes a more inclusive and diverse workforce.

Overall, Federal Law No. (8) of 1980 plays a crucial role in regulating labor relations in the United Arab Emirates. By setting minimum employment standards, providing mechanisms for resolving disputes, allowing for collective bargaining, and prohibiting discrimination, the law ensures that employees are treated fairly and have access to the protections they need to thrive in the workplace.

In conclusion, Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a comprehensive piece of legislation that governs the relationship between employers and employees in the United Arab Emirates. By setting minimum employment standards, providing mechanisms for resolving disputes, allowing for collective bargaining, and prohibiting discrimination, the law ensures that all individuals in the workforce are treated fairly and have access to the protections they need to succeed in their careers.

Rights and obligations of employers under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations in the United Arab Emirates outlines the rights and obligations of both employers and employees in the country. In this article, we will focus on the rights and obligations of employers under this law.

Employers in the UAE have a number of rights under Federal Law No. (8) of 1980. One of the key rights of employers is the right to hire and terminate employees in accordance with the provisions of the law. This means that employers have the authority to select and dismiss employees based on their performance and conduct, as long as they follow the legal procedures outlined in the law.

Another important right of employers under this law is the right to set working hours and conditions for their employees. Employers have the authority to determine the working hours, rest periods, and other conditions of employment for their staff, as long as these conditions comply with the provisions of the law and do not violate the rights of employees.

Employers also have the right to provide their employees with a safe and healthy working environment. This includes ensuring that the workplace is free from hazards and risks that could harm the health and safety of employees. Employers are required to take all necessary measures to protect the health and safety of their employees, including providing training, safety equipment, and medical care when needed.

In addition to their rights, employers in the UAE also have a number of obligations under Federal Law No. (8) of 1980. One of the key obligations of employers is to provide their employees with a written employment contract that clearly outlines the terms and conditions of employment. This contract must include details such as the job title, salary, working hours, and other important information related to the employment relationship.

Employers are also required to pay their employees the agreed-upon wages in a timely manner. This means that employers must ensure that their employees receive their salaries on time and in full, in accordance with the terms of their employment contract. Failure to pay employees their wages on time is a violation of the law and can result in legal action being taken against the employer.

Another important obligation of employers under Federal Law No. (8) of 1980 is to provide their employees with annual leave and other benefits as outlined in the law. Employers are required to grant their employees a certain number of days off each year for annual leave, as well as other benefits such as sick leave, maternity leave, and public holidays.

Employers are also obligated to respect the rights of their employees and treat them fairly and with respect. This means that employers must not discriminate against employees based on factors such as gender, nationality, religion, or disability. Employers are also required to provide equal opportunities for all employees and ensure that they are treated fairly in all aspects of their employment.

In conclusion, Federal Law No. (8) of 1980 outlines the rights and obligations of employers in the UAE. Employers have the right to hire and terminate employees, set working conditions, and provide a safe working environment for their staff. However, they also have obligations to provide written employment contracts, pay wages on time, provide leave and benefits, and treat employees fairly and with respect. By following the provisions of this law, employers can ensure a positive and productive working relationship with their employees.

Rights and obligations of employees under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation that governs the rights and obligations of employees in the United Arab Emirates. This law outlines the various rights that employees are entitled to, as well as the obligations that they must adhere to in the workplace. Understanding these rights and obligations is essential for both employers and employees to ensure a harmonious and fair working environment.

One of the key rights that employees are entitled to under Federal Law No. (8) of 1980 is the right to a written employment contract. This contract should clearly outline the terms and conditions of employment, including the job title, duties, working hours, and remuneration. Having a written contract helps to protect both the employer and the employee by ensuring that there is a clear understanding of the expectations and obligations of both parties.

Employees also have the right to a safe and healthy working environment under this law. Employers are required to provide a workplace that is free from hazards and risks to the health and safety of their employees. This includes providing appropriate safety equipment, training, and procedures to prevent accidents and injuries. Employees have the right to refuse to work in unsafe conditions and can report any concerns to the relevant authorities.

Another important right that employees have under Federal Law No. (8) of 1980 is the right to receive their wages in a timely manner. Employers are required to pay their employees the agreed-upon wages on a regular basis, usually monthly. Failure to pay wages on time is a violation of the law and can result in penalties for the employer. Employees also have the right to receive overtime pay for any work done beyond their regular working hours.

In addition to these rights, employees also have certain obligations that they must adhere to in the workplace. One of the primary obligations of employees is to perform their duties to the best of their abilities and in accordance with the terms of their employment contract. This includes following company policies and procedures, cooperating with colleagues, and maintaining a professional attitude at all times.

Employees also have an obligation to maintain confidentiality and protect the interests of their employer. This means not disclosing sensitive information about the company or its operations to third parties without authorization. Employees are also expected to respect the intellectual property rights of the company and not engage in any activities that could harm its reputation or business interests.

Overall, Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a comprehensive piece of legislation that outlines the rights and obligations of employees in the UAE. By understanding and adhering to these rights and obligations, both employers and employees can create a fair and productive working environment. It is essential for all parties to familiarize themselves with the provisions of this law to ensure compliance and avoid any potential legal issues.

Termination of employment under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation in the United Arab Emirates that governs various aspects of employment relationships. One of the key provisions of this law pertains to the termination of employment, which is a significant event that can have far-reaching implications for both employers and employees.

Under Federal Law No. (8) of 1980, there are specific rules and procedures that must be followed when terminating an employee’s contract. Employers are required to provide a valid reason for termination, and the termination must be carried out in accordance with the law. This is to ensure that employees are treated fairly and that their rights are protected.

One of the most common reasons for termination under Federal Law No. (8) of 1980 is for cause. This includes situations where an employee has committed a serious violation of company policies or has engaged in misconduct that warrants termination. In such cases, employers must provide evidence of the employee’s wrongdoing and follow the proper procedures for termination.

Another reason for termination under the law is redundancy. This occurs when an employer no longer requires the services of an employee due to changes in the business, such as downsizing or restructuring. In these cases, employers must provide employees with notice of termination and, in some cases, severance pay.

It is important for employers to follow the procedures outlined in Federal Law No. (8) of 1980 when terminating an employee’s contract. Failure to do so can result in legal consequences, including fines and penalties. Employers must also be mindful of the rights of employees when terminating their contracts, including providing them with notice and severance pay where applicable.

Employees also have rights under Federal Law No. (8) of 1980 when it comes to termination. If an employee believes that they have been wrongfully terminated, they have the right to challenge the termination and seek redress through the labor courts. Employees can also seek compensation for unfair dismissal or wrongful termination under the law.

In conclusion, the termination of employment under Federal Law No. (8) of 1980 is a serious matter that must be handled with care and in accordance with the law. Employers must follow the proper procedures for termination and provide employees with their rights under the law. Employees, on the other hand, have the right to challenge wrongful termination and seek redress through the labor courts. By understanding and adhering to the provisions of Federal Law No. (8) of 1980, both employers and employees can ensure that the termination of employment is carried out fairly and in compliance with the law.

Working hours and leave entitlements under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation that governs various aspects of labor relations in the United Arab Emirates. One of the key areas covered by this law is working hours and leave entitlements for employees.

Under Federal Law No. (8) of 1980, the standard working hours for employees in the UAE are eight hours per day or 48 hours per week. However, this law also allows for certain exceptions to be made for specific industries or job roles. For example, employees working in the hospitality or healthcare sectors may be required to work longer hours due to the nature of their work.

In addition to regulating working hours, Federal Law No. (8) of 1980 also outlines the entitlements that employees have when it comes to taking leave. According to the law, employees are entitled to annual leave after completing one year of continuous service with their employer. The duration of annual leave varies depending on the length of service, with employees typically entitled to between 21 and 30 days of leave per year.

Employees are also entitled to sick leave under Federal Law No. (8) of 1980. If an employee falls ill and is unable to work, they are entitled to sick leave with full pay for the first 15 days of their illness. After this initial period, the employee may be entitled to sick leave with half pay for a further 30 days, depending on the circumstances.

Maternity leave is another important aspect of leave entitlements under Federal Law No. (8) of 1980. Female employees are entitled to maternity leave of 45 days with full pay, followed by an additional 15 days of leave without pay. This leave can be extended for a further 10 days if the employee’s health requires it.

In addition to these standard leave entitlements, Federal Law No. (8) of 1980 also outlines provisions for public holidays and religious holidays. Employees are entitled to paid leave on public holidays, as well as additional leave for religious holidays if they belong to a different faith than the official religion of the UAE.

Overall, Federal Law No. (8) of 1980 provides a comprehensive framework for regulating working hours and leave entitlements for employees in the UAE. By setting out clear guidelines for employers and employees to follow, this law helps to ensure fair and equitable treatment in the workplace.

In conclusion, working hours and leave entitlements are important aspects of labor relations that are covered by Federal Law No. (8) of 1980 in the UAE. This law sets out the standard working hours, leave entitlements, and provisions for public and religious holidays that employees are entitled to. By adhering to the guidelines set out in this law, employers can create a positive and productive work environment for their employees.

Discrimination and harassment laws under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation in the United Arab Emirates that governs various aspects of labor relations, including discrimination and harassment in the workplace. Discrimination and harassment are serious issues that can have a detrimental impact on employees’ well-being and productivity. Therefore, it is essential for employers to understand and comply with the provisions of this law to create a safe and inclusive work environment.

Under Federal Law No. (8) of 1980, discrimination based on race, nationality, religion, or gender is strictly prohibited in the workplace. Employers are required to treat all employees fairly and equally, regardless of their background or characteristics. Discrimination can take many forms, such as unequal pay, denial of promotion opportunities, or unfair treatment. Any form of discrimination is unacceptable and can result in legal consequences for the employer.

Harassment is another issue that is addressed under Federal Law No. (8) of 1980. Harassment can take various forms, including verbal abuse, threats, intimidation, or unwanted physical contact. Employers are responsible for creating a work environment free from harassment and ensuring that employees feel safe and respected. Any complaints of harassment should be taken seriously and investigated promptly to prevent further harm to the victim.

Employers are required to have clear policies and procedures in place to address discrimination and harassment in the workplace. These policies should outline the consequences for engaging in such behavior and provide a mechanism for employees to report incidents of discrimination or harassment. Employees should feel comfortable coming forward with their concerns without fear of retaliation.

In cases where discrimination or harassment occurs, employees have the right to file a complaint with the Ministry of Human Resources and Emiratisation. The Ministry will investigate the complaint and take appropriate action against the employer if the allegations are substantiated. Employers found guilty of discrimination or harassment may face fines, penalties, or even the revocation of their business license.

It is essential for employers to educate their employees about their rights and responsibilities under Federal Law No. (8) of 1980. Training programs on diversity, inclusion, and respectful workplace behavior can help prevent discrimination and harassment from occurring in the first place. By fostering a culture of respect and tolerance, employers can create a positive work environment where all employees feel valued and appreciated.

In conclusion, Federal Law No. (8) of 1980 plays a crucial role in protecting employees from discrimination and harassment in the workplace. Employers must comply with the provisions of this law to ensure that all employees are treated fairly and respectfully. By promoting a culture of diversity and inclusion, employers can create a safe and welcoming work environment where employees can thrive. Discrimination and harassment have no place in the modern workplace, and it is the responsibility of employers to uphold the principles of equality and respect for all employees.

Health and safety regulations under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation that governs the relationship between employers and employees in the United Arab Emirates. One of the key aspects covered by this law is health and safety regulations in the workplace. These regulations are designed to ensure the well-being of employees and create a safe working environment for all.

Under Federal Law No. (8) of 1980, employers are required to provide a safe and healthy workplace for their employees. This includes implementing measures to prevent accidents and injuries, as well as providing necessary training and equipment to ensure the safety of workers. Employers are also responsible for conducting regular inspections of the workplace to identify and address any potential hazards.

In addition to providing a safe working environment, employers are also required to provide medical care to employees who are injured or become ill as a result of their work. This includes covering the costs of medical treatment and providing sick leave for employees to recover. Employers are also required to report any workplace accidents or injuries to the relevant authorities.

Employees also have a role to play in ensuring their own health and safety in the workplace. They are required to follow all safety procedures and guidelines set out by their employer, as well as use any provided safety equipment correctly. Employees are also encouraged to report any unsafe working conditions or practices to their employer or the relevant authorities.

In the event of a dispute over health and safety regulations in the workplace, Federal Law No. (8) of 1980 provides a framework for resolving the issue. Employers and employees are encouraged to first attempt to resolve the dispute through informal means, such as discussion or mediation. If this is not successful, the matter can be escalated to the Ministry of Human Resources and Emiratisation for further investigation and resolution.

It is important for both employers and employees to be aware of their rights and responsibilities under Federal Law No. (8) of 1980 concerning health and safety regulations in the workplace. By following these regulations, employers can create a safe and healthy working environment for their employees, while employees can protect themselves from potential hazards and injuries.

In conclusion, health and safety regulations under Federal Law No. (8) of 1980 are essential for ensuring the well-being of employees in the workplace. Employers are required to provide a safe working environment, while employees are expected to follow safety procedures and report any unsafe conditions. By adhering to these regulations, both employers and employees can contribute to a safe and healthy workplace for all.

Dispute resolution mechanisms under Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations in the United Arab Emirates is a comprehensive legislation that governs the relationship between employers and employees in the country. One of the key aspects of this law is the provision for dispute resolution mechanisms to address any conflicts that may arise in the workplace.

Disputes between employers and employees can arise due to various reasons, such as non-payment of wages, unfair dismissal, discrimination, or breach of contract. It is essential to have effective mechanisms in place to resolve these disputes in a fair and timely manner to ensure a harmonious working environment.

Under Federal Law No. (8) of 1980, there are several avenues available for resolving disputes between employers and employees. One of the primary mechanisms is through the Ministry of Human Resources and Emiratisation (MOHRE). The MOHRE has established labor offices across the UAE to provide assistance and mediation services to resolve labor disputes.

Employees who have a dispute with their employer can file a complaint with the MOHRE labor office in the emirate where they work. The labor office will then investigate the complaint and attempt to mediate a resolution between the parties. If mediation is unsuccessful, the labor office may refer the dispute to the competent court for further resolution.

Another mechanism for resolving disputes under Federal Law No. (8) of 1980 is through the labor courts in the UAE. The labor courts have jurisdiction to hear and decide on labor disputes between employers and employees. Employees who are unable to resolve their dispute through the MOHRE mediation process can file a case with the labor court in the emirate where they work.

The labor courts in the UAE are specialized courts that have expertise in labor law matters. They are tasked with ensuring that disputes are resolved fairly and in accordance with the provisions of Federal Law No. (8) of 1980. The labor courts have the authority to issue judgments and enforce decisions to resolve disputes between employers and employees.

In addition to the MOHRE and the labor courts, another mechanism for resolving disputes under Federal Law No. (8) of 1980 is through arbitration. Arbitration is a form of alternative dispute resolution where parties agree to have their dispute resolved by an independent arbitrator. The arbitrator will hear both sides of the dispute and issue a binding decision to resolve the conflict.

Arbitration can be a faster and more cost-effective way to resolve disputes compared to litigation in the labor courts. It allows parties to have more control over the resolution process and can help maintain a positive relationship between employers and employees. Parties can choose their arbitrator and agree on the rules and procedures for the arbitration process.

In conclusion, Federal Law No. (8) of 1980 provides for various mechanisms to resolve disputes between employers and employees in the UAE. These mechanisms, including mediation through the MOHRE, litigation in the labor courts, and arbitration, are essential for ensuring that conflicts are resolved in a fair and timely manner. Employers and employees should be aware of their rights and obligations under the law to effectively navigate the dispute resolution process and maintain a harmonious working relationship.

Penalties for non-compliance with Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is a crucial piece of legislation in the United Arab Emirates that governs the relationship between employers and employees. This law outlines the rights and responsibilities of both parties, ensuring fair treatment and protection for all individuals in the workforce. One key aspect of this law is the penalties for non-compliance, which serve as a deterrent for employers who may seek to exploit or mistreat their employees.

Non-compliance with Federal Law No. (8) of 1980 can result in severe consequences for employers. The law sets out a range of penalties that can be imposed on those who fail to adhere to its provisions. These penalties are designed to hold employers accountable for their actions and to protect the rights of employees in the UAE.

One of the most common penalties for non-compliance with the law is the imposition of fines. Employers who violate the provisions of Federal Law No. (8) of 1980 may be required to pay a monetary penalty as a form of punishment. The amount of the fine can vary depending on the nature and severity of the violation, with more serious offenses typically resulting in higher fines. These fines serve as a deterrent for employers, encouraging them to comply with the law and treat their employees fairly.

In addition to fines, employers who fail to comply with Federal Law No. (8) of 1980 may also face other penalties, such as the suspension or revocation of their business license. This can have serious consequences for employers, as it may prevent them from operating their business and could result in significant financial losses. By threatening to revoke or suspend business licenses, the UAE government aims to ensure that employers take their obligations under the law seriously and prioritize the well-being of their employees.

Another potential penalty for non-compliance with the law is the imposition of criminal charges. In cases where employers engage in serious violations of Federal Law No. (8) of 1980, such as withholding wages or subjecting employees to unsafe working conditions, criminal charges may be brought against them. This can result in fines, imprisonment, or other legal consequences for the employer. By holding employers criminally liable for their actions, the UAE government sends a strong message that exploitation and mistreatment of employees will not be tolerated.

Overall, the penalties for non-compliance with Federal Law No. (8) of 1980 are designed to protect the rights of employees and ensure that employers uphold their obligations under the law. By imposing fines, revoking business licenses, and even pursuing criminal charges, the UAE government aims to create a fair and just working environment for all individuals in the workforce. Employers who fail to comply with the law risk facing serious consequences, making it essential for them to prioritize the well-being and rights of their employees. Compliance with Federal Law No. (8) of 1980 is not only a legal requirement but also a moral imperative that all employers in the UAE must uphold.

Recent amendments to Federal Law No. (8) of 1980

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations has been a cornerstone of labor law in the United Arab Emirates for over four decades. This law governs the relationship between employers and employees, setting out the rights and obligations of both parties. In recent years, there have been several amendments to the law aimed at improving working conditions and protecting the rights of workers.

One of the most significant changes to Federal Law No. (8) of 1980 is the introduction of new provisions related to working hours. Under the amended law, the standard working week has been reduced from 48 hours to 40 hours, with employees entitled to at least one day off per week. This change is aimed at promoting a better work-life balance for employees and ensuring that they are not overworked.

In addition to changes in working hours, the amended law also includes provisions related to annual leave entitlements. Employees are now entitled to a minimum of 30 days of paid annual leave, an increase from the previous requirement of 21 days. This change is designed to ensure that employees have adequate time to rest and recharge, ultimately leading to increased productivity and job satisfaction.

Another key amendment to Federal Law No. (8) of 1980 is the introduction of new provisions related to maternity leave. Female employees are now entitled to a minimum of 45 days of paid maternity leave, with the option to extend this leave for an additional 15 days without pay. This change is aimed at supporting working mothers and ensuring that they have the time and support they need to care for their newborns.

Furthermore, the amended law includes provisions related to discrimination in the workplace. Employers are now prohibited from discriminating against employees on the basis of gender, nationality, religion, or any other protected characteristic. This change is aimed at promoting equality and diversity in the workplace, creating a more inclusive and supportive environment for all employees.

Overall, the recent amendments to Federal Law No. (8) of 1980 represent a significant step forward in the protection of workers’ rights in the United Arab Emirates. These changes are designed to improve working conditions, promote work-life balance, and ensure that employees are treated fairly and with respect. By enacting these amendments, the UAE government has demonstrated its commitment to creating a more equitable and just labor market for all.

In conclusion, Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations has undergone several important amendments in recent years. These changes have focused on improving working conditions, protecting the rights of workers, and promoting equality in the workplace. By enacting these amendments, the UAE government has taken a significant step towards creating a more fair and inclusive labor market for all.

Q&A

1. What is Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations?
– It is a law in the United Arab Emirates that governs labor relations.

2. When was Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations enacted?
– It was enacted in 1980.

3. What does Federal Law No. (8) of 1980 cover?
– It covers various aspects of labor relations, including employment contracts, working hours, wages, and termination of employment.

4. Who does Federal Law No. (8) of 1980 apply to?
– It applies to all employers and employees in the United Arab Emirates.

5. What are some of the key provisions of Federal Law No. (8) of 1980?
– Some key provisions include regulations on working hours, annual leave, sick leave, and end of service benefits.

6. What is the purpose of Federal Law No. (8) of 1980?
– The purpose is to regulate labor relations and protect the rights of both employers and employees.

7. Are there any amendments to Federal Law No. (8) of 1980?
– Yes, there have been several amendments to the law over the years to keep it up to date with changing labor practices.

8. What are the penalties for violating Federal Law No. (8) of 1980?
– Penalties for violations of the law can include fines, imprisonment, or other sanctions.

9. How can employees seek recourse if their rights are violated under Federal Law No. (8) of 1980?
– Employees can file complaints with the Ministry of Human Resources and Emiratisation or seek legal action through the courts.

10. Is Federal Law No. (8) of 1980 in line with international labor standards?
– Yes, the law is in line with international labor standards and aims to protect the rights of workers in the UAE.

Conclusion

Federal Law No. (8) of 1980 Concerning the Regulation of Labor Relations is an important legislation that governs labor relations in the United Arab Emirates. It outlines the rights and responsibilities of both employers and employees, and provides a framework for resolving disputes. Overall, this law plays a crucial role in ensuring fair and just labor practices in the country.

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