In response to an inquiry about the possibility of refusing a transfer between emirates due to the lack of coverage for transportation expenses, the provisions of UAE labor law and relevant regulations apply.
The employment contract must clearly state the key terms of employment, including information about the employer and employee, position and qualifications, start date, place of work, working hours, salary and benefits, vacation, probationary period, contract duration, notice period, and termination conditions.
This requirement aligns with Article 10 (1) of Cabinet Resolution No. (1) of 2022 on the implementation of Federal Decree-Law No. (33) of 2021 regulating labor relations. This article stipulates that the contract must include the name and address of the employer, the name, nationality, and date of birth of the employee, proof of their identity, qualifications, position or profession, start date, place of work, working hours, days off, probationary period, if any, contract validity period, agreed salary including benefits and allowances, rights to annual leave, notice period, procedures for terminating the employment contract, and any other data established by the Ministry to regulate the relationship between the parties.
Furthermore, Article 12 (3) of Federal Decree-Law No. (33) of 2021 regulating labor relations establishes that if the employee needs to change residence to perform different work, the employer is obliged to cover the associated financial costs, including relocation and living expenses.
It is also stated that if performing work not stipulated in the employment contract requires the employee to change residence, the employer must cover all related financial costs, including the employee's travel and living expenses.
According to the aforementioned legal provisions, if the employment contract explicitly grants the employer the right to assign the employee to another workplace or another emirate, such as Dubai, and the employee has agreed to this condition, they may have no grounds to contest the transfer solely based on increased travel or transportation costs. Nevertheless, the employee has the right to discuss the increase in transportation costs and strive for an amicable resolution of this issue with the employer.
In case of a dispute regarding the employee's contractual rights, they can file a complaint with the Ministry of Human Resources and Emiratisation. This ministry may attempt to settle the dispute amicably, and if an agreement cannot be reached, refer the case to the competent court in accordance with current procedures.