Watch a conversation from Davos on advancing women's political representation, part of the forum's Global Gender Parity Sprint, developed in collaboration with The National.
Women make up 35.5 per cent of local government officials, 33 per cent of parliamentarians, 24.4 per cent of ministers and 15. 5 per cent of heads of state around the world, according to the World Economic Forum’s website.
In a session moderated by Mina Al-Oraibi, The National’s editor-in-chief, the conversation focused on how political power remains out of reach for a number of women and how this gender gap can be tackled most effectively.
According to the global gender gap report 2024, at the current rate of progress, it will take 134 years to close the global gender gap.
The session, part of the forum’s global gender parity sprint, featured panellists Catherine De Bolle, executive director of Europol, Alicia Barcena Ibarra, Mexico’s secretary of environment and natural resources, Francois Valerian, chair of Transparency International, Therese Kayikwamba Wagner, foreign minister for the Democratic Republic of the Congo.
What the law says
Micro-retirement is not a recognised concept or employment status under Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations (as amended) (UAE Labour Law). As such, it reflects a voluntary work-life balance practice, rather than a recognised legal employment category, according to Dilini Loku, senior associate for law firm Gateley Middle East.
“Some companies may offer formal sabbatical policies or career break programmes; however, beyond such arrangements, there is no automatic right or statutory entitlement to extended breaks,” she explains.
“Any leave taken beyond statutory entitlements, such as annual leave, is typically regarded as unpaid leave in accordance with Article 33 of the UAE Labour Law. While employees may legally take unpaid leave, such requests are subject to the employer’s discretion and require approval.”
If an employee resigns to pursue micro-retirement, the employment contract is terminated, and the employer is under no legal obligation to rehire the employee in the future unless specific contractual agreements are in place (such as return-to-work arrangements), which are generally uncommon, Ms Loku adds.
