Sheikh Mohamed bin Zayed, Crown Prince of Abu Dhabi and Deputy Supreme Commander of the UAE Armed Forces, on Monday spoke with Pakistani Prime Minister Imran Khan to discuss further strengthening relations between the two countries.
They addressed issues of interest, including strengthening joint action and solidifying regional and global peace and stability.
They also spoke of continuing efforts by the two nations in the battle against coronavirus.
Both agreed on the importance of a united global response to lessen the economic, social and humanitarian fallout from the pandemic.
Pakistan has been badly affected by coronavirus with the latest Our World in Data figures showing 20,779 people have died.
Its economy has also suffered, although after a contraction in the previous period, it is forecast to expand 3.9 per cent in the year ending June.
Mr Khan's government said in April that it was looking to renegotiate some terms of a bailout package with the International Monetary Fund, including raising power tariffs and some taxes.
This would provide fiscal space for a government wary of more Covid-related disruption.
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.
The Book of Collateral Damage
Sinan Antoon
(Yale University Press)
