Islamic Law

The legal system known as Islamic law, or Shariah law, is based on the religious principles of Islam. It encompasses all facets of life, including employment and business. In the UAE, the general set of laws is a blend of common regulation and Shariah regulation, and a few HR strategies and practices might be impacted by Islamic regulation.

Regarding religious observances, Islamic law may have an impact on HR policies. Muslims are required by Islam to pray five times per day, and employers are required to give Muslim employees time off to pray. Moreover, during the blessed month of Ramadan, Muslims are expected to fast during the day, and businesses might have to make facilities for employees who are fasting.

Employment contracts are yet another area where Islamic law may come into play. Islamic regulation precludes usury, which is the act of charging interest on credits. As a result, employers in the United Arab Emirates and other Islamic nations may be required to structure compensation packages to exclude interest-based loans and other financial instruments.

It is significant for HR experts working in Islamic nations to have a fundamental comprehension of Islamic regulation and what it might mean for HR strategies and practices. Employers may be required to comply with Islamic law by structuring employment contracts and compensation packages and making accommodations for religious observances.

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