Saudi Arabia said any nuclear deal with Iran had to preserve non-proliferation and continue efforts aimed at ensuring the Middle East was free of weapons of mass destruction, state news agency SPA reported on Tuesday.
The agreement "has to address Iran's destabilising behaviours and its sponsorship of terrorism in the region to prevent it from any provocative actions in the future", the kingdom said in a statement issued after a Cabinet meeting.
In 2015, Iran signed a nuclear deal with world powers but the fate of the pact has been in doubt since US President Donald Trump pulled Washington out and reimposed sanctions on Tehran.
The US wants to use a provision in the agreement to trigger a return of all UN sanctions on Tehran if the Security Council does not extend an arms embargo on Iran indefinitely.
Biography
Favourite book: Zen and the Art of Motorcycle Maintenance
Holiday choice: Anything Disney-related
Proudest achievement: Receiving a presidential award for foreign services.
Family: Wife and three children.
Like motto: You always get what you ask for, the universe listens.
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.
