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German Legal Expertise in the Middle East since 1981

Vol. XXI – Issue 2, Apr. 2017-Articles

Review of
Legal News of the Middle East
PDF Version


M&P Announces the Launch of the New Website
We are pleased to announce the launch of our new website highlighting our expertise and variety of legal services offered since 1981

Practical Aspects of the New Bankruptcy Law
On 29 December, 2016, Federal Decree Law No. 9 of 2016 (“New Bankruptcy Law”) has come into force. This article will provide you with an overview.

11th Edition of Nice Classification for Trademark Registration
The latest edition of the International Classification of Goods and Services for the Purposes of the Registration of Marks (Nice Classification) entered into force on January 1, 2017, brings with it a number of significant additions and amendments.

Sukuk Markets, Challenges & Opportunities
An account of the world bank and Saudi-CMA organized conference on Islamic Securities (Sukuk). On December 6, 2016 the World Bank and the Saudi Capital Market Authority (CMA) organized a conference on Sukuk Markets in Riyadh, Saudi Arabia. Attended by ministers, bankers, prominent scholars and members of concerned international organizations, latest developments and future perspectives with regard to Islamic Securities (sukuk) were discussed. M&P had the privilege to be present at this event and would like to give some first-hand information about backgrounds, dynamics and trends in this area of Islamic banking and finance.

Basic Statutory Conditions of Labour Relations in Saudi Arabia
It is a common practice of non-Saudi and joint venture entities formed in Saudi Arabia not to observe strictly the local statutory conditions of labour relations. This happens as these entities either assume that the requirements are the same as in their home countries, or they act based on their experience from other Gulf country expecting it would be similar to the status in Saudi Arabia, or they merely do not bother to follow the developments of legislations in the Kingdom. In most cases, such practice indeed does not cause damage, as long as the labour relations are ongoing with no disagreements between its parties (the employer and the employee). However, serious consequences might occur in such case – for either party – if a dispute arises later. It is strongly advised to continuously keep an eye on the concerned regulations as amended and abide by its requirements. In this article, the basic statutory requirements are clarified concisely.

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