Ascot Racecourse has today announced a landmark partnership with BEYOND Developments, a pioneering real estate brand born in Dubai. The collaboration sees BEYOND become the Official Real Estate Partner of Ascot and Royal Ascot across all 26 race days, including the globally renowned Royal Ascot in June. This partnership represents a convergence of legacies – on one side, the enduring heritage of Ascot, a symbol of British tradition; on the other, BEYOND, established in Dubai, a city where the love for horses runs deep and equestrianism is an integral part of its cultural fabric.

“We are thrilled to welcome BEYOND as an Official Partner. It’s very much a natural fit for both brands, with our focus on quality and luxury. We’re excited to work with BEYOND across our global network and on our race days throughout the year, and I’m sure that racegoers will be impressed by their activation at Royal Ascot,” Felicity Barnard, CEO, Ascot Racecourse, said.

“It is an honour to join the Ascot family as an Official Partner. This collaboration represents our commitment to connecting cultures through vision, heritage, and thoughtfulness. Horses have long symbolised grace, strength, and forward motion, values deeply embedded in the culture of the UAE, and echoed in how we approach progress and bold expression. In many ways, this partnership is a reflection of shared ideals shaped by legacy and driven by purpose,” Adil Taqi, Chief Executive Officer of BEYOND Developments, added.

Guided by Dubai’s bold vision and shaped by commitment to exceptional waterfront living, BEYOND, brings a fresh perspective to Ascot, one that blends refined design with a lifestyle shaped by clarity, creativity, and connection to place. At Royal Ascot 2025, BEYOND will offer racegoers a glimpse into the evolving landscape of modern living in the UAE, where coastline, lifestyle experiences, human connections, innovation, modern architecture, nature and community come together in harmony.

BEYOND, a new venture under the OMNIYAT Group, represents the next evolution in Dubai’s real estate landscape, committed to creating spaces that go beyond living, offering experiences that inspire, connect, and elevate the everyday.

Royal Ascot 2025, taking place from Tuesday, June 17 to Saturday June 21, remains one of the most anticipated events on the international racing and social calendar, welcoming over 300,000 racegoers and reaching a global audience of more than 650 million households. A true celebration of heritage, ceremony, and tradition on a world stage.

Saudi Arabia’s Minister of Health, Fahad Al-Jalajel, announced on Monday that no epidemic cases have been detected among pilgrims during the ongoing Hajj season, affirming that there is no risk of disease outbreaks.

“We are pleased to announce that no epidemic cases have been detected so far and there is no risk for outbreak of diseases. The health and safety of pilgrims remain our highest priority,” Al-Jalajel stated during a press conference in Riyadh.

The kingdom’s extensive preparedness for Hajj 2025 has been guided by the directives of King Salman bin Abdulaziz Al Saud and Crown Prince Mohammed bin Salman, involving close cooperation across public, private, and non-governmental sectors.

Health authorities began Hajj readiness months in advance, conducting global health risk assessments for diseases such as yellow fever, polio, and meningitis.

These efforts led to the implementation of strict health entry requirements and the introduction of new “health capability” criteria to ensure pilgrims are medically fit to perform the rituals safely.

Medical services already in place to support Hajj pilgrims

Since the arrival of the first flight under the Makkah Route Initiative, health teams have been stationed at 14 entry points across land, air, and sea to provide immediate medical services.

To date, over 50,000 healthcare services have been delivered, including 140 surgeries, 65 cardiac catheterisations, and six open-heart procedures.

To bolster emergency response capabilities, the Ministry of Health has activated 11 medical evacuation aircraft, 900 ambulances, and 71 new emergency points, with more than 7,500 paramedics deployed on the ground.

In anticipation of extreme heat conditions, the Royal Commission for Makkah City and Holy Sites has planted over 10,000 trees, expanded shaded walkways, and installed 400 water stations and mist fans.

The ministry has also significantly enhanced health infrastructure at the holy sites. Bed capacity has increased by 60 per cent compared to last year, with a new emergency hospital featuring 200 beds inaugurated in Mina. Additionally, three field hospitals totalling more than 1,200 beds have been deployed in collaboration with the Ministries of Defense, Interior, and National Guard.

This year marks the highest-ever private sector involvement in Hajj healthcare, with three major private hospitals operating in the holy sites.

Advanced digital solutions are being utilised, including smart monitoring devices for high-risk pilgrims connected to Seha Virtual Hospital — recognised as the world’s largest virtual hospital — and telemedicine services for remote consultations.

Over 50,000 healthcare and technical professionals are working with full readiness to ensure the health and safety of pilgrims.

Al-Jalajel urged pilgrims to remain vigilant: “You are the most important part of Hajj. Your awareness, prevention, and responsibility matter. Stay hydrated, avoid prolonged walking and overcrowded areas, wear your mask, use an umbrella, and follow movement instructions. If you feel unwell, seek help immediately. We are always by your side.”

He emphasised that “awareness, prevention, and responsibility are not only personal choices — but religious and humanitarian obligations to protect the health and safety of all pilgrims.”

The Ministry of Human Resources and Social Development in Saudi Arabia has launched a new “CV Upload” service for domestic workers through the Musaned platform.

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According to a Saudi Gazette report, this service allows employers to utilize the platform when transferring a worker’s services to a new employer.

Advantages of the service

The ministry explained that the service is an innovative model aimed at facilitating the selection of domestic workers based on their résumés and enabling a smoother, more efficient transfer of services. The process is fully automated, improving employers’ access to workers already residing in the country.

Through Musaned, domestic workers can upload their CVs once their contracts with their current employers end. These CVs include information such as job titles and prior experience, allowing prospective employers to search for and select candidates based on relevant skills and job requirements. This initiative also aims to protect the rights of both workers and employers.

The service is part of the ministry’s broader effort to develop the recruitment sector in Saudi Arabia. It follows a series of initiatives designed to safeguard the rights of all parties in the contractual relationship, including the Wages Protection Program for domestic workers, mandatory insurance, and the Unified Contract Program, which clearly defines the rights and obligations of both parties.

Rights and protections for domestic workers

Under Saudi law, the following practices are strictly prohibited:

• Employing a domestic worker under the age of 21.

• Assigning a worker to tasks not specified in their contract or making them work for another employer.

• Discriminating against workers based on race, color, sex, religion, nationality, social or national origin, or disability.

• Engaging in any form of sexual harassment, verbal or physical.

• Subjecting workers to forced labor or any form of human trafficking.

• Causing physical harm to the worker.

• Violating the dignity of migrant workers.

Obligations of Recruitment Offices in Saudi Arabia

Recruitment companies and domestic worker recruitment offices must adhere to the following responsibilities, as outlined by the Ministry of Human Resources and Social Development:

• Inform workers of the nature of the job and their expected pay.

• Provide proof of the worker’s health, psychological, and professional fitness.

• Conduct medical examinations within 30 days prior to the worker’s entry into Saudi Arabia.

• Educate workers on Saudi customs, traditions, and public morals.

• Provide temporary housing and basic sustenance upon arrival until workers are handed over to employers.

• Offer proper housing and support in cases where workers refuse or are unable to work.

• Treat workers with dignity and avoid any form of violence.

• Inform workers about the appropriate authorities to contact in case of rights violations.

• Neither the office nor any third party may solicit or accept commissions or fees from domestic workers in exchange for securing employment.

• Conclude contracts with employers through mechanisms approved by the ministry. Contracts must include the employer’s specifications and conditions for the recruited worker.

Global digital transformation company, Globant inaugurated its Middle East regional headquarters in Riyadh, marking a key step in its expansion strategy and commitment to the region’s growing technology sector.

Less than three years after entering the Middle East, Globant is cementing its presence with a regional HQ that will serve as a Center of Excellence for artificial intelligence, creativity, and digital solutions.

The company said the Riyadh hub will act as a launchpad for exporting talent and digital best practices to its global operations.

“Reinvention is Globant’s core identity. Through the opening of our new Middle East headquarters in Riyadh, we have the honour of applying our talent to be a part of Saudi Arabia’s reinvention story as well,” said Martín Migoya, co-founder and CEO of Globant. “Since our first executive visit less than three years ago, we’ve seen first-hand the promise of the kingdom’s vibrant and young talent and how it can be the engine for growth in its new and innovative economy.”

Middle East and Asia Pacific key areas for Globant

Globant‘s revenue in the Middle East and Asia-Pacific region rose 84.4 per cent year-on-year in the first quarter of 2025.

According to Gartner, IT spending in MENA is projected to grow 7.4 per cent to $230.7bn in 2025, while IDC forecasts that Saudi Arabia’s IT services market will grow at a compound annual rate of 9 per cent from 2022 to 2027, reaching $6.4bn.

The company, which partners with several of the region’s giga-projects, plans to accelerate AI-driven solutions across industries such as media and entertainment, travel, financial services, and gaming.

As part of its talent development strategy, Globant will train local IT professionals in AI to develop expertise in orchestrating agentic workflows, aiming to build a new generation of AI architects and engineers.

“This new hub will allow us to better serve leading organisations in the region, leveraging our expertise in AI, data, and cloud technologies,” said Federico Pienovi, CEO and CBO of New Markets at Globant. “As our Centre of Excellence evolves, we will be able to export best practices and even talent globally, invigorating Saudi Arabia as a global technology hub.”

“Riyadh’s vibrant tech ecosystem presents an unparalleled opportunity for us to showcase our leadership in digital transformation and contribute to the kingdom’s Vision 2030,” said Mamdouh Aldoubayan, MD for MENA at Globant.

Located in Building 1.15 of the King Abdullah Financial District, the headquarters also houses Globant’s third global “Playground” — an immersive experience centre featuring interactive AI- and sports-themed installations designed to foster innovation and engagement.

Sobha Realty, a leading luxury global real estate developer, has announced a significant enhancement to its maternity leave policy, reinforcing its commitment to employee well-being and workplace excellence. In a bold, people-first move, the company now offers 120 days of maternity leave to its female employees. Throughout this period, all other employment benefits will be fully retained.

This progressive policy far exceeds the UAE Labour Law requirement of 60 days and sets a new benchmark in the private real estate sector.

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Sobha Realty now stands out as the first developer in the UAE to offer such a comprehensive and inclusive maternity leave framework—one that supports working mothers while promoting a more equitable and compassionate workplace.

The announcement follows Sobha Realty receiving the prestigious Great Place to Work® certification for the second consecutive year, a recognition that highlights its dedication to cultivating a people-centric culture built on trust, care, and empowerment. The enhanced maternity leave reflects the company’s ongoing efforts not just to meet expectations but to exceed them in ways that matter to its employees.

“At Sobha Realty, we have always believed that true excellence begins with our people,” said Ravi Menon, Chairman, Sobha Group. “This new maternity policy is a statement of our values. It reflects our ongoing commitment to our employees and our desire to stand beside them during life’s most important moments. This is yet another initiative that embodies the core of who we are—driven by compassion, grounded in commitment, and focused on continuous improvement,” added Mr. Menon.

With this announcement, Sobha Realty continues to lead by example in shaping a workplace culture that values human connection and holistic well-being. In an era where talent retention and employee satisfaction are more critical than ever, Sobha’s bold step sets a new gold standard for employer responsibility and progressive leadership in the region.

Dubai-based Alpha Nero announces 70-Day paid maternity leave policy

On February 27, 2024, Dubai-based retail design and production company Alpha Nero announced a new 70-day paid maternity leave policy, effective immediately.

Alpha Nero is the first SME in the region’s manufacturing industry to extend statutory maternity leave, championing improved work environments for women.

Women reportedly hold managerial roles—including CFO and COO positions—at the company. Alpha Nero also boasts an all-female accounts department and a female head of logistics, a department traditionally male-dominated in the Middle East.

The company states that it has witnessed first-hand the impact women make in business and recognizes that being an effective, multi-tasking leader, employee, and decision-maker is not mutually exclusive with being a homemaker, carer, mother, wife, or daughter.

Nestlé Dubai’s maternity leave policy

Nestlé in Dubai and the Middle East offers a comprehensive maternity leave policy, providing a minimum of 14 weeks (98 days) of paid leave for primary caregivers, including fathers and adoptive parents. This can be extended up to six months, with additional support for breastfeeding mothers. These provisions apply to all employees who are the primary caregivers of their newborns.

This policy offers 38 days more than the UAE’s standard private-sector maternity leave.

Maternity leave provisions in the UAE private sector

Under UAE Labour Law, a female worker is entitled to 60 days of maternity leave:

• 45 days of fully paid leave
• 15 days of half-paid leave

She may apply for maternity leave up to 30 days before the expected delivery date.

Additionally:

• She may take up to 45 extra days without pay if illness due to pregnancy or childbirth is certified by a medical authority.
• If the baby is sick or has a disability, she may take an additional 30 days of fully paid leave, extendable by another 30 days without pay (with medical certification).
• Upon returning to work, she is entitled to one or two daily nursing breaks (not exceeding one hour total) for six months post-delivery. These breaks are fully paid.