Q: I am an employee in a company in Dubai since the last two years, with an unlimited contract and my total salary is AED 3000 (Joining date: 01/01/2016). In the first year, I was doing an operational activity in a logistics company like documentation of all import/ export Inquiries (Designation in visa: Client Service Clerk). In addition, I was helping the accountant as an assistant because the management decided that I shall help him in accounts. I am an employee with a postgraduate degree (M.Com Degree). On the 4th January 2017, our accountant (Designation: Accounts Manager) left the company due to personal reasons. His salary was while joining AED 5000, and when he left the company after two years and a half that time was AED 6200. The management asked me to take the position of an accountant and I accepted it. I was thinking that I will get AED 5000 salary of an accountant from the next month, but till this date, after 10 months, I am getting AED 3000. I asked several times to change my designation and upgrade my salary, but they are giving the same answer that the company is at a loss.

Q: Dear Sir/ Madam, In my offer letter, the designation is Accounts Manager; however, since I have not attested degree certificates the employer promised to give me Archive Clerk Visa. They took my thumb impression and signature on blank paper and later they issued me a Messenger Profession Visa. When I inquired about the same and refused to accept the Messenger Visa, they are blaming me that I agreed to this Messenger Visa and asked me to pay the visa costs and leave. I sent the resignation and agreed to pay the visa cost, but the visa cost is double what they have quoted. Note: the visa is not stamped on my passport. Will I get any ban from MOL, if the visa is cancelled? Kindly advise... Thanks in advance

Q: Hi. I have been promoted from Coordinator role to Manager role in February 2017. In these months I have never received any complaint from my manager regarding my performance, no any written notice or warning. A month ago, my manager said that she thinks I have some communication problem, and I cannot work under stress. For that reason, my manager wants to demote me and cut my salary. It has been said in the email without any clarification. Next day, she called me for a meeting to offer me Support position and said that my salary will be decreased by 35%. I agreed verbally, as I have been scared to lose the job if I do not take this offer. There hasn't been any notification in writing provided to me. Now, I have to renew my visa as my company will cancel my old visa to apply for a new one, and I will be requested to sign the letter with the demotion. I don't want to do this, as I think it is illegal. May you please advise what will happen if I refuse to sign that paper and if they will terminate me because of it. Thanks. Tatiana.

Q: My employer hires new staff with a higher salary than the old staff who have the same work. I just want to ask if that is fair for the old staff?

س: إذا تلقينا خطاب عرض العمل  براتب إجمالي 6000 والراتب الأساسي هو 2000 على سبيل المثال، فهل لنا الحق في أن نطلب من صاحب العمل زيادة الراتب الأساسي؟ ماذا لو رفض طلبنا؟

س: أنا خريج جديد متدرب بدوام كامل لدى شركة تعمل في مجال النقل لأكثر من عام بينما كنت استكمل دراستي. ولقد تخرجت في شهر مايو. في شهر مارس من هذا العام، عرضت عليّ الشركة عقد عمل بدوام كامل حيث أنني الآن على وشك الانتهاء من دراستي. واستمروا في إعطائي بدل التدريب (1000 درهم إماراتي) حتى تقديم كافة المستندات لمعالجة التأشيرة. لقد قدمت كافة المستندات الخاصة بي لمعالجة التأشيرة في نهاية شهر مايو. كما انتهت فترة السماح الممنوحة لي بعد الإلغاء في 25 يونيو. ولكنهم ما زالوا يدفعون لي بدل التدريب. الآن بعد أن أصبحت التأشيرة معلقة من جانبهم، ألا يجب عليهم أن يدفعوا لي الراتب بالكامل؟  أعتقد أيضًا أنه كان ينبغي عليهم دفع الراتب بالكامل بمجرد توقيع العقد بغض النظر عن حالة التأشيرة لأنني كنت أعمل لديهم بالفعل. يرجى إخباري بشأن ما إذا كان يجب عليّ مطالبة الشركة بدفع الراتب بالكامل منذ وقت توقيع العقد (شهر مارس) أم بدايةً من هذا الشهر فحسب (التأشيرة معلقة من جانبهم)؟

أقرت دولة الإمارات إصلاحات تشريعية كبيرة أسفرت عن إدخال 40 قانونًا وتعديلًا جديدًا على قانون الشركات والقانون الجنائي وقانون الأحوال الشخصية وغيرها. تهدف هذه التعديلات إلى تطوير الهيكل التشريعي في مختلف القطاعات، وكان أحدثها قانون العمل. نحاول في هذا المقال إلقاء الضوء على التعديلات التي أُدخلت على قانون العمل الجديد وتأثيرها على كلٍ من صاحب العمل والعامل.

The provisions of this Law, known as "UAE Labour Law", govern the relationship between employers and employees and other labour matters in the United Arab Emirates. There are special labour related regulations applicable in some of the free zones in the UAE.

The provisions of this Decree-Law, known as "New UAE Labor Law", govern labour relations in the private sector of the United Arab Emirates. The New Labor Law repeals the previous UAE Labor Law (Federal Law No. (8) of 1980).