س: تغيب موظف مفتعل للمشاكل لمدة 70 يومًا في العام الماضي. إنه متورط في بيع أغراض مثل الهواتف والساعات وغيرها مما يعد خرقًا لعقد العمل. كما أنه متورط في إقراض الأموال بينما لديه تأشيرة عمل. هناك أدلة ضد هذا الشخص وكذلك شهود. بصفتي صاحب العمل، بعد إرسال رسالتين تحذيريتين وتحذير نهائي متبوعًا بتحقيق كتابي، قمت بإنهاء خدمة الموظف بموجب المادة 120، فهل يحق له الحصول على أي مستحقات في هذه الحالة؟

Q: Does article 120 of Labor Law in case of termination by employer cover the following situation: An employee went on an emergency leave due to his Mother's hospitalization and after 45 days she passed away. When he came back to Dubai, his employer refused to pay the final settlement and forced him for cancellation.

Q: The company's accountant has not been performing his duties professionally and has received several warning letters. He was also not producing any kind of reports despite requests and warnings. His salary was cut several times due to this. Finally, upon being forced to produce at least some report we found many issues including approving expenses without Management approval, cash missing which he was responsible for, not recording transactions properly... etc. We want to dismiss him as he made serious problems for the company and we don't want to pay any benefits except for the last salary. We have filed a complaint to MOHRE based on Article 120 asking for termination and damages, but he also filed a complaint asking for full benefits. What is the safe procedure for us to close this matter?

Q: Dear Sir/Madam, Kindly advise; your response is appreciated. I'm an HR in a contracting firm with about 300 employees, including 200+ laborers under the company visa. We are in the process of policy renewal. One of our laborers suffered a heart attack and was taken to the hospital, but his insurance has expired. The bills amount to 35k, and the hospital is requesting payment. Our boss and company are not ready to pay. The laborer's minimum salary of 1700. The hospital management mentioned the possibility of legal action if payment is not made. Please advise on alternative options.

Q: Dear Sir/Madam, An employee is hospitalized and unconscious for more than a month. His basic medical insurance covers his medical expenses. Is it the employer's responsibility to pay for their repatriation expenses, or is it the responsibility of the insurance or embassy?

Q: Hello, If the laborer had just entered Dubai and his insurance was under process, and during that period, he was hospitalized for a brain hemorrhage (non-work-related), who is liable to pay the hospital bill?

عندما يذكر أحد العمال أو أصحاب العمل المسائل القانونية المتعلقة بالعمل، فإن السؤال الأول الذي ينبغي طرحه هو: هل لديك عقد عمل محدد المدة أم غير محدد المدة؟ نحاول هنا تسليط الضوء على الأحكام ذات الصلة بالعقود محددة المدة وغير محددة المدة في قانون العمل الإماراتي المتعلقة بالاستقالة، وإنهاء الخدمة، وفترة الإخطار، وحساب مستحقات نهاية الخدمة.

مقال في صورة مقابلة يغطي موضوع عقود العمل في دولة الإمارات العربية المتحدة. مقتبس من المدونة الصوتية القانونية للمحامية لودميلا يامالوفا، مؤسسة مشروع لوجيكال مع لايلو. تناقش لودميلا الجوانب المتعلقة بعقود العمل محددة المدة وعقود العمل غير محددة المدة مثل إنهاء الخدمة، وفترة الإشعار، والفصل التعسفي ... وما إلى ذلك.

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).