س: لم يُبلغنا الموظف أنه سيتغيب عن العمل لأكثر من سبعة أيام حتى الآن. هل يحق لي إنهاء عقد عمله محدد المدة بموجب المادة 120 من قانون العمل الإماراتي؟ إنه لا يريد الحضور إلى العمل حتى الشهر المقبل ومن ناحية أخرى يُطالب بمستحقات نهاية الخدمة التي أصبحت لاغية وباطلة بموجب المادة 120 (البند ي). هل يمكنني إرسال خطاب إنهاء الخدمة؟

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.

س: لديّ موظف ذهب في إجازة سنوية ولم يعُد منذ أكثر من 150 يومًا حتى الآن. هل يحق لي إنهاء خدمته بالاستناد إلى القانون؟ وهل يحق له الحصول على مكافأة نهاية الخدمة؟

س: سيدي العزيز / سيدتي العزيزة، هل يمكننا إنهاء خدمة الموظف دون إشعار أو دفع مكافأة نهاية الخدمة إذا لم يحضر منذ شهر بعد الإجازة؟ هل يجب أن نسجل قضية هروب ضده أيضاً؟

Q: Hi, The company sent me a termination email for this reason: "This decision has been made following a disciplinary investigation into your unauthorized absence from work starting from June 22, 2023. As a vital member of the crucial product delivery team, your WFH request during this period was not approved. Despite offering you alternative leave dates, you declined." So now, the company is saying that they are not paying my notice period amount, and also they are asking me for visa cancellation fees. I have worked for 10 months in this company. I have a few questions now: 1. In the case of disciplinary termination, are they liable to pay the notice period amount or not? 2. Do I have to pay the visa cancellation fees?

Q: Hello, We have a staff member who was supposed to return to work on 15 September 2024 from annual leave (they went back to their home country). However, after trying to reach them, they finally told us on 12 September that they have a travel ban due to legal issues that they are being accused of. They said that they have a hearing on 13 Sep and will update us on the matter. However, we have not heard from them since then. We have tried to contact him but nothing. What are our options here? We unfortunately cannot keep waiting for them (as operationally, we needed him back), and due to this being a legal matter (we don't want him to work for us anymore, it seems serious). Would Article 44 Clause 8 apply here? We haven't heard from him in over 7 consecutive days, but it also states that it applies if they failed to give a legitimate reason (which technically they have?).

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.

مقال في صورة مقابلة يتناول موضوع إنهاء الخدمة دون سبب وجيه في دولة الإمارات العربية المتحدة. مقتبس من المدونة الصوتية القانونية للمحامية لودميلا يامالوفا، مؤسسة مشروع لوجيكال مع لايلو. تُلقي لودميلا الضوء في هذا المقال على الجوانب المصاحبة لإنهاء الخدمة؛ مثل: فترة الإخطار ومكافأة نهاية الخدمة والفصل التعسفي والرواتب غير المدفوعة، وما شابه.

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).

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.

This Decree sets the rules and conditions for the termination of fixed-term (limited) or unlimited (not term-bound) employment contract between employer and worker in the United Arab Emirates.