س:  اسمي س. لقد انضممت للعمل لدى شركة في جبل علي في 28/06/2020. لقد أكملت حوالي ستة أشهر من العمل هناك واستقلت في 20/12/2020 بسبب التأخير في دفع الراتب كل شهر.  الآن، يقول صاحب العمل أنه سيخصم تكاليف استخراج التأشيرة بالكامل من راتبي. هل يمكنه ذلك وفقًا لقانون العمل؟

س: مرحبًا، لقد كنت أعمل في إمارة دبي لدى شركة ذات مسؤولية محدودة لأكثر من خمس سنوات واستقلت مؤخرًا. عندما حصلت على الشيك الخاص بمستحقاتي، لاحظت أنهم قاموا بخصم نفقات التأشيرة من حسابي. هل يُعد هذا إجراءً صحيحًا؟

Q: I joined a Dubai based company as GM in May 2016 and resigned with a one-month notice from 1-05-17 to 31-05-17. My boss told me to prepare accounts and clear issues ‘AFTER MY RESIGNATION’ (Used these words specifically in a letter) and took a security cheque (Blank dated) with a letter signed to this effect. Within 37 days I compiled that data with satisfaction on 7-06-2017, and in the presence of auditors, my boss processed my visa cancellation. My boss advised verbally to collect my gratuity and security cheque later on. After one month of cancellation, my boss filed a complaint in the Labour Department that I joined his competitors whom I started working with them. Four months after cancellation, he deposited my security cheque in the bank without my knowledge and it was dishonoured. I filed a complaint in Labour, but the matter was referred to the court. My boss did not recruit a new GM for the last five months, and things got messed up. Now, he is putting all the blame on me for his mismanagement and I am working in a new company now. I want my security cheque back with my Gratuity. Please advise.

Q: How can I get my passport from the company I work for? They do not register me with the ministry of labor and I also cannot appeal a case against them because I am not registered with their company. What do I need to do? Please advise me. Thank you

Q: Is it permissible for employees to sign a bond in order for them to fulfill their minimal obligation to the organization in the UAE? Please advise.

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 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.