س: لقد تم إنهاء خدمتي بسبب "الزيادة عن حاجة العمل". أعمل في الشركة منذ عامين وثلاثة أشهر بموجب عقد عمل غير محدد المدة. ما هي المستحقات التي يمكنني المطالبة بها؟

س: مرحبًا، إذا أنهت الشركة عمل موظف ذو خبرة بسبب العمالة الزائدة وقامت بتعيين شخص أخر مقابل راتب أقل في نفس الوظيفة، هل يعتبر ذلك مقبولاً وفقًا لقوانين العمل الإماراتية؟ من هذا المنطلق، هل يحق للشركات إنهاء عمل الموظفين بأعداد كبيرة واستبدالهم بموظفين آخرين مقابل مرتبات أقل لأغراض توفير التكاليف. يرجى تقديم المشورة.

س: أنا أعيش في دولة أستراليا وقد عملت مؤخرًا لدى شركة في إمارة دبي. لقد أصبحت زائدًا عن حاجة العمل ولم يتم دفع جميع مستحقاتي المتعاقد عليها حيث أخبروني أن الشركة قد وضعت تحت الوصاية الإدارية. لا أعتقد أن الشركة قد وضعت تحت الوصاية الإدارية وأعتقد أنهم لا يريدون سوى عدم دفع الأموال المستحقة. ماذا يمكنني أن أفعل؟ شكرًا لك.

Q: Dear Sir/Madam, I have been terminated from my company with a 30-day notice period after serving 7 years and 10 months. According to my company, my role has become redundant, and they aim to reduce expenses. However, they did not mention any reason for my termination. Am I eligible to claim a three months' salary as compensation? Please advise. Thanks.

Q: Can an employee file for a redundant leave if the position they hold in the company is being terminated because the company is restructuring? And for how long can one apply for the leave?

Q: Hello, I recently got fired for "poor performance" 3 days after one of my co-workers resigned. I work in a small company that is comprised of 8 employees, the co-worker who resigned makes up for almost all the profit in the company, and also a month before that, we moved to a way cheaper business tower. 2 weeks before I got fired, I received a nice compliment from my boss so I didn't see a reason for that. I also have statistics that show I boosted the company's performance and received a lot of praise from different company branches. After I received my termination email, a week later my boss still gave me a project to work on. Also multiple times I get texted after working hours. I also once was going on a vacation and when I went there, I received information that my vacation would be unpaid. Even then I was still receiving text messages from my boss regarding work. There are a lot of things that happened that I will need to discuss, I could really use some advice.

Q: Dear Sir/Madam, I joined a well-known and reputable company in June as an e-commerce sales executive. After three months, they fired me, citing the reason in my termination letter that they are closing their online platform. This claim is absolutely false, as the platform is still operational in the UAE. It feels completely unjust despite my hard work and proven sales record, once their platform was established, they simply terminated me. After my termination, they gave me an additional 30 days to find another job, stating they would not cancel my visa during this time, apart from the standard 14-day notice period. I recently spoke to a friend who was also terminated under similar circumstances. The company refused to pay him for no valid reason and deducted money from his dues as fines or penalties.

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.

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.

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.

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).