Q: Dear Sir/Madam, I have been terminated from my company with a 30-day notice period after serving 11 months. According to my manager, my role has become redundant, and they aim to reduce expenses. However, they did not mention any reason in my termination letter. Moreover, they are requesting me to train my replacement during my notice period. I would like to understand if I can receive compensation due to unfair termination and whether I am obligated to provide training to my replacement.

س: مرحبًا، أعمل بموجب عقد عمل محدد مدته عامين في شركة ذات مسؤولية محدودة، بإمارة أبو ظبي بصفتي مدير تنفيذي لمبيعات السيارات. لقد أكملت حتى الآن تسعة عشر شهرًا في العمل لدى هذه الشركة، أرسل لي صاحب العمل خطاب تحذير بسبب الأداء في العمل. سؤالي هو: هل يحق لصاحب العمل إنهاء خدمتي قبل انتهاء مدة العقد؟ وفي حالة إنهاء خدمتي بسبب الأداء في العمل، هل سأحصل على راتب ثلاثة أشهر وهل سيتم فرض حرمان من العمل علي في هذه الحالة؟ أنا حاصل على درجة البكالوريوس.

Q: I have a couple of labour issues. I worked for a company for 7 months, and I was lied to regarding my visa status while I was working. It was said it was possessing while it was not, and I also received a false labour contract which I later found out. Once I finally received my visa, I had a death in the family so I wanted to take my emergency leave. My employer said it will be an unpaid leave, so I replied I thought I can get 30 days paid leave after my probation period, then he replied bring in your passport for termination. I just needed to leave the country for 2 weeks for the funeral even if he would have said that he could not pay for the leave it would be ok, but by terminating me instead, I thought it was a wrongful termination. When I came into the office they told me it was because of poor work performance, which was not true because I never received a prior documented notice with my signature regarding poor work performance. What legal actions can I take towards this case?

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.

Q: Hello, They hired me from London and, within a month or two, are considering firing me even though they haven’t provided the tools or training needed for the job. Do I have legal grounds to sue if I am let go?

Q: Hi, For the private sector, if an employee got terminated due to warning letters for poor performance issued to him, is he eligible for a 1-month compensation salary?

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 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.

The provisions of this Federal Decree-Law No. (9) of 2024 Amending Some Provisions of Federal Decree-Law No. (33) of 2021 On the Regulation of Labor Relations "New Amendment", replace the provisions of articles (54) and (60) of Federal Decree-Law No. (33) of 2021 On the Regulation of Labor Relations