Q: Hello, I started working remotely and signed an offer letter in April 2023. As I was transitioning from another job, my offer letter said that I would work part-time in April, and I started working full-time on May 10, 23'. I landed in Dubai and got my employment visa and contract when I landed in July, although my offer letter was signed in April and I've been working since then. Now, I'm resigning, but my employer is calculating my annual leave and gratuity pay from July 23' (to avoid paying my gratuity pay and deduct fewer annual leave days from my notice period). Should my start date be counted from April 2023, since I started working in April, or from July? They say that my April-July remote work qualified as freelance work, but we never ever discussed or put in writing any freelance contract. Thank you, P.

Q: Dear Sir/Madam, I recently informed my employer that I would be working remotely due to personal reasons and I left the UAE after informing him that I would be leaving for a few days. I was unable to resolve my personal issues and submitted my resignation remotely while outside the UAE. I sent the resignation letter by e-mail. My Employer now claims that my resignation is invalid as it was not issued in the UAE and is claiming I have committed gross misconduct. I assume this is with a view to dismissing me before I have completed my notice period. I have continued to work while I have been outside the UAE, and my employer is aware of this. I am returning to the UAE this weekend to complete my notice period. Is it possible for my employer to dismiss me for gross misconduct in these circumstances, given that I submitted my resignation first?

س: كنت أعمل في فرنسا لصالح شركة وتم نقلي إلى الإمارات مع نفس الشركة. كجزء من عملية النقل، استقلت من منصبي الفرنسي ووقعت عقدًا محليًا جديدًا للمنصب الجديد. أصدر صاحب العمل خطابًا يذكر فيه الاستقالة ومزايا المنصب الجديد بالإضافة إلى الإشارة بوضوح إلى أن عملي في الشركة مستمر (أي أن تاريخ البدء مع الشركة لا يزال هو نفسه تاريخ البدء في فرنسا). لقد استقلت الآن من منصبي في الإمارات وأنا في منتصف فترة الإشعار. لقد ناقشت مع قسم حسابي تفاصيل مكافأة نهاية الخدمة ووجدت أنهم لا يأخذون في الاعتبار تاريخ البدء الفرنسي ولكن تاريخ بدء الإمارات العربية المتحدة في حساباتهم. ينص الخطاب بالإضافة إلى الإجراءات الداخلية المتعددة للشركة بوضوح على أنه عند حدوث نقل داخلي، يحسب تاريخ الالتحاق منذ البداية. نظرًا لأنني أُجبرت على الاستقالة من عقدي الفرنسي، لم أحصل على أي مكافأة عن سنوات العمل. يرجى تقديم النصيحة.

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.

Several modifications have been made to the UAE Labor Law 2025 to protect employee rights and guarantee compliance with modern employment practices. In general, understanding UAE labor laws fosters positive employer-employee relations, ensures legal compliance, and helps establish a balanced workplace.

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.