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.

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?

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).

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