Q: I am working in DMCC. My company is not paying my correct end of service nor unclaimed leave salary nor notice period. Also, they deducted 2000 per month for 7 months saying it's cost-cutting which I never accepted, and they said they will compensate later. Which court do I need to approach if mediation there fails and what are my rights? Is the mediation not able to tell that too there?

Q: Dear Ahmed, My sister is working for a catering company based in a school and she didn't get her salary since May. She doesn't wish to continue with this company. Her contract is limited and joined in September 2017, but the contract is dated 04/12/2017. As per article 121, she has the right to resign without notice, however, another article says that she needs to pay the employer “early termination compensation”. How can we proceed without losing the money? Thank you. Maya 0503183185

Q: Hi Sir, I have not been paid my salary for 2 years, only accommodation and food. My employer said that the company is waiting for a pending amount of the project, then he will give me the amount one time. Now, my is expired a day ago. What should I do?

Q: Hi, I am Z. A. My employer is not paying my salary for 3 months now plus another pending amount, and my contract is expiring on 8th May 2019. I got an offer letter from another company and I resigned from my job. My query is if my employer does not cancel me after one month or if he does not pay all my dues, what should I do to get cancelled and get my dues paid without losing the new job offer? Please help me out. Best Regards, Z. A.

Q: Dear Sir, I have a query relating to the cancellation of labour ban on grounds that the company is delaying the salary almost 59 days (1-day short) two months. It has become a habit of the company to delay the salary every month. I would seek the following information: - What are the criteria for breaking the contract on grounds of delay in salary in case I apply for cancellation on the basis of delay in salary? - Shall I have to pay 45 days salary or no?

س: ما الإجراء القانوني مع موظف تقدَّم باستقالته عن طريق البريد الإلكتروني ووضع جميع الموظفين وأصحاب العمل بالبريد الإلكتروني، وبعد يومين، تقدم بشكوى عمالية ضد المنشأة يطالب براتب شهر عن عمله من المنزل أثناء إجازته السنوية المدفوعة بالكامل بالفعل؟ لم يطلب منه مديره المباشر أو أصحاب العمل أن يعمل أثناء إجازته لا شفهيًا ولا كتابيًا مع العلم أن عقده غير مُحدد المدة ويعمل منذ ٣ سنوات ونصف. هل يجوز أن يُكمل شهر الإنذار بعد تقدمه بشكوى عمالية؟

س: ما الحل الأمثل بالنسبة للدعاوى التي تكون قيمة المطالبة فيها صغيرة نسبةً لأتعاب المحاماة ورسوم الدعوى ولا بد من المطالبة بها؟ على سبيل المثال، إذا كان شخص يعمل بشكل حر مصمم غرافيك وتم التعاقد معه على تصميم بوستر مقابل 500 درهم (مبلغ ليس قليلاً بالنسبة لطبيعة عمله هذه) وامتنع الطرف الآخر عن الدفع بكافة السبل. هل يُعقَل أن يدفع حوالي 6000 درهم كحد أدنى لأتعاب مكتب المحاماة ورسوم الدعوى في المحكمة ليطالب بمبلغ 500 درهم؟ وحتى لو فعلاً كان قادرًا على دفع هذه المبالغ، فما الضمان فيما لو ربح الدعوى أن تُلزِم المحكمة الخصم بدفع أتعاب المحاماة ورسوم الدعوى نفسها وليس أقل منها؟ فلو حكمت المحكمة على الخصم بمبلغ أقل سيكون المصمم في هذه الحالة قد ربح الدعوى لكنه فعليًا خسر ماديًا ولم يستفد شيئًا. ما الحل الأمثل في مثل هذه الحالات لحفظ الحقوق المادية للمصمم؟

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

The UAE has adopted a major reform in its legislative system that brought about 40 new laws and amendments to the company law, criminal law, personal status, among others. The amendments aim to develop the legislative structure in various sectors, the labor law being one of these, was the most recent. We try in this article to shed light on the changes introduced with the new labor law and their significance on both, the employer and employee.

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).