Q: I joined the company in April 2000 and now I am leaving the company. Just to let you know that in 2009 the company had given every employee their end of service benefits and made everyone sign one paper. My question is that during that time my basic salary was less but now it has increased. As per now, it looks like the company will only pay the end of service benefits from 2009 till date. I want to know if I am eligible to get the increased differences of my basic salary from 2000 to 2009 additionally. Thank you

Q: Dear Sir, I want to ask a question. I am currently working in a small workshop that includes 10 workers. My employer made my salary in the labour contract AED 700 per month, but after one year I got a driving license and he increased my salary to AED 2000. Now I have no proof that he increased my salary, but I have salary card that mentions AED 2000. If I file a case in the labour court that he did not give me my salary for the last 4 months, then which salary does the court count, 700 or 2000?

Q: I have been working with a private company for 2 years and 10 months on an unlimited contract. Three months ago my employer cut Dh 3000 from our salaries and later asked us to sign a letter saying that we accept a deduction until the company's financial condition improves. There has been no change in the contract though. My employer also increased our working hour by 30 minutes every day, for which we were sent an email. My questions are: 1. If I leave the company, can I claim the salary which has been deducted back? 2. Will my final dues be calculated based on the salary mentioned in my contract or the reduced salary? 3. Can I ask for overtime for the increased hours? It is mentioned in my contract that overtime will not be paid. ***

Q: Hi Sir, I have a quick question for you. I established a business registered in DMCC 10 years ago that I sold at the end of 2016. I had an agreement to remain in the business until the end of 2017. I am currently exiting the business. My question is, am I entitled to the end of service benefits being currently employed by the new owner? If yes, is the calculation from the beginning of my employment or at the date I sold this business? Many thanks, Best regards, Nicolas

Q: I work for the Ministry of Education and my wife works for Etihad Airways. I get a housing and my wife received a housing allowance from her company. We recently applied for a bigger apartment at my company. I received an email yesterday saying that we have to evacuate our apartment because I am not eligible for the housing anymore as she receives an allowance from Etihad. Etihad Airways HR told us that this only applies if I work for Etihad as well. My company says they are government and therefore I am not allowed to get an allowance. I researched and found out that Etihad is government owned but not funded or operated. How should I approach this and can they just kick me out on the street with a pregnant wife and an 18-month-old baby? I felt that the email was sent in a threatening way.

Q: I am looking for advice on how to best proceed with receiving the amount of gratuity promised in my contract. I have worked for my employer for 4 years on an unlimited contract. One month before my visa renewal, the employer informed me that they will not renew my visa and will end the working relationship. My contract states that my basic salary is AED 13,000, with no subdivisions. Now, the employer claims that this was a mistake and they meant to write AED 6,000 as basic salary and allocate the rest for travel, living etc. They are only willing to pay the gratuity based on this amount. Please advise, what is the amount the employer owes me as gratuity and how to proceed?

Q: Hi, I joined the company on June 26, 2021. The general manager approved my salary increase on June 28, 2023. My labor contract ends on July 12, 2023. The HR manager applied my salary increase starting in August 2023. Is this allowed? Or should it be applicable in July 2023? Does the labor contract affect the date of the increment?

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

سوف نستهدف هنا الوصول إلى كيفية احتساب مكافأة نهاية الخدمة بما يتماشى مع ما نص عليه قانون العمل في دولة الإمارات العربية المتحدة وما دأب عليه القضاء فيها، إضافة إلى طرح تعاريف الألفاظ التي أوردها القانون، للوصول إلى نتيجتين: الأولى؛ ما هو الأساس الذي تحتسب عليه مكافأة نهاية الخدمة، والثانية؛ كيفية احتساب حدها الأقصى.

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).