Q: Hello Ma'am, My name is H. S. and I am from India. I work in a hotel in Abu Dhabi and I have been to asked recently to leave the company due to the restructure in manning. They told me that I should find another job within the next 2 months and after that, I have to leave the place and my contract will end. I just want to know what are the benefits I am entitled to get before I leave.

Q: Hello. I have been working for one company a year and a half. Yesterday, I was told that due to redundancy they don't require my services. The letter they gave me is extremely controversial- stating that my contract is terminated with immediate effect, and on the other side, I am asked to serve a one-month contractual notice. So my question is, is that legal? Am I entitled for more than one salary due to redundancy? Do I have to work for the notice since its immediate termination? Thank you

Q: Dear Sir/Madam, Is it legal under the UAE labour law to dismiss someone for redundancy, in particular as this is not linked to restructuring, factory closure, business resizing...etc? Regards, EAM

Q: Kindly help me with the query. I worked for a company for 3 years 9 months. I joined the company on April 30, 2016, and my employment contract was terminated on Jan 12, 2020. I am I eligible for notice pay, gratuity, annual leave entitlement and other compensation? I was on an unlimited contract and my termination was arbitrary. Can I claim compensation for 3 months' salary if I can prove it? My notice period is 1 month as per my contract. Thanks for the help in advance.

س: إذا أنذرت الشركة الموظف بفصله خلال 3 أشهر من تاريخ الإنذار على أن يعمل لديها طوال أشهر الإنذار الثلاثة، فهل يستحق المطالبة ببدل فصل تعسفي بعد ذلك أم لا؟

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).