Q: Hello there, I have been informed by my employer for 34 months, that my position is no longer required in our Dubai free zone office. I was employed in 2014 to take up a Dubai-based position and I was informed that I would be taking over a Middle East Director in two years. They have asked that I relocate to the UK in 3 months to take up the same position, they have given me 1 week to accept this offer. Given that there is no mobility clause in my employment contract and offer letter, would I be within my right to refuse this offer on the grounds that it is unreasonable as we now know that it would take us (a family of 4 with 2 children) longer than 3 months to plan and move the family back to the UK? What rights do I have if my employer were to make my position redundant, would I have grounds to sue for constructive dismissal as my performance has never been in question?

Q: My 2-year limited term contract in Dubai was terminated after 4 months due to my company downsizing; am I entitled to "without cause" termination compensation as per Federal Labour Law article 115? My former employer says "no" as they had not managed to finalise my work visa, however, I cannot see that this is relevant as there was a UAE employment contract in place.

Q: Sir, I am employed in this company since April 13, 2011. I was recently informed that my company is cutting back on expenses, and I am no longer needed in my position. They offered to continue hiring me as Documents Controller for a lower unspecified salary. The reason is that they are abolishing my department for which I am the Manager receiving AED 21500 and AED 4500 housing allowance. Ultimately, I refused. So they decided to terminate me asap, and the termination letter will be given to me in a few days. Through your kind assistance, I wish to know what compensation is due to me for being terminated. By the way, just in case this info if significant in my case, I suffered a heart attack last September 7, 2017. I was welcomed back to work December 15, 2017, with a total leave of 96 days. I do not wish to continue because their treatment for me since reporting back is not the same, the new general manager is aloof and disrespectful towards me. Thank you in advance. Regards, MELVIN ESTEPA

Q: Regarding limited-term contract termination by the employer, I would like to know the benefits; what will I get? Currently, they sent me a termination letter saying that it is due to redundancy and mentioned that my last day of work is April 4, 2018. My employment agreement mentions 1 month but my contract was a limited-term contract. Advise me on this. Should I meet you to discuss it further?

Q: Hi Sir/Ma'am, I just want to ask for an advice regarding my status. I'm currently working for over a year already under an outsourcing company with an unlimited contract and they placed me in a hospital. Unfortunately, the hospital cancelled its contract with our company. Now, my company sent me an email with an attachment saying that they will be proceeding with cancelling my employment contract as per Article 113 of the UAE Labor Law. The notice period started last Aug. 22, 2018, and my last working day would be until Sept. 21, 2018. Now, my concern is what are the benefits that I'm entitled to? Will I have a problem with the MOL if ever I'll be employed in the future? And is this basically a termination letter? Thank you and I hope that you could give me some advice regarding this matter.

Q: Sir, I work in a telecom company for more than 1 year. Now, the company has decided to terminate me because of non-performance but till now I didn't receive any termination email. Today I received a message from MOL that my company has complained against me. My contract is limited and I am doing a job as sales. Please advise.

Q: Hi, I am the GM of a company in the Internet City and the VP Sales MEAA. My contract has been terminated after 13 years due to some results that did not meet the company expectations. No process was followed prior to termination. I wish to know if I will have a claim for arbitrary dismissal. Regards A. D.

Q: Hi, I am pursuing a case against my employer for Arbitrary Dismissal. Is it common or rare to get 3 months of compensation? What is the usual compensation courts grant? I worked for less than a year and was at a senior position (Director) with the employer.

Q: Hi, I was notified as terminated by my company on 04/Feb/2021 after 5 years. I have a limited contract under JAFZA. The reasons for termination as per the termination letter is due to my unaccepted management style. My termination came after raising a complaint against the management to the HQ for being discriminated against. As per the termination letter, the notice period is 2 months Garden Leave per the contract, 2 months termination compensation and my EOS. I filed a complaint against them to claim 3 months termination compensation instead of 2, my full bonus and the unused leave balance in lieu. Currently, I am in my home country after I have informed them. So my questions are, Is there any risk that my employer can report me as absconded? The court fees are calculated based on the total unpaid values, or only the additional values I am requesting? For the bonus, is it likely to be paid based on article 1 of the UAE labour law that defines the wage as whatsoever paid on a regular basis? Thanks, A.

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).