Q: I was working for a free zone company in JLT Dubai, UAE and I resigned from the company around 12th Nov 2017. Although I had a pending salary of 5 months, my ex-company assured me that they will pay my pending salary in instalments verbally and sent me a mail stating my pending amount. So can I still file a case against my ex-company?

Q: Can I still claim my bounced cheque from 2012? This is my end of service. I left my previous company and they give me a letter that they will pay me. I even signed my cancellation. What will be my action to get what is rightfully mine?

Q: I made an agreement with my previous employer that my outstanding dues will be paid to me by the employer after one year from the cancellation of my visa. Now two years have passed but I did not receive my pending dues. What to do? Please advise.

Q: Hello. I have been terminated recently. My employer plans on deducting the remaining months of my housing allowance from my gratuity that were paid in cheques to the landlord. Is this as per the law?

Q: Madam, I worked for a company in Dubai for 23 years and have not been paid my end of service benefits and sales commission. I came to India for treatment and I could not resume my duty soon since the treatment was lengthy, so the company has canceled my visa and hired someone in my place. I have requested severely to pay the service benefits but the HR manager misbehaved and threatened in an unethical and unprofessional manner! what should I do? I can file a case against the company for claiming my benefits? I am paralyzed and can not walk properly now and suffering a lot! Can you please help me?

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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).