Q: Hi Hari, Good morning! I have been working for a consultancy firm as a civil engineer/ limited/ 12000 salary. My company is not paying me since December 2018 and deducting 3000 from my salary every month since June 2018. I was on a parenting leave for 10 days in Feb. 2019. After I came back, the company asked for my passport. I refused. They stop my work and payment until the time of this question. Please guide me considering the minimum time required: how will I get my payments and rights? I am waiting for your kind reply, please.

Q: I submitted my resignation on 10 March. The problem is that they want to deduct food and accommodation allowances because I don't want to continue. They told me this money was transferred by mistake. Now they prepared a settlement with the deducted money (700 x 14 months). Tell me what to do.

Q: Good day I just want to ask regarding my contract. As of now, I'm working under a limited contract. If I want to resign, can I pass my resignation and stop my duty right away? If my employer does not agree, what should I do? I'm willing to pay also the 1 and a half month from my salary to them. But can I ask them for my overtime pay and the amount that they deduct from my salary in return? All the overtime, cancel off and salary deduction are in hard copy with me. Thank you in advance.

Q: Sir, I joined a private company in 27/09/2014 on an unlimited contract. Based on the basic AED 2000 & HRA 3500 (Total AED 5500), I got the annual leave salary up to Sep 2018. In August 2019, the company reduced my basic to AED 1500 & HRA as AED 2500 (Total AED 4000). My accumulated leave was from 1st Oct 2018. I applied for my vacation and it was approved but the company wants to consider the revised salary (Basic & HRA) also. Now the company wants to consider the new salary and deduct the excess paid before as leave salary since the basic and accommodation is lowered as mentioned excess paid during previous leave salary. Recently my company reduced basic and HRA from 01/08/2019.

Q: I want to ask you. I am working in a private hospital for the last 13 years and my salary is 7712. In 2021, I worked March & April (salary not received for both months). After that, in May, my company told us about salary deduction from March to May. They told us it's only retention and they will return it to us. They made a contract and took signatures. After that, they told us in MOHRE that the retention word was not there, so they changed the contract and made a deduction from March to May 40 % of the salary and took signatures. But the company told us it's retention and they will return this money to us. After this, from June to August, they deducted our salary without any notice and signatures. For September's salary, which we didn't receive yet, it's also with a 40% deduction and it will be the same until I resign. Can you advise if the company can deduct my salary for 4 months without any signatures and continue until I resign? In this situation, please advise for the above and tell me how much I will receive. Kindly acknowledge the email. Thanks. G.

Q: My salary changed in the middle of the month, it was reduced from 10k to 6k. My question is how they should calculate my salary. 10k for 10 days and 20 days for 6k, right? But my company is saying they will be calculating it in 6k for the whole month as per their company policy.

An interview-format article covering the topic of employment in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. In this article, Ludmila informs readers what they should do and where they should go if they have not been paid by their employer.

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.

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).