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: Hi I'm employed by a Dubai-based LLC entity, and it has been 20 months as of now & my contract states as an unlimited period. In case the employer terminates my contract with immediate effect due to the cost of redundancy, please advise what will be the end of service & compensations. Thanks

Q: Hi, I am on engineer visa with a 2-year limited term contract from 24-Dec-2017 up to 23-Dec-2019 with my company. The last 2-Jun-2019, my company sent me a 1-month termination notice due to redundancy. Now, I received my settlement computation showing my final salary, gratuity and leave entitlement only. They want me to sign my cancellation of the work permit stating that I received this settlement. My doubt is, am I not entitled to the 3-month compensation due to early contract termination? Does this termination due to redundancy exempt my company from paying me this settlement? I hope you could help me confirm this issue. Thank you.

Q: Hi, If a company terminates an experienced employee stating redundancy & hires a person on lower salary for the job, is it considered fair as per the UAE labour laws? With this logic, it should be ok for companies to terminate employees at bulk & replace them with cheaper resources with the purpose of cost-saving. Do advise.

Q: Hi, I lost my job due to restructuring this week. I requested to consume my annual leave before the notice period. As such, I haven’t been handed over my letter of redundancy/termination (something I do not have clarity on). I have had no performance-related issues as I have had great ratings in my 25 years of service. I do hear that my job has been offered to a team member that reported to me and has been put on a trial basis. The company has changed to one month notice period since last year. It used to be three months until March 2020 but Covid19 and poor business are now used as an excuse. What are my rights as an employee under termination/redundancy conditions?

Q: Hi, I worked in my company for 8 years and was terminated on the same day specifying redundancy as the reason. The company paid me all the dues (1 month notice period salary, gratuity, and unpaid leave salary). I want to know if I am eligible for 3 months termination salary benefit considering none of the other employees were terminated?

Q: Termination of a limited contract on probation period without any reason. The company mentioned that "your services are no longer needed". Is it correct? In this case, what can I get as compensation, visa charges, air ticket, etc?

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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).