Q: I work for a company that pays only on a commission basis. I signed a Labour contract for two years with them, where I didn't receive any salary. I also signed an internal contract that states they hire me as an Agent and on a commission basis only. Now, they have terminated my employment after two years. I would like to know, am I entitled to claim my salary before I sign the cancellation documents, provided I remained unpaid up to date. Thank you and look forward to receiving your reply at your earliest convenience.

Q: I work as a real estate agent in Dubai on a commission only basis for the last five years. How will my end of service gratuity be calculated if I decide to resign? Will it depend on my commission?

Q: If there is a contradiction between the offer letter and labour contract issued by a free zone, which one takes precedence? Offer letter states 30 days' notice period during probation, labour contract states 7 days. Which one will be upheld?

Q: Hi Ahmad, I am presently employed with a company based in DMCC JLT for almost 3 years now. My query is that what should I consider with regards to my salary, DMCC contract or offer letter? I noticed that the salary in my contract is higher than what is written in the offer letter which I'm presently receiving. Also, in case the contract should be the one to consider, is there a chance that I can get those underpayments from the 1st month of my employment? Hoping for your most favourable reply. Respectfully yours, T.

Q: Hello sir/madam, I was hired by my employer and the company offer letter was given to me. I worked for 3 months before my visit visa expiry. Before my visit visa expiry, I was given the last page of the labor contract to sign and give my fingerprint saying it's for my employment visa. While processing my papers for Emirate ID, I discovered that the salary agreement on the offer letter I received and signed is different from the labor contract submitted by my employer. Also, working hours were agreed on 9 hours but I work for 12 hours a day with no break. Finally, when I complained, the boss brought a cancellation letter.

Q: Hi, Which contract is considered to be the valid contract to use or refer to? A. Employment Contract (From Company) B. Labor Contract (Ministry of Labour) Thank you

Q: Good evening, I am currently on maternity leave. My offer letter states that my salary is AED 8,000, out of which AED 4,000 is my basic salary and the remaining is in allowances. However, my MOHRE contract only mentions AED 4,000. I have only received a salary of AED 4,000 for 30 days. Please can you advise me on what salary I should be receiving? I have also requested an additional 15 days of unpaid leave, for which my employer is asking for a medical certificate before they can approve it. Please can you assist me with this?

Q: Dear Sir/Madam, I have a UAE labor contract that is valid from September 29, 2021 to September 29, 2023. I also have an employment contract with my firm that was signed in November 2022, which states the contract duration to be until September 30, 2025. I have since obtained a golden visa. Which contract is valid? I do not want to continue to work with the firm after September 29, 2023.

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.

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).