Q: In regards to the UAE Labor Law and the application of End of Service Gratuity, if an individual was employed by another branch of a company before transferring to an FZE branch UAE based employment contract, would that be considered continuous employment? For example, the initial employment was in another Middle East location(s) within a European registered branch; however, all administration (HR / Management oversight) was conducted by FZE entity, after which, in acceptance of promotion, a relocation to the UAE and an FZE contract was entered.

Q: Hi, Good evening, Initially, I was being appointed in a Dubai-based company and they transferred me to Qatar. I worked 10 years in Qatar and again they transferred me to Dubai and I worked for 3 years. Then after that, they transferred me to owners' personal company in Dubai and I worked for 5 years. I worked for a total of 18 years but my EOSB was never settled. Now, I got terminated and my present basic salary is AED 10,000/-. How will my EOSB Gratuity calculation be? Please help me understand.

Q: Hi I need to ask for a solution to my problem where I was appointed by the managing director and partner of the company. I worked for 1 year in a company with their visa, after that they transferred me to another saying it's our company as the manager and partner of this company was also the same as my original company. I worked there for another year but the salaries became irregular after a few months. My salary from the beginning was paid by the same manager and partner along with the other company expenses. I don't know what was agreed between the 2 partners and the sponsor. When my salaries stopped for 5 months I stopped going to office as the manager was not responding. I consulted the other partner and sponsor that I have not been paid and I will complain in MOL. But they stopped from doing so and tried to settle with me by paying only 20% of my final settlement which I didn't accept. I have proofs of all the communications that I worked for both the companies. Now, my manger is not showing and partners disagree. Advise.

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).