Q: My employment was terminated with a proper 30-day notice by the company. I have worked 3 years 7 months and 10 days. I took 8 days per year annual leave instead of 30. Now that I am leaving, I wish to be reimbursed the unused leave. How many days unused leave can I claim according to the law? 

Q: Please help me with the below scenario. I had worked with a company for three years. I was terminated on the basis of redundancy on 15th Jan 2019. They gave me one month notice period which ended on 15th Feb 2019. I completed the notice period and now joined another company. At the end of my notice period, I have 34 leave days as balance. In my final settlement, the company is paying me these 34 days on the basis of BASIC salary only. My argument to them is that I should be paid as per article 79 of the UAE labour law which states that my leave days shall be paid on the basis of wage. I want your help to understand if I am eligible to receive a full salary (basic + allowances) for my 34 leave days or it is only BASIC SALARY for 34 days.

Q: An employee has not gone for his leave for 6 years on an unlimited contract and has resigned. How is the leave salary calculated, on the basic salary, basic + accommodation or total salary? And how many days salary can he claim for 60 days? Thank you

Q: Good evening Mr. Shoaib, I have a question regarding the annual leave calculation. If you have, for example, worked for 2 years at a company in the UAE, are you entitled to 30 days for each year of service? Or is the first year calculated at 2 days per month (24 days) and the second year calculated at 30 days per year? This is a point of discussion where I am working right now.

Q: Good morning Madam, I joined a company in the UAE in January and completed my contract at the end of October. I didn't take any vacation during these days. How many days I can encash as my leave? Is this based on basic salary or basic salary + HRA? Please give your advice. Thank you for your support!

Q: Could you please advise the leave salary calculation for the below scenario: - Leave Due 02/04/2020 - Leave availing from 07/05/2021 - Salary till 31/12/2020: AED 4,500 - Increment Received from 01/01/2021 and new salary amount AED 5,800

Q: If the worker is dismissed or he resigns, is he entitled to a salary for any annual leave he did not use? It is unclear whether the basic salary only is included or the allowance. It remains arbitrary and so many disputes raised about this subject. Is there anything solid I can use to claim the full salary for the untaken annual leave in case of termination? Thank you!

س: موظف لديه 40 يوم إجازة سنوية وقدم استقالته وتم حسب مكافأة نهاية الخدمة. كيف يمكن حساب إجازته السنوية؟

Q: Dear sir/madam, Annual leave salary calculation as per the new labor law. Can you please clarify the correct annual leave salary rules? Some say it is basic + HRA for the month you will take off, others say it is full salary, and somewhere I read it is basic + HRA (annual leave salary) plus the normal salary you get. Can you please clarify? Thanks for your valuable time and kind assistance!

س: السلام عليكم، كيف أحسب رصيد الإجازات في نهاية الخدمة إذا أكمل الموظف أقل من سنة، وإذا أكمل سنة أو أكثر؟ نوع العقد: عقدعمل قطاع خاص.

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).