Q: I submitted resignation on Feb 4th due to salary delay issues and the management agreed that salary will be on or before 15th of every month. As per that, I withdrew the resignation, but still, I face the same delay issues. And today I registered a complaint in the labour. All I request is to release me without fine. I am ready to sacrifice the dues and settlements from the company. 9 months under limited contract. All I need is to relieve me asap without a ban. The labour department told me to wait for 10 days for salary crediting, and if not, they will go further. As per my complaint, they may release this month pay. What about the coming months? Should I register a complaint in labour every month? Kindly suggest how to solve this and get cancellation without a 1-year ban.

Q: Dear Ahmed, My sister is working for a catering company based in a school and she didn't get her salary since May. She doesn't wish to continue with this company. Her contract is limited and joined in September 2017, but the contract is dated 04/12/2017. As per article 121, she has the right to resign without notice, however, another article says that she needs to pay the employer “early termination compensation”. How can we proceed without losing the money? Thank you. Maya 0503183185

Q: Dear Sir, I was working as a construction manager in one of the facade companies in Dubai for the last 2 years. This company has salary delays during the beginning of my career and unfortunately, it worsened over the years and currently reached almost 10 months and I have to quit the company now. The issue is that the above facade company took the employment visa for me from another company who was supplying labours (labour supply company) to them since the facade company can't provide visas. Is there any way to claim my balance salary and end of service benefits from the facade company? I have a copy of the contract between the facade company and my visa provider company (labour supply company) and NOC from this labour supply company. Also, I have proof (emails and others) to prove that I worked in the facade company as their employee. Is there any other way if I approach any law firms such as yours?

Q: Hello Mr. Ahmed, My wife is working in a private company in Dubai since September 2018. The employer and his partner spent 2 months in prison for some illegal activity. Employer's clients used to call my wife and ask her to finish the pending jobs (the jobs are not her responsibilities but she finished them when her employer requested that from her through the phone) and 1 month back, the employer came out of prison. For 6 months, her employer is not transferring salary, he paid 2 months' salary in small amounts. 4 months are pending. Whenever she asks, he does not respond. When she complained to the ministry of labor (80060), they told her they can solve the salary issue, but if she wants to resign, the employer has the right to ban her for 1 year and she has to pay the employer 45 days salary due to her limited contract. She doesn't want to work with him because of the reckless behavior and delaying the salary. Please advise us if we can take legal action against him.

Q: Hi All, I am a London based owner of a Free Zone company. Due to corona pandemic, the manager handling the affairs of our Airport Free Zone company has gone to his home town and there is no business. An employee has approached the DAFZA employment dept, getting emails from them for non-payment of salary for the past 6-7 months. Since business is bleeding, we are unable to pay now and the employee is not able to settle amicably. How to respond to DAFZA?

Q: My friend joined a company in Jabel Ali Freezone in December 2020. Now he is about to complete 5 months in the company and they have processed his visa too. But the problem is that in that company, the salaries are pending from the last 1 year and this guy is also not getting anything from the last 5 months. Now he attended an interview outside Freezone in Dubai and so is he able to get released from that company without any legal actions?

Q: Hello Madam, My company is not paying salary on time. I have a pending of one and a half months. Whenever I ask for the salary, they do not respond to my emails and messages. Every two months only they pay me. Through the MOHRE App, the WPS section is empty. I'm not able to monitor my salaries. And I have a fear of getting all the money at the end of my service because my colleagues suffered a lot for getting payment from the company. They didn't get paid fully. How to handle this matter? Furthermore, my employer is holding my passport too. They informed me that they will provide it in case of vacation or resignation. What to do on this matter too?

Q: Dear Sir/Madam, I live in Dubai. I used to work for a private electrical company. I sent a resignation email to my company on August 8, 2023. After a phone conversation with my boss, he agreed to cancel my visa after I finish the current site. However, I received an email on October 6, 2023, saying that I have to complete a 3-month notice period. My boss only agreed to cancel my visa verbally, and I don't have any written proof. I tried to call him many times, but he didn't answer. My contract states that the notice period is 3 months. What should I do now?

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).