Q: Dear Mr Khalifa I have recently resigned from my company in Dubai where I have worked for over six years. Currently, I am serving the notice period up to 30th June 2019. I resigned on 11th June 2019 but my company is asking me to serve 30 days notice period. The reason for leaving is they are not paying me my salary on time which has now increased to almost three months. My dues include 3 months salary (April, May and June 2019), 6 years gratuity and 10.5 days annual leaves. The total amount due is around AED 115,000. When I asked my company to cancel my resident visa (which is already expired on 22nd June 2019), they have sent me the final settlement which states the following declaration: "I, the undersigned do hereby certify that I have received all my dues from my Company/Institution and I have no right to make any claim after this date." I told my company that the dues are not cleared yet, how can I sign this form? but they are saying that this form will not affect my dues. Please advise.

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: My company terminated my contract 6 days before the probation period ended. They owe me 1 month's salary (AED 10,000) and are forcing me to sign the visa cancellation paper before giving me my dues. What do I do?

Q: Hello, I would like to ask about the applicable principles in case of termination of an employee's contract. The employer added a clause of "Compromise Agreement" to the "End of the employment settlement agreement" where he declared warrants that employee can't issue proceedings or any claims "in connection with the employee's period of service and the employee undertakes that neither the employee nor anyone acting on the employee's behalf will present such application, or claim at any time after the termination of the employee's employment" There are 2 other paragraphs where they specify to which all entities you are not allowed to issue these claims - including Ministry of Labour or other court withing UAE. the 2nd paragraph is covering international entities. I know this practice from other countries where it is possible to declare almost anything. But these parts of the contract will never be taken into consideration based on the country law. The parties are using these only to threaten the other party.

Q: My employer told me she didn't need me anymore. I will finish my contract this October 21. I told them to cancel me, they said no problem, I will cancel you. But my employer's sister interfered and said she will send me directly to the Philippines without cancellation. What should I do?

Q: Hello, My employer has not paid my EOSB. They asked me to sign the work permit cancellation papers, promising that payment would be processed later through WPS. However, they have now canceled my visa, and still have not paid the EOSB. There is no proper response when I inquire about it. What should I do? It has been 37 days since my last working day.

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.

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).