Q: Hi. I have been promoted from Coordinator role to Manager role in February 2017. In these months I have never received any complaint from my manager regarding my performance, no any written notice or warning. A month ago, my manager said that she thinks I have some communication problem, and I cannot work under stress. For that reason, my manager wants to demote me and cut my salary. It has been said in the email without any clarification. Next day, she called me for a meeting to offer me Support position and said that my salary will be decreased by 35%. I agreed verbally, as I have been scared to lose the job if I do not take this offer. There hasn't been any notification in writing provided to me. Now, I have to renew my visa as my company will cancel my old visa to apply for a new one, and I will be requested to sign the letter with the demotion. I don't want to do this, as I think it is illegal. May you please advise what will happen if I refuse to sign that paper and if they will terminate me because of it. Thanks. Tatiana.

Q: For the last 2 years, I worked for a contracting firm. My salary was AED 8000/month but usually, my employer used to give me 2-3k monthly or sometimes less than this. The salary transaction is easily reflect-able on my salary statement. I filed a case in the labour court against my employer for my visa cancellation and due salary payment 3 days ago, but he is not in the mood of settlement. What action should I take against him?

Q: My previous employer is a private company and I worked with them for 1 year and a half on an unlimited contract. My previous employer has forced on me a salary reduction which I didn't agree to and no letter was signed. Due to not agreeing to this salary reduction, I was forced to transfer almost half of my combined salary from months of Feb 2018 to June 2018 or else lose my job. Afraid to lose my job and under this threat I had to transfer almost half of my salary to the employer. I want to claim back all the salary that was wrongfully taken from me. I have bank statement proof that showed the amount that was transferred from my account to the employer in July 2018, and starting July 2018 payroll I was getting the reduced salary. I also have my previous labour contract that states my monthly salary. 1- What are my options? 2- Would I be able to claim all the deducted salary if I provide the court with the evidence?

Q: Good day I just want to ask regarding my contract. As of now, I'm working under a limited contract. If I want to resign, can I pass my resignation and stop my duty right away? If my employer does not agree, what should I do? I'm willing to pay also the 1 and a half month from my salary to them. But can I ask them for my overtime pay and the amount that they deduct from my salary in return? All the overtime, cancel off and salary deduction are in hard copy with me. Thank you in advance.

Q: Sir, I joined a private company in 27/09/2014 on an unlimited contract. Based on the basic AED 2000 & HRA 3500 (Total AED 5500), I got the annual leave salary up to Sep 2018. In August 2019, the company reduced my basic to AED 1500 & HRA as AED 2500 (Total AED 4000). My accumulated leave was from 1st Oct 2018. I applied for my vacation and it was approved but the company wants to consider the revised salary (Basic & HRA) also. Now the company wants to consider the new salary and deduct the excess paid before as leave salary since the basic and accommodation is lowered as mentioned excess paid during previous leave salary. Recently my company reduced basic and HRA from 01/08/2019.

Q: Hi. My employment contract is unlimited. The company reduced my salary by 40% from Jan 19 and I have not signed the revised agreement. My employer also did not make any new contract with labour dept. However, I have accepted the revised salary to date. Now, I have resigned from my role. Do I have any right to ask for my balance salary which is deducted from Jan 19 while making the final settlement? Kindly advise.

س: تم إنهاء عقد عمل مُحدد المدة بعد فترة عمل لمدة عام ونصف، وذلك بسبب خصومات 50% من الراتب الشهري بدون موافقة كتابية مني، فتقدمت بإيميل رسمي لرفض الخصم ولكن لم يرد عليّ مدير الموارد البشرية فاضطررت للبحث عن عمل آخر. تقدمت بشكوى عمالية ثم أرسلت إيميل رسمي لمدير الموارد البشرية بعدم الرغبة في استكمال عقد العمل محدد المدة وذلك بسبب خصم 50% من الراتب بدون موافقة كتابية مني. السؤال الآن: كيف يتم احتساب بدل الأجازة السنوية عن تلك الفترة؟ هل لي مكافأة نهاية خدمة عن مدة خدمتي عام ونصف أم لا؟ هل يمكن للشركة أن تعطيني حرمان مع العمل إذ أنني أعمل طبيبة؟ احتسب مدير الموارد البشرية بالمستشفى إيملي بعد الرغبة في استكمال عقد العمل بسبب الخصومات باعتباره استقالة من جانبي وحسب المستحقات المالية كالتالي: - عدم احتساب مكافأة نهاية خدمة. - تم خصم 45 يوم من مستحقاتي المالية. ولذلك رفضت التسوية وقمت بإحالة دعوى للقضاء. ولكن سؤالي الأخير: هل القانون في صفي إذ أنني قدمت طلب بعدم الرغبة في استكمال عقد العمل بسبب إخلال صاحب العمل بالتزاماته التعاقدية وخصم 50% من الراتب بدون وجه حق وبدون موافقة كتابية؟

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).