Q: Dear Madam, Since I have been terminated from the company with a notice period of 30 days effective from 1st May 2019, should I work all these 30 days? I have an unlimited contract. Terminated due to "economic reason" in the termination letter. So is this term legal, or I can approach the Labor Court for any other compensation? Hope you reply back soon. Thank you

Q: Hello, I am currently employed at a Private British School under an unlimited contract. I was informed in March that there is not a job position for me in the next academic year and therefore I have been made redundant, however, I am to complete my contract up until August 2019. The deputy head asked me to hand in a letter of resignation to which I refused as I am not the one who wants to leave my employment. I was wondering due to the school making me redundant, am I entitled to 3 months additional salary once my contract is complete? Where can I find information on this? Thank you in advance.

Q: Hello there, I have been informed by my employer for 34 months, that my position is no longer required in our Dubai free zone office. I was employed in 2014 to take up a Dubai-based position and I was informed that I would be taking over a Middle East Director in two years. They have asked that I relocate to the UK in 3 months to take up the same position, they have given me 1 week to accept this offer. Given that there is no mobility clause in my employment contract and offer letter, would I be within my right to refuse this offer on the grounds that it is unreasonable as we now know that it would take us (a family of 4 with 2 children) longer than 3 months to plan and move the family back to the UK? What rights do I have if my employer were to make my position redundant, would I have grounds to sue for constructive dismissal as my performance has never been in question?

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).