Q: Good day, My situation is that I submitted my resignation last October 5 effectivity same day, in hard copy. I also emailed it to my manager and sent it on WhatsApp to my boss and manager. They saw my resignation in WhatsApp but my manager doesn't accept my hard copy because he said that he doesn’t want to have problems. So, I messaged my boss through WhatsApp and he doesn't seem to care about it. They told me that I have to pay the visa cost before they give me my passport. I talked to the Labor Department and they said I should only pay my employer 45 days of my salary, and I am willing to pay the 45-day salary for resignation but my boss is asking to for the visa cost also. He said he knows his rights and I must pay more than just the 45 days salary. Please help me, I don't know what to do. I need to get back urgently to the Philippines.

Q: Three years ago, my employer provided me with a laptop to use for the work purpose. Some time ago, the company laptop broke down and I used at work my own laptop. Now, I am resigning from the company and my manager deducted the cost of the company laptop (the price they paid 3 years ago) in full from my end of service gratuity. He explained to me, that because the laptop is not repairable, I have to refund to the company its full price. I believe that it is not fair, as there is wear and tear of the device and its price after for years of use should be considerably lower. Am I right? And what can I do in this situation?

Q: Hi, We have a previous employee who was terminated last February, and he received his final settlement and his visa expired in April. Then our previous manager renewed his visa in May for some personal agreement. He didn't report to work from May to July, and by the end of July, he filed a case while the previous manager was outside the country. He is asking for 3 months' salary & 3 months' arbitrary compensation. What can our company do?

Q: If I'm serving the 30 days notice and on the 23rd day the payroll cycle came and all employees received their salaries. Is the employer authorized to suspend the salary till the last working day and include all the amounts in the final settlement?

Q: Who is in charge of my End of Service gratuity if the company which is an L.L.C. is not able to pay it because of financial issues?

Q: I have resigned from my current job and my last day is May 9th after a notice period of 2 months. I was employed for 4 years. My employer has paid me a full year housing allowance and would like to deduct the remaining months from my end of service. Is this allowed? I have not been made aware that the amount would be deducted in case I resign. Also, I am entitled to 30 days of leave per year. Since I have resigned, they have applied a pro-rata for this year for the end of service calculation. Is this allowed? Shouldn't I be compensated for the 30 days that I have not taken? Thank you!

Q: Facing EOSB issues with one of our employees, we have the below issues: 1. The employee has not been paid since Jan 2020. The total dues are 52k AED. 2. The manager handling these affairs has left the UAE. Our owner and a few other employees are at the DAFZA office. 3. The manager was asked by the owner to terminate the said employee in 2019, but he did not do. Now, the employee is claiming his EOS. 4. The employee had approached DAFZA in the past week and there has been no resolution to date and the employee is threatening to approach the labor court. 5. Also, the business is NIL due to corona aftereffects and no revenue to pay off the dues. 6. Do we stand a chance in contesting the case based on no revenue? The manager has run away and did not terminate the employee even after being asked to do? 7. What will be the consequences for not paying the employee if the labor court orders came in the employee's favor? 8. Is it advisable to settle the dues by paying advance initially & later amounts within a period of say 1 year?

Q: Greetings, We hope you are well! As we are processing the end of service gratuity for an employee (who resigned earlier), the daily attendance report during his employment (which all is available in official records) is showing that despite continuous official written notices (which are signed by him), he failed to follow the morning official starting working hours with continuous late attendance causing financial damage as work was delayed due to that. We would like to know the rule which should be applied in order to deduct the late attendance hours during his employment out of his end of service gratuity (as per the biometric attendance report) due to the financial damage caused to the company. Below are his employment details: - Contract type: unlimited - Start date: 13 July 2014 - Last day of service: 10 May 2021 - Notice period completed: 60 days approximately - Reason for leaving the job: resignation from his position - Basic salary: 4000 AED

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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 law On Evidence in Civil and Commercial Transactions (Law of Evidence) govern evidence in civil and commercial disputes 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).