Q: I would like to know if the actions of my employer are eligible. I have been working for the company for more than 3 years. I got pregnant a few months back and I informed the management of my company about this. I have been told that I can't go on maternity leave and I should submit my resignation letter asap, otherwise, the employer is going to terminate me with a ban or something like this, they did not clarify. I do not want to lose the job. I just want to know if the law protects me in this situation.

Q: Dear Sir, I am a UAE resident and I work in a Dubi based company in Deira Dubai. I went on vacation on the 1st of March and supposed to come back to Dubai on 25th of March. Due to COVID-19 travel restrictions, my company asked me to stay in my home country up to 30th June on unpaid leave. Today my manager called me and asked me to send a resignation letter. I wanted to share with you that I was a good performer in my company and was achieving my targets. Is it legal to ask a resignation while I am on leave and they did not initiate termination but asking me to resign? Please also advise, is the company responsible to pay me full gratuity? And if the company terminates me, then am I also eligible to get 3 months salary as compensation? Please help me to cope with this situation. Thanks and regards, A. Z.

Q: My leave got rejected, but I am still on my leave starting December 15 to 22, 2019. The HR sent me an email containing termination notice for being absent for 7 consecutive days. Can they do that?

Q: I was in India on my vacation. Then when I planned to come back, HR sent me an email no placement for me now and I have to wait until the company gets a project. I sent a reply to the company that they should terminate me if there's no work but they don't. They need me to resign and they push me due to financial crises. They sent too many emails that I must resign for getting my settlement quickly for family requirements, but I didn't get money. HR even didn't send me how much my final settlement is. I lost more money to stay in India for one month for getting a reply. After resigning, is it necessary to work one month notice period? But how to work from India? I came back and give another resignation with a notice period but they did not accept. Am I eligible for compensation for my loss happen in India and room rent and food money for staying until finishing the case with labor court?

Q: Is it possible to cancel someone’s visa while on vacation?

Q: Dear Sir/Madam, Is it possible for a company to cancel an employee's visa while they are on vacation, and then not allow them to return to the UAE?

Q: Dear Sir/Madam, My colleague went home for a 30-day leave to Uganda but overstayed and was sent a termination letter by the company. Although the person had worked for 1½ years, there is no gratuity or compensation money sent to the family. Is this right?

Q: Hello Sir, I am facing an issue with my employer. I work in the private sector in the UAE, and my employment visa expires in June 2025. After two years, I traveled to my home country for vacation, and one week after my arrival, the company sent me an email terminating my employment due to performance issues. However, I was never given any prior warning or written notice. The termination email also did not mention any notice period or other details. I would like to know my rights and what I should do in this situation.

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).