Q: Hello. I have been working for one company a year and a half. Yesterday, I was told that due to redundancy they don't require my services. The letter they gave me is extremely controversial- stating that my contract is terminated with immediate effect, and on the other side, I am asked to serve a one-month contractual notice. So my question is, is that legal? Am I entitled for more than one salary due to redundancy? Do I have to work for the notice since its immediate termination? Thank you

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: I have been working in a private company since September 2006. Recently they made my position redundant, I am now serving my notice period of three months. I have accrued leave balance so the company forced me to go on leave in order to reduce no of days of leave, I accepted it to adjust my leave days balance against my notice period. Further, based on the current climate amid Covid 19, can my employer further force me to accept a reduction in salary in the last month of my notice period? How will this impact my end of service benefits?

Q: Hi, I lost my job due to restructuring this week. I requested to consume my annual leave before the notice period. As such, I haven’t been handed over my letter of redundancy/termination (something I do not have clarity on). I have had no performance-related issues as I have had great ratings in my 25 years of service. I do hear that my job has been offered to a team member that reported to me and has been put on a trial basis. The company has changed to one month notice period since last year. It used to be three months until March 2020 but Covid19 and poor business are now used as an excuse. What are my rights as an employee under termination/redundancy conditions?

Q: Hi, I worked in my company for 8 years and was terminated on the same day specifying redundancy as the reason. The company paid me all the dues (1 month notice period salary, gratuity, and unpaid leave salary). I want to know if I am eligible for 3 months termination salary benefit considering none of the other employees were terminated?

Q: Termination of a limited contract on probation period without any reason. The company mentioned that "your services are no longer needed". Is it correct? In this case, what can I get as compensation, visa charges, air ticket, etc?

Q: Dear Sir/Madam, I was terminated without receiving a written warning, and the reason given is that I don't perform my basic duties, which is definitely not true. I had just submitted a local leave, and the day after, the termination letter was sent to me via email along with the approved leave. Am I entitled to 3 months of compensation for arbitrary termination? My contract is for 3 years.

Q: Dear Sir/Madam, I have been terminated from my company with a 30-day notice period after serving 11 months. According to my manager, my role has become redundant, and they aim to reduce expenses. However, they did not mention any reason in my termination letter. Moreover, they are requesting me to train my replacement during my notice period. I would like to understand if I can receive compensation due to unfair termination and whether I am obligated to provide training to my replacement.

Q: Dear Sir/Madam, I joined a well-known and reputable company in June as an e-commerce sales executive. After three months, they fired me, citing the reason in my termination letter that they are closing their online platform. This claim is absolutely false, as the platform is still operational in the UAE. It feels completely unjust despite my hard work and proven sales record, once their platform was established, they simply terminated me. After my termination, they gave me an additional 30 days to find another job, stating they would not cancel my visa during this time, apart from the standard 14-day notice period. I recently spoke to a friend who was also terminated under similar circumstances. The company refused to pay him for no valid reason and deducted money from his dues as fines or penalties.

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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).