Q: I am working in DMCC. My company is not paying my correct end of service nor unclaimed leave salary nor notice period. Also, they deducted 2000 per month for 7 months saying it's cost-cutting which I never accepted, and they said they will compensate later. Which court do I need to approach if mediation there fails and what are my rights? Is the mediation not able to tell that too there?

Q: Hi. I am employed by a DMCC company with a limited contract. I have finished 1 year 3 months to the company and decided to leave. As this is a small company wherein operated by just me and my boss, he doesn't want to release me till we found a replacement. I am serving my 30 days notice period till 21 of this month and on process of finding a replacement (interviews ongoing). My question is if he wasn't able to find a replacement till 21 of this month, does he have the right to force me to extend my service? He keeps on threatening me that he will file a case and make a problem for me in mediation and labour. Please help. I am willing to pay the 45 days early termination fine. I just want to leave the company. :(

Q: I started working in August 2017 with a company in Dubai. By the end of August, I received my first salary on time. Now, it is already the end of October and my employer still didn't pay my September salary. As per accounting, it is also not clear when we will receive October salary, maybe mid of November for September salary only. My contract is unlimited and I would like to know when I can report salary delay to the MoL. By 11.11.2017, will my contract be breached because of 2 unpaid salaries in a row, and can I resign and change to a new company without getting a labour ban? When can I stop working for my current company without notice due to unpaid salary and breach of contract?

Q: Dear Sir/Madam, I worked under a probationary period in DMCC, which is a free zone, and I was terminated without any prior or written notice. I need advice. Thank you!

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).