Q: Dear Sir, I worked for a consultancy firm in Dubai from October 2015 to September 2018. I have several questions: 1 - I moved to Morrocco in Jan 2018 with the approval of my employer, I kept working with my employer and recieving monthly salary payments up until the end of September 2018. Then I received an email saying that I would be terminated due to economic reasons (I have the written proof as well as bank statements). 2- Upon my moving to Morocco, my salary was reduced from AED 21000 to AED 11000 without justification as to the reduction. 3- My employer refuses to pay my end of service as well as the salaries for September and October, as I have a 30-day leave notice which I have worked. Is there any legal recourse or otherwise I can seize to solve the matter as the employer doesn't return my calls anymore and they do not reply to my emails. Thanks in advance, Amin Echcherradi

Q: I was informed on the 20th that if I did not take another position in my company, a position that I am not qualified for and also not comfortable with, my employer would have no choice but to make my position redundant. This was sent to me over a WhatsApp message. On the 23rd, my employer gave me an official letter of termination saying that the company is now making financial cutbacks and that my position is a part of the reduction. I was appointed as an operations manager and there are actually 2 of us who work in the company, however, I am the only person who is being terminated. There is no record of disciplinary action against me either for the entire duration of my employment. I had asked that my employer to amend the termination letter stipulating that he is making my position redundant, to which they refused. What is the best way forward?

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: My company wants to lay me off until the end of this month due to cost-cutting, but until now I have not received a formal termination letter from them. Shall I still continue to go to work or not? Can I file a formal complaint against my company?

Q: Hi sir, I am working in a government-owned company since 4 months starting from Dec 2019. In March, I was supposed to get 3 months' salary together (kept on hold by the company as per their rules) for which I had submitted my old FAB account details when I was working in Dubai earlier in another company. But the accounts department could not transfer the amount saying that they are not able to do so due to the merging issue of FAB & NBAD banks. After several communications with the bank, I finally decided to cancel the account and open a new account with another bank and then presented the new account details to the accounts department. On this, I was asked to get a closure certificate from FAB which I procured from banks. Meanwhile, the FAB account was canceled and I informed the accounts department with relevant proof. But the company is insisting to get NO Liability certificate from the bank for the closed account. I approached the bank and they completely refused to give no liability certificate for a closed account. Please help! Thanks!

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 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).