Q: If we transfer an employee on secondment to the UAE from another country for a period of 3 years, do we have to pay gratuity as per UAE law? As per his contract in the country where he is transferred from, the company is liable to pay provident funds in the country. After spending 3 years, he will be transferred back. Is the company liable to pay gratuity? Kindly note that he is one of the executive cadre, not a workman.

Q: I am under DMCC. My visa has already expired on Nov., 8. My company told me that they will transfer me to an LLC (same owner). I emailed them reminding them that aside from my gratuity, I also have a pending ticket allowance. They replied to me and sent a letter that from DMCC, I will be transferred to an LLC due to the expiry date. My employment will be continued with no changes to my end of service entitlement and annual leave. Is this letter valid? Will this letter be enough proof and assurance that at the end of my service I will get the dues from my last company (DMCC)?

Q: How to calculate gratuity in case of internal transfer if the EoSB wasn't paid during transfer but to be paid during employee resignation?

Q: Hi I am currently working in an LLC company since 2019. Recently, the company moved to a free zone with a different name and asked me to sign a letter of agreement to transfer my contract to the new company. This means that my end of service will be carried forward and paid along with whatever amount in the free zone company. Is this possible legally? Please, I need your advice urgently. The mother company and the current company are owned by the same owner.

Q: Hello, I started working remotely and signed an offer letter in April 2023. As I was transitioning from another job, my offer letter said that I would work part-time in April, and I started working full-time on May 10, 23'. I landed in Dubai and got my employment visa and contract when I landed in July, although my offer letter was signed in April and I've been working since then. Now, I'm resigning, but my employer is calculating my annual leave and gratuity pay from July 23' (to avoid paying my gratuity pay and deduct fewer annual leave days from my notice period). Should my start date be counted from April 2023, since I started working in April, or from July? They say that my April-July remote work qualified as freelance work, but we never ever discussed or put in writing any freelance contract. Thank you, P.

Q: Hi, What is the calculation for a part-time employee? Is he eligible for a final settlement?

Q: Hi, I have been working for a company for 5 years now, and I am eligible to apply for a Golden Visa based on my salary and designation. My company is telling me that when I switch from a company visa to a Golden Visa, I will need to collect my complete EOSB upon canceling my visa with them and restart as a new employee with the company. This means my EOSB will start from zero and will be calculated at 21 days instead of 30 days. Is this legally correct, or is my company telling me this to discourage me from applying for the Golden Visa? My company is a DMCC-registered company, and my visa is a DMCC visa. If a company refuses to give an NOC for a Golden Visa, is there anything that can be done?

Q: Hello, I was an employee of a major group in the UAE. Now, they have transferred me to another entity within the same group in the UAE. What happens to the benefits and allowances agreed upon by the first entity? Please provide the legal details related to this matter, along with the relevant statutory provisions.

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.

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).