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: Sir, What are my rights (terminal benefits) when terminated from employment as the company does not require my service? There are no negative records in my service period and the company is now trying to reduce the cost as they have fewer jobs than expected. I have worked for 2 years and 4 months (stamped second visa). How will it be if termination with immediate effect and/or immediate termination with the salary in lieu of one-month notice?

Q: If an employee gets a benefit for three consecutive years, will he be entitled to the same benefit for the following years?

س: أعمل بعقد محدد المدة ينتهي بعد ستة أشهر مع شركة مقرها الرئيسى دبي ولكنى أعمل بفرع أبوظبي ولذا فكل المرسلات عن طريق الايميلات من خلال الأوت لوك. فهل هذه الايميلات يعتد بها أمام المحاكم من عدمه؟ وماهو شروطها؟ وهل يحق لى الشكوى فى أبوظبي علماً بأن إقامتي دبي؟ فضلاً عن أنه لدي إيميلات تبين نسب العمولة في حالة تحقيق المستهدف كل عام ولكن الشركة تتهرب من تقديم كشف بالمحقق عن العام الماضي 2019 حتى تاريخه وترفض إعطائي بيان به حتى تتنصل من دفع العمولة ووصل الأمر أنني حققت للشركة عقد بمبلغ كبير يفوق الهدف (التارجت) بأضعاف وتحاول الشركة التنصل منه وتتلاعب حتى لا تقوم مرة أخرى بدفع عمولتي لهذا العام 2020. ولهذا السبب فوجئت بالشركة اليوم بتوجيهها إنذار لي بسبب سوء السلوك ولم تبين سبب ذلك أو تجري أي تحقيق وبهذه الصيغة فقط فكيف يتسنى لي أن أحمي نفسي من ضياع حقوقي؟ علماً بأن طبيعة مجال الشركة تستلزم أن العقد الذى وقعته يتم توريده فى شهر أكتوبر المقبل. هذا فضلاً عن سوء المعاملة لإجباري على الاستقالة، فهم يعلمون أنني لن أجدد العقد معهم ولذا يحاولون مضايقتي حتى أستقيل أو يقومون بإقالتي وحرماني من حقوقي. أرجو النصيحة وشكراً مقدماً

Q: HI. I have recently resigned from my organization. What I want to know is that in the end of service gratuity calculation, the paid leave amount consists of basic pay only. Shouldn't the HRA be part of paid leave amount as well in addition to basic pay?

Q: I started my career 4 years back in a Dubai mainland company for AED 4500 (3500 basic and AED 1000 allowance as per the labor contract). After one year, they paid additional AED 500 (Total salary 5000) for housing allowance. On the 2nd year at the time of renewal, they increased my salary AED 2000 (Total salary 7000). On the third year, they increased AED 3000 on my salary and AED 1000 as vehicle allowance (total salary 10000 + 1000 vehicle allowance). A net of AED 11000 was reflected in my bank every month as salary. How much is the settlement I can claim as leave salary and end of service benefits as in the labor contract it's still showing the initial joining salary? They haven't updated the increment I received on each year on the labor system/contract.

Q: Hello sir/madam, I have been working for a company since 15 November last year and I put in my resignation letter on the 30 of Nov this year. I stated in my resignation letter that I am resigning effective 29th December 2022. After more than a week, the company says that their understanding is that I will start my notice period effective 29th December. I have sent a clarification email and an amended resignation letter stating that my notice period begins on the 30th of November and my last day of work will be the 29th of December. The company refuses to accept this and is still sticking on to its logic and understanding and is playing on the wording of the original resignation letter. I have another job offer and I am supposed to join them by the first week of January 2023. Kindly advise me as to where I stand as to my legal rights! Thanks & kind regards,

The UAE has mainly the 3 sectors which have their employment laws, like the laws of companies under MOHRE (governed by Federal Law no. (8) of 1980 Labour Law, Domestic works govern under Federal Law no. (10) of 2017 On Domestic Workers and Free Zone companies governed by their specific employment laws.

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).