Q: I am working in the HR department in one of the private companies for the last 12 years. Last week I received a redundancy letter from the HR manager terminating me for reducing people. However, the actual reason is something else. I have sent an email to our company helpline on the HR manager and complained about him, and he came to know that I have sent an email to the senior manager. It was only me who got this letter from the HR department. Now, they got a replacement for my position. Can I file a complaint against the company in the labour court? Please advise.

Q: Is it possible to terminate a 2-year-contract after one year due to low performance? The contract states that only reasons stated in article 120 Labor Law apply.

Q: How many years I have to wait to lift my UAE ban?

Q: I joined a company in Abu Dhabi three months ago. Due to some quota issues, they give me a messenger visa on my passport. Now, they don't have a project and want me to search for another job or they will cancel my visa. My contract is a limited term and my visa is a messenger. Question is if they will cancel my visa, will there be a labour ban?

Q: I am working on a limited contract with a company. I have signed a 2-year limited contract and I have completed 9 months. I was trying to negotiate with the company. I wanted to leave back to home country due to family issues and I was ready to serve a notice period and 45 days' salary or even 3 months' salary, so that the employer does not put a  ban on me. They replied they will put a ban and they don’t need a notice period. They will follow the UAE law and they have already removed the system access from me. They have emailed me, now due low performance we have suspended you for two days. What’s the best solution to get rid of them and avoid a ban? Will this suspension affect me? What’s the best solution you can suggest for me?

س: السلام عليكم، وصلتني رسالة من توافق للتواصل مع صاحب العمل على الأرقام المُسجَّلة في النظام ولم يتم الرد وتم التواصل مع العامل ووافق على ما أفاد به المستشار القانوني لدى الشركة وهو غير مُخوَّل وقد تعرَّف عليه العامل. أفاد أنه سيلغي تصريح عمل العامل وذلك يوم الثلاثاء الموافق 26/05/2020 وطالب باستلام ما في عهدته ووافق العامل على مطالباته، وبناءً على رغبة الطرفين تمت التسوية. هل يحق للشركة تطبيق حرمان ضدي؟ وما مستحقاتي؟

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

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 UAE government introduced the new Unemployment Insurance Law under the Federal Decree-Law No. 13 of 2022 Concerning the Unemployment Insurance Scheme for Unemployed People. The law aims at providing a sort of financial support in case of unemployment for a brief period, probably to help employees who got terminated find another job and avoid failing in other financial obligations.

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).