Q: Hi, Good day. I have been working with a company for 5 years and a half. Then I applied for my resignation (with a 1 month notice period as per my contract) and my service ended on June 30, 2018. A month after, my manager contacted me and asked me to sign some "pre-termination" paper. When I asked about my gratuity payment, He mentions that I can get it within a month or two and that if I still didn't receive it, I can still have grounds for complaint that I can submit to the Ministry of Labour. However, I still declined to sign any letter. They then just told me that they'll contact me if ever the cheque is ready. My question is: - Was my action right by not signing any papers considering I had no guarantee of receiving my gratuity? - Also, since I'm still looking for a job currently (and I want to settle things amicably), is it an option for me to simply just wait it out until they contact me again with regards to my cancellation and gratuity? Thank you and have a nice day.

Q: I am M. A. from Ras al Khaimah. My employer doesn't give my final settlement and visa cancellation more than the last 3 months I am sitting in my room. Suppose I file a case against my employer for my total settlement of AED 24000, how much is your commission and how long will it take? I need this urgently.

Q: Hi I have logged a complaint against my employer yesterday because he refuses to pay my end of service benefits + 2.5 months' salary, neither is he willing to give me any post-dated cheques. After 48 hours, the legal team from the labour office will call us. I served my notice period with my last day being 6th Oct 2018. My question is, I have a new job and my joining date was supposed to be 7th Oct, now without cancellation, how do I go about my new job? My passport and ID are with my present employer.

س: السلام عليكم، أنا قدمت استقالتي من الشركة واشتغلت معاهم سنة و9 أشهر، وعقدي غير محدد المدة. أنا خليجي، تقول الشركة أنه لا يوجد لك مكافأة نهاية خدمة؛ فقط راتب آخر شهر. هل هذا صحيح؟ مع العلم أني اشتغلت سنة و9 أشهر. مقر الشركه دبي. أرجو التوضيح. شكرًا!

س: السلام عليكم ورحمة الله وبركاته، أعمل في شركة منذ 2013 وآخذ كل سنة من بداية عام 2013 لغاية شهر 6/2023 بدل سكن بـ4 شيكات سنويًا. في 2019 تم الاتفاق على بدل المدارس وكنت آخذه بشكل سنوي على 4 شيكات. في شهر 7/2022 تم تخفيض راتبي من 12000 درهم إلى 10000 درهم. لم يُصرَف لي بدل مدارس عن الفترة 2022-2023. كان لي 7 رواتب متأخرة بقيمة 84000 درهم فقامت الشركة بالتسوية معي وإعطائي شيكات بقيمة 64000 درهم ووقعت على تنازل بعدم المطالبة بباقي المبلغ. السؤال الآن: أريد أن أقدم استقالتي من الشركة، فما الحقوق التي يمكن المطالبة بها؟

س: السلام عليكم، أعمل في جهة حكومية. أُنهيت خدماتي ولم أستلم مستحقاتي إلى الآن. علمًا بأنني عملت لمدة 28 سنة.

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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.

This Law applies to merchants, as well as to all acts of commerce carried out in the UAE by any person even though he be not a trader. Commercial matters regarding which specific Federal laws are issued shall be subject to the provisions of such laws, and to the provisions hereof which do not contradict with said laws.

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).