Q: I am an offshore diver paid a local monthly salary WPS, and I am now resigning after 4 years. I asked the company PRO about EOSB, he said that as my rota was 2 months in Abu Dhabi followed by 2 months in Spain so I was then not entitled to EOSB. He said this was for employees who were in the UAE for 11 months a year. I am also paid an extra daily rate to my bank in Spain. Can you advise, please?

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 was working for a free zone company in JLT Dubai, UAE and I resigned from the company around 12th Nov 2017. Although I had a pending salary of 5 months, my ex-company assured me that they will pay my pending salary in instalments verbally and sent me a mail stating my pending amount. So can I still file a case against my ex-company?

Q: Dear sir/madam, I resigned from my previous company in the UAE 3 months back. Until now, I still did not get my End of Service Benefits. I am in London. Would it still be possible to get my hard-earned money even I am already outside the country?

Q: Dear sir/madam, My contract ended on February 10th, 2022, and I didn't want to renew so I gave a resignation notice on January 10th, 2022. Now it is 21st February 2022. I haven't received my passport, ticket, or gratuity dues. My visa has not been canceled. What am I supposed to do?

Q: My previous employer failed to pay my gratuity six months past now since I resigned, Is it possible to file a case against him after a 6 months period?

Q: Dear Sir/Madam, I recently informed my employer that I would be working remotely due to personal reasons and I left the UAE after informing him that I would be leaving for a few days. I was unable to resolve my personal issues and submitted my resignation remotely while outside the UAE. I sent the resignation letter by e-mail. My Employer now claims that my resignation is invalid as it was not issued in the UAE and is claiming I have committed gross misconduct. I assume this is with a view to dismissing me before I have completed my notice period. I have continued to work while I have been outside the UAE, and my employer is aware of this. I am returning to the UAE this weekend to complete my notice period. Is it possible for my employer to dismiss me for gross misconduct in these circumstances, given that I submitted my resignation first?

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?

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).