Q: Good day Madam/Sir My contract will be finished in March and I have no plan to renew again. I just want to ask if I'm covered to receive a gratuity pay from my employer. Actually, this is my 2nd contract with them and I already have 5 years working with my employer. What if my employer did not give my gratuity pay after I finish my contract? What should I do next? Thank you

Q: Dear Sir, I am working in a company as Manager and the limited contract would be expired on Dec 29, 2017. 10 days before, I received a notice from the employer that they are not interested to renew my contract, without stating a reason. After inquiry, they mentioned that it is due to the restructuring and not related to performance. Since I have a family and kids are going to school, we are under severe pressure. I am in a senior position and it would be difficult to find out a job in 45 days, which puts me and my family in severe mental trauma. Please let me know if I can request the company to renew my contract until I find a job with a minimum salary as maintenance allowance. I am in the UAE since last 11 years and this is the first situation where I am passing through. Please advice and let me know what are my rights. Thanks and regards.

Q: Good Day Madam!! I am working in this company for the past 4.2 years. I sent my resignation letter through the mail on a Thursday evening, which is a weekend. But I have calculated my 1 month notice period from Sunday onwards. Is this resignation legally valid & accepted? 1 more important info; my previous contract got over on the 20th of Jan 2019. After I never signed a new contract. So as of now, I don't have an existing contract. Am I still subjected to the previous contract's terms & conditions?

Q: Hi Sir / Madam, Please help. My employment contract was limited and expired on 26 Mar 2020, which I did not renew. Now it's 20 April 2020 almost one month and my company has not provided my end of service benefits, leave salary and exit ticket to the home country. The company is forcing to sign and threatening that I will be responsible for the fines if I did not sign the cancellation papers. They are not even showing the final settlement amount just claiming we will be providing all things after cancellation only. Kindly advise.

Q: Dear Sir, I finished my 2-year limited contract. My visa grace period is going to be finished also soon. My company is still not paying my gratuity. They say that, for a limited contract, there is no gratuity! They paid me a part of my leave salary; I received full leave salary on my first vacation but they still not providing my air ticket. 1. Is gratuity applicable for a 2-year limited contract? 2. How can they pay basic + HRA only for leave salary while I got full salary when I took my annual leave for the first time? 3. Can I claim airfare instead of the air ticket? 4. Where to register a complaint? Please advice!

Q: Dear sir/madam, 1. Can I go on holiday when I'm under a limited contract? 2. Is it compulsory for the employer to give me gratuity? 3. What is the legal process if the employer refuses to give me my gratuity?

س: السلام عليكم ورحمة الله وبركاته، هل عند انتهاء عقد العمل محدد المدة يطالبني صاحب العمل بشهر إنذار؟

س: السلام عليكم، شكرًا مقدمًا لكم! رب عمل أنهى علاقة العمل تعسفًا وبدون إنذار العامل. تم هذا قبل انتهاء العقد بين الطرفين بيومين وقام بإلغاء إقامة العامل يومها لتسفيره. العامل اضطر لعمل تأشيرة زيارة ليصحح وضعه بالبلاد: لأنه بعد شهر من إلغاء الإقامة لا بد أن يغادر العامل وإلا أصبح مقيم غير شرعي. العامل وجد عمل بشركة أخرى وحصل على عقد عمل جديد مذكور فيه، ربما بسبب تأشيرة الزيارة، استقدام من خارج الدولة. رفع العامل قضية طالب ببدل تعسف وبدل إنذار وتذكرة سفر. رب العمل السابق حصل على صورة عقد العمل الجديد للعامل وغير معروفة الطريقة التي حصل بها على صورة العقد الجديد للعامل. قدم رب العمل صورة عقد العمل الجديد للمحكمة وادعى أن العامل وجد عملاً جديدًا ولا يستحق التذكرة. السؤال: هل حصول رب العمل السابق على صورة عقد العامل الجديد أمر شرعي أم غير شرعي؟ الواضح أنه تجسس وحصل على صورة العقد الجديد وقدمه بيده للمحكمة. هل للعامل أن يوجه سؤال للمحكمة بشأن كيفية حصول رب العمل على صورة عقد عمله الجديد؟ وشكرًا لكم! مع بالغ التحية وكل التقدير،

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 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).