Q: My employer told me that I will be on vacation for 5 months in my home country due to COVID-19 pandemic, I am worried that they will cancel my visa because 5 months is a very long period. Is there any chance they cancel me when I am in my home country for vacation?

Q: Dear Madam, I have worked for a company in Dubai on an unlimited contract since April 2019. At the end of March, I was sent home to Europe by my employer for my annual leave for the month of April. I had a flight ticket to come back to Dubai on May 1st, which is now canceled by Emirates Airlines due to the COVID-19 pandemic. What are the consequences if I can not return back to Dubai for the month of May as planned? Will it be legal for them not to pay my May salary, since it was the company’s decision to send me to annual leave during that pandemic? Thank you for your advice!

Q: My employee had asked for vacation and left to India, but I had a feeling that he is in the UAE and doing work somewhere or searching for some work inside the UAE pretending as he is in India. How can I know if he had left to India or still staying in the UAE?

Q: Dear Sir/Madam, My maid has gone back to her home country and has not returned to the UAE. Can I place an absconding order or travel ban on her? What is the process for doing so?

Q: If staff did not come back from vacation, after how long can we terminate him/her?

Q: Dear Sir/Madam, I want to know if an employee is absent for 1 month, will this affect his due date for paid leave, which is after 1 year?

Q: Dear Lawyers, My nanny went on holiday to the EU and has absconded. We are now back in the UAE. What should I do?

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.

As the world is currently experiencing a major lockdown and suspension of almost all commercial and civil operations, the question arises in the novelty of Coronavirus outbreak on how serious it is to be dealt with as a Force Majeure.

This article discusses the Ministerial Resolution No. (279) of 2020 Regarding Employment Stability in the Private Sector during the Period of Application of Precautionary Measures to Curb the Spread of the Novel Coronavirus Issued by the Minister of Human Resources and Emiratization in Abu Dhabi on 26/3/2020.

An interview-format article covering the topic of force majeure in the UAE, in light of COVID-19. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

An interview-format article covering the topic of employment issues and laws during COVID-19 in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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.

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).