Q: Hi, I am working in a company situated in the free zone, and due to the economic crisis as mentioned in my termination letter, the company terminated me and gave me a 1 month notice period. My contract was 3-year visa I finished my 2 years 4 months ago. In this situation, does the company need to pay me a 3-month salary with notice period salary?

Q: Good morning My husband lost his job last year in October after 15 years in Dubai. He continued to pay his mortgage without giving any excuse to the bank till now when COVID-19 happened. He is on my visa. We want to defer mortgage payments for a few months. Kindly advise what should we write to the bank in this regard as they are demanding the payment now. We received the email this morning. I would like to mention that we have been paying the mortgage regularly. Best Regards

Q: Hello, I have been working in a local group in Dubai for the last 13 years under an unlimited contract. Recently, they have terminated my position, I am now serving 3 months notice period as per labor contract (2 months already served, I am now in the 3rd and last month). My employer has put me on a forced paid leave to adjust my notice period against leave days balance. I need some clarification of the below: 1. The employer is paying me a full salary for the notice period of 3 months. However, based on the recent announcement from the Ministry of Labor (for Private Co. employees), can my employer reduce my salary temporarily/permanently for this last month of notice period? 2. If the answer to question 1 is YES, how will it impact the calculation of my end of service benefits like gratuity or leave balance encashment? will it be recalculated based on the revised (reduced) salary? 3. Am I eligible to claim any other termination/redundancy pay apart from gratuity and leave balance encashment? Many Thanks!

Q: I was asked by my employer if I would take a reduced salary, to which I replied no as other employees in the company are receiving a full salary. I have now been paid a reduced salary without my consent; can you please advise me on what legal action I can take should it not be rectified?

Q: Hello. My husband is a heavy truck driver in a transport company in Dubai, working in that company for the last 4 years. His boss (arbab) suddenly asked them to work on less salary of just AED 2500. My husband and his other 3-4 colleagues were not willing, so their boss started harassing them. He didn't pay their money, made them sit free at home for many months, neither was he canceling them. So they took legal help and filed a case against him in the labor court. In turn, that boss filed a criminal case against my husband and his colleagues, a false case that they have made a loss to his company by stealing and selling diesel illegally. He has got a confession letter signed by them by lying. he told them as papers for attending safety classes. He didn't allow them to see the papers. The papers were in English which they don't understand being not much educated. He has put a loss claim of approx.1 lakh dhs on each of the 4 persons. What are our chances in this situation?

Q: Dear sir/madam, I have an issue with my end of service. The company made calculations on one amount and sent me the form, signed by the finance director. Now they say that there was a miscount and the amount has been reduced significantly. I need advice and assistance from a lawyer.

Q: Hello, I'm a Malaysian and have worked with a company registered in Dubai. I'm based in Malaysia and have been working with them since 2008. Recently, the company has been facing financial trouble and offered me a 60% pay cut, which I did not agree to. I offered them two options: to temporarily cut my salary by 20%, or to pay me retrenchment compensation based on my contract (which is based on Malaysian law). Please advise me on my next course of action if the company cuts my salary by 60% without my consent.

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.

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.

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.

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.

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).