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: Hello Experts I need your help to understand and tackle my unemployment in this difficult time. I was working in an FZ company in DMC and my employer terminated my unlimited contract in January 2020 by giving this reason: “The company is not making expected revenue, and to save the cost, the company has decided to outsource my job to one of their offshore offices." I served my two months notice period which ended in March 2020 after that they paid my gratuity as per the UAE law. Now they want me to sign EOS agreement stating “To this effect, I hereby undertake not to claim any compensation from the company on account of termination of the employment relationship.” I cross-checked with the employer, termination is not due to my performance. They terminated my contract on the ground of the aforesaid reason. I want to know, is this “arbitrary dismissal” as per the UAE law? If yes, what are my rights and how can I claim them? Can you please help to understand my case? Thank you and look forward to your response.

Q: I am writing this mail to clarify my redundancy termination and end benefits. I had been working with a construction and maintenance LLC from the period of 01-09-2015 to 15-04-2020. I have received a termination letter on 15-04-2020, the reason mentioned is due to redundancy. As informed by the company HR department, I am eligible to get one month notice period salary and end benefits. Could you please make me understand the below query in conjunction with the UAE labour law? In redundancy termination as per the UAE labour law, is the employee eligible for any kind of compensation apart from the notice period payment?

Q: Hi, An employer has terminated an employee during the recent COVID-19 crisis. However, didn't mention any reason on the termination letter. The employee was paid only 1-month notice pay instead of 3 months. The company also didn't follow any of the 5 measures advised by the government but instead went to terminate the employee straight away. Can this be taken legally?

Q: I’m eight months pregnant but I have been made redundant, stating that the position has been made redundant. Is it legal for the employer to make a pregnant employee redundant and not paying 3 months redundancy?

Q: Good day, Our company plans to deduct 20% of our salaries since COVID-19 affected the market. We are in the shipping industry. We are still performing very well and the revenue is not affected. The company insists to deduct our salaries because its international entity is not working very well in other regions. Is this supported by the labor law of the UAE? Please advise!

Q: Hi Sir, I was working under a free-zone company in Dubai and received a stand down letter from the company in April 2020. I was asked to be on unpaid leave for 3 months (Apr to June) and was paid only 10% of my total salary. The letter also mentioned that if the business is not bouncing back to normal, this 3-month period will be considered as a notice period. On July 1, the company sent me a termination letter. Could you please guide me to know what are all benefits I am eligible for? Should the company pay me notice period payment? (Apart from EOS i.e. 21 days for 3.5 years + remaining annual leave).

Q: I worked for a UAE airline company. I have just been made redundant due to COVID-19. After 15 years of service, my basic salary is 5000 but the actual salary that I get monthly is not fixed because it depends on my flying hours; sometimes 14000 or 10000. I stay in company-provided accommodation but I don't get any allowances for it. My salary certificate states 13000 monthly. My last contract is unlimited. How can the court calculate my end of service benefits? And what kind of compensation I can ask for?

Q: Hi Sir, I was terminated on July 6, 2020, and the effective date is July 7, 2020, without prior rendering of the 1-month notice period and I have 1-month notice period as per my unlimited employment contract. The reason is COVID-19 Pandemic and redundancy. I even requested my employer personally that If he will possibly still grant me to render the 1-month notice as per my contract, but my request has been denied. By July 10, I fully accepted and acknowledged my Notice of Termination by replying to the mail and requesting to send me my settlement, and until then, I will sign all the documents needed from my side. Am I still entitled to the 1-month notice salary even with or without rendering the said notice period because I was terminated? Or In-exchange they will give me 45 days extension of my visa but they will not give me the 1-month notice salary? Hope to hear from you soon. Thank you.

Q: An employee resigned in his probation period but says I have to keep him in company housing for 30 days after he has finished. Is that true?

Q: Hi I worked for 9 years in a company and got cancelled for COVID-19 reason then after a month they rehired me. I have an unlimited contract. Question 1: I am under probation period for 6 months and during the probation period I want to resign to get another job. Is there a ban? Question 2: Is there a need to give a notice period?

Q: I worked for a company for 2 years and 2 months. For 8 months, I worked remotely under a contract governed by UAE law. The contract explicitly stated: "This contract is governed by and shall be construed in accordance with the laws of the Emirate of Dubai and the United Arab Emirates." During this remote period, I accrued 25 days of vacation. After the remote work period, I relocated to Dubai with a new contract. This contract acknowledged my prior remote employment I worked onsite for the company for 18 months, after which they terminated my employment. Now, regarding my termination, I have two questions: 1. The company has mentioned that they will compensate me for the 25 days of vacation at the remote rate, considering that these vacation days were accrued during my remote work period. 2. They also informed me that I will not receive gratuity for the entire duration of my service but only for the onsite period (18 months) as I had two separate contracts. Is this legally valid?

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.

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.

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).