س: السلام عليكم، تم فصلي بعد ٦ سنوات من الخدمة لظروف العمل الاقتصادية بعد فيروس كورونا. العقد غير محدد المدة. الفصل لم يسبقه إنذار و تم إبلاغي به أثناء إجازتي السنوية. برجاء الإفادة عن المستحقات، خاصة مكافأة نهاية الخدمة إذا كانت تُحتسَب على أساس شهر عن كل عام خدمة حال الفصل التعسفي. أعمل في أحد الفنادق بدبي.

Q: Sir. I am working in a restaurant as a food supervisor. I was working in a restaurant in Dubai, where I got an AED 5000 salary. A managing director of a restaurant in Abu Dhabi asked me to join his restaurant. That time he offered me a salary of AED 7000, so I resigned from my job in the Dubai restaurant. After I joined the Abu Dhabi restaurant, he mentioned in my labour contract AED 4500 salary only. That time he said above AED 5000 salary I have to pay more amount for the insurance, and the remaining balance amount he will give cash or cheque. So, I signed the contract. After that, he did not pay my salary properly. I was working around 11 months, but he paid only 6 months. In these 6 months, he also paid my basic salary only (in my contract, the basic salary is AED 3500 and other allowances are AED 1000, in total salary is AED 4500). Now, he is saying that he's not going to pay because I bring losses to his business. So please help me with this situation, Sir.

Q: Hi I have logged a complaint against my employer yesterday because he refuses to pay my end of service benefits + 2.5 months' salary, neither is he willing to give me any post-dated cheques. After 48 hours, the legal team from the labour office will call us. I served my notice period with my last day being 6th Oct 2018. My question is, I have a new job and my joining date was supposed to be 7th Oct, now without cancellation, how do I go about my new job? My passport and ID are with my present employer.

س: أعمل في تنظيم الفعاليات وقمت بتأجيل إحداها بناءً على قرارات الإجراءات الاحترازية الصادرة من الجهات المعنية، وحاليًا يطالبني بعض العملاء برد المبالغ المُسدّدة منهم، كما أرسل أحدهم إنذارًا من محاميه. هل أنا مُلزَم بالسداد بالرغم من عدم إلغاء الفعالية وإنما تأجيلها لحين السماح بتنفيذها من الجهات المعنية؟ وكيف أرد على الإنذار؟

س: هل يوجد قانون ينص على توفير سكن للموظف بعد إنهاء خدماته أو إعطائه إجازة بدون راتب نظرًا إلى عدم قدرته على السفر في ظل الظروف الحالية؟

س: أنا موظف في شركة مقاولات. عملت لديهم مدة خمس سنوات وفي شهر أبريل من العام 2020، تم فصلي من العمل بطريقة تعسفية وبسؤال مدير الشركة عن الأسباب، أفاد بأن السبب يرجع لجائحة فيروس كوفيد 19، وعليه أرغب في رفع دعوى قضائية للعودة إلى العمل.

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.

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.

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).