Q: I have completed my first two-year limited contract and renewed for another two years. If I resign after completing a year of the second contract, after a total of three years of service, how would my gratuity be calculated?

Q: Hello Sir, I am working in a company for more than 5.5 years. The first 4 years, my contract was limited and now they changed it to unlimited. The company terminated my contract. How will the benefits be calculated and does the company need to pay 3 months' salary for termination? Please help.

Q: Dear Sir, I am working in a Hospital as a Registered Nurse from 11.05.2014. My first two labour contracts were unlimited labour contract and after finishing the second contract term, the hospital management renewed the labour contract with a new limited labour contract. I have resigned from the hospital now and I am in the 2 months notice period as per contract. I like to know about the calculation of my gratuity amount. As per the hospital management, they calculate the gratuity as 14 days x 4 years (for the completed unlimited contract period). Whereas I have completed total 5 years and 4 months period in total with the hospital (4 years with unlimited contract and 1 year and 2 months with limited contract). Kindly confirm this gratuity calculation is correct as per the UAE labour law. Also, the hospital management asked me to pay a two-months full salary as a penalty since I am resigning without completing the limited contract. I am awaiting your valued reply.

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: I am working as a Nurse for limited-term contract and this is my second contract of limited-term which I completed one year on the second contract. I submitted my resignation with one month notice and my employer is not accepting my resignation. What are the consequences in this situation?

Q: My question is how to calculate the End Of Service Benefits for an employee working in a private company with an unlimited contract? My basic salary was (on average) AED 9000 per month from the year 2009 to 2019, which is reduced to AED 5000 in a new contract signed in 2020. Unfortunately, the company has terminated me in 2021. Now, based on which basic salary my EOSB will be calculated; the first 10 years based on AED 9000 or last year (2020) based on AED 5000?

Q: Dear sir/madam, If an employee worked for 8 months, is he entitled to a gratuity?

Q: Good evening If our company owner told us to leave the job in between contract periods, then what are the criteria to calculate the gratuity? Tell me one thing also, if our company owner has to pay us more salary like one or 2 months.

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).