Q: I have been given a verbal termination notice of two months. What are the repercussions if I can prove that I have been fired from the position of the Chief Accountant because I was not signing on fake payroll sheets to be filed with the labour department, when in fact, actual payroll contains overtime way in excess of local labour laws? Also, should I work full time during these two months as I have to search for a job also during this period? Also, our company had a joint venture and they terminated its accounting staff 4 years back and told me to take up full responsibility of managing accounts and audit of that company over and above my actual working in the existing company, with a verbal commitment that I will be compensated extra for the same. Later on, my company started charging to that joint venture for the accounting services rendered by me, but despite my requests so far no monetary compensation has been passed on to me. Can I file a claim on the same in labour court?

Q: Hello there, While on duty, my knee got twisted back in November 2017. In Feb 2019, it started to give me more trouble and I did surgery in March 2019. Now, I can't return to my duty. So I sent a resignation letter but my manager said to me I can't resgin as I'm on vacation leave. They want me to work for one month. Is there is any way you can show me a way out?

Q: I believe I have a strong case of arbitrary dismissal. I understand from article 115 of Labor Law that if this is the case my employer is bound to compensate me for a maximum of 3 months total wages. My questions are: 1) By using the word maximum does that mean they can pay less than 3 months? 2) My contracted monthly pay is split into two parts: basic and allowance. Could they argue I am only entitled to 3 months basic pay and not the total amount?

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).