Q: I’ve been made redundant due to COVID-19 after 4 years with the company. I’m employed by a private company under MOHR laws. Am I entitled to housing allowance? The steps under policy 279 before redundancy were not followed. Now my company is pushing me to sign a letter accepting redundancy. To top it off, they have kept a person who was on probation (6 months) for the same role (hired while I was on maternity) and never offered me the role at his reduced salary. I believe I’ve been let go as I’m now a mother. What are my rights here?

Q: Ramadan Kareem! I am working in retail with an unlimited contract. Last March, my income has been reduced by 20% due to the company's internal restructuring. Unfortunately, the COVID-19 pandemic got even worse forcing me to be in furlough. They have reduced my income by 80% until 3 months. At the same time, the company had asked to donate some of the Annual Leave days to help the company during the crisis. Is this legal? The company is going to put me into redundancy soon and they have advised that it will be only for a month instead of the 3-month compensation. Kindly advise.

Q: Hi! My company has terminated me (with a few others) due to COVID-19. April 30th is my last day and I am relying on getting my gratuity to keep me afloat for a while as I look for a new job. However, my employer said that they will not release my EOS until they cancel my visa. Given the current situation, how can I go about this? How long can I stay after they cancel my visa? The UAE government recently announced that they will let people stay in the country until the end of the year due to the travel restrictions, does this apply to me as well?

Q: If the employment contract has a clause that either party can terminate the contract with one-month notice, using this clause, can an employer terminate a staff without mentioning any other reasons or should we specifically mention that due to COVID 19 unfortunate situation we need to do a staff redundancy? If so, are there any specific criteria or documents to be kept for selecting those staff?

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 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 was terminated from employment in June 2021 after receiving and working 1 month's notice. I was on an unlimited contract. I am still waiting for 2 months' salary, gratuity and leave payment which my employer accepts is due but still not paid. I have raised a complaint with MOHRE and have the approval to go to Court. However, I was terminated as a result of the employer citing that due to COVID-19 they need to reduce salaries by 30%, letter dated 22nd Apr 2021. As I refused to sign, I was then terminated, via a letter dated 3rd May 2021, which stated "due to restructuring", my position had become redundant. The question is - Am I able to claim Arbitrary Dismissal for up to 3 months salary for the unfair termination?

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.

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.

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).