س: إذا امتنعت عن سداد الأجور خلال فترة الإغلاق التام للشركة بسبب كورونا، هل تلحقني مسؤولية؟

Q: Hi I'm employed by a Dubai-based LLC entity, and it has been 20 months as of now & my contract states as an unlimited period. In case the employer terminates my contract with immediate effect due to the cost of redundancy, please advise what will be the end of service & compensations. Thanks

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.

س: تستأجر الشركة عقار سكني في دبي على أن تؤجر الشقق السكنية للموظفين. يدفع الموظف قيمة الإيجار الشهري على شكل شيكات نقدية. ويتم عمل تفاهم أو تعاقد مع الموظف ليدفع فواتير الكهرباء والمياه والغاز وخلافه. السؤال: كيف تضمن الشركة حقوقها في حال انتهت العلاقة العمالية التي تربطها بالموظف؟

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.

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

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).