Q: I have a couple of labour issues. I worked for a company for 7 months, and I was lied to regarding my visa status while I was working. It was said it was possessing while it was not, and I also received a false labour contract which I later found out. Once I finally received my visa, I had a death in the family so I wanted to take my emergency leave. My employer said it will be an unpaid leave, so I replied I thought I can get 30 days paid leave after my probation period, then he replied bring in your passport for termination. I just needed to leave the country for 2 weeks for the funeral even if he would have said that he could not pay for the leave it would be ok, but by terminating me instead, I thought it was a wrongful termination. When I came into the office they told me it was because of poor work performance, which was not true because I never received a prior documented notice with my signature regarding poor work performance. What legal actions can I take towards this case?

Q: Salam! I have a Limited Labor Contract with LLC company in Dubai till 01.05.17 as a Project Manager. The salary that is stated in my labor contract is much less than I agreed with CFO to work for. Never was paid in full as per our "Gentleman's Agreement". After I raised this matter to CFO of the company they urgently want to terminate my contract. There was no Letters nor Warnings! What am I entitled to in this case and what is the algorithm of my actions? Thank you very much for your advice!

Q: Regarding limited-term contract termination by the employer, I would like to know the benefits; what will I get? Currently, they sent me a termination letter saying that it is due to redundancy and mentioned that my last day of work is April 4, 2018. My employment agreement mentions 1 month but my contract was a limited-term contract. Advise me on this. Should I meet you to discuss it further?

Q: Please, what should I do? I've finished my contract ​and my Emirates visa will expire this 5th of November, but my employer refuses to settle all my benefits and he's owing us about three months salary. His reasons are that he's waiting for clients to pay him money to clear me. So many people finished their contracts before me and they are not yet settled, they have been staying in a room for over three months overstay and I don't want to stay in such a way.

Q: My employee took a 1 month leave in the 7th month of the first year despite a clause in the contract that the first one year continuous leave cannot be taken. So during that time, the employee had agreed that she does not want to get leave salary for that month. However, after she resigned and the labour contract has been cancelled after a 2-year contract, she has presently included that 1st year leave salary in her pending dues. Am I liable to give that?

Q: Good evening. Is there any indemnity if an employee works for 11 months in the company in Bahrain?

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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).