Q: Hi, Can an employer force an employee to take any remaining annual leave days during their notice period, if they prefer not to pay cash?

Q: My employment was terminated with a proper 30-day notice by the company. I have worked 3 years 7 months and 10 days. I took 8 days per year annual leave instead of 30. Now that I am leaving, I wish to be reimbursed the unused leave. How many days unused leave can I claim according to the law? 

Q: I sent a formal email asking for 12 days annual leave and it was approved. On my last working day before my annual leave starts, the HR guy asked for me and we sat down and he told me that I am out of balance and that I owe them 14 days. I asked him to show me the annual leave forms that I have signed, and according to what I have signed, I only took 14 days in my second year so far with this employer. My hiring date was in September 2015. He also told me that I have exceeded my balance during the first year and that I have to work until September 2017 with no right to book annual leaves. And that if I resigned or got terminated they are going to deduct those 14 days from my salary. My question is: can my employer do what he has just done, deny me my annual leave at such a short notice, and can he deduct those 14 days from my salary? Is it my fault that they are not organised? And under what circumstances can I sue my employer with regards to the above?

Q: I was terminated on 6 Dec, and placed on gardening leave from 13th Dec. I have 18 days of unused leave and my employer is telling me to take the leave during the gardening period. He does not want to pay for unused leave. Has offered 9 days. What are my rights? If I file a case with MOHRE, what happens after 6 Feb, potentially my last day of the gardening leave? Can they cancel my visa if we are still in dispute? Do they have to continue to pay me?

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).