Q: Is it possible to terminate a 2-year-contract after one year due to low performance? The contract states that only reasons stated in article 120 Labor Law apply.

Q: Kindly advise if the company is obliged to pay to the employee the cost of air ticket back to home country upon his resignation.

Q: My employer has filed an appeal to the Dubai Court decision on our labor case where they did not show up by submitting a backdated termination letter showing termination before the filing of the labor case. I have the pic of actual termination letter which I was asked to sign after the labor case.  Actual timeline 21-07-2015 labor case filed, 27-07-2015 I was asked to sign termination which I didn't backdate, the document shows 18-07-2015 before the labor complaint.

Q: 1) Since the company is a semi-government entity based in Abu Dhabi, can I challenge the unfair spot termination decision and get 3 months salary (per month salary was AED 7000) and other benefits? 2) Can I claim all my living costs (house rent, bills, car rental, food, telephone, travel/ fuel etc) after notice period finished date i.e. 26 April 2017 as per termination letter (21 days till 17 May 2017 and could end up more weeks)? 3) The termination letter was handed over on 29 March 2017 and last working day was same day but as per termination letter my last working day would be considered as 26 April (that is a difference of 3 days unpaid?) 4) As per my clear instructions to my team to report all necessary matters but in this case, everyone failed to report me and even many Rental Agents kept on renting this vehicle with a low tire pressure sign on the dashboard. 5) Shall I approach the labour court in Abu Dhabi or civil court considering my visa from immigration?

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: Dear, I want to ask one question today. I have given my employer a termination letter so I can cancel the visa immediately or within 2 to 3 days.

Q: If I send an undated resignation letter (attached to an email) to my HR Director, whereby the contents of the letter explicitly state "as we discussed, please find attached resignation letter, effective of *Xx." * A date later than when the email was sent. When will my notice period start? The date in which the email was sent, or the date in which is explicitly detailed within the resignation letter itself? Much appreciated.

Q: Dear Madam, Greetings! Since I have been terminated in a company located in Dubai, now I'm in 30 days' notice period. As per the UAE law, is it compulsory to attend the duty in notice period? Do I have rights to claim in cash for my termination an exit flight ticket? Hope to receive your valuable advice as soon, please. Thanking you Madam.

Q: I am working for a travel agency. They told me orally you will be terminated, but till date, they didn't send any mail regarding termination. So, when does my termination start and I know one month is a grace period? Can I return my emirates id? And one more question, my company made a contract of 2 years. Now, I completed 9 months only. Can I get paid any amount (gratuity) while leaving?

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).