Q: Hi, I am a lady accountant and I started my job on an unlimited contract with a Dubai auto access LLC company on 30.09.2017, but the employment visa is on 16.11.2017 & visa stamped on 14.01.2018. In my contract, the basic salary is 3500 + 250 for HRA + 250 for transportation. From Feb 2018 onwards, the company raised my salary to 4500 based on my good performance, but in 16.07.2018 they terminated me through Whatsapp without any notice period. The reason is that the market is dull, so they will hire a part-time accountant. I even went for work there on 17th July, but they didn't allow me to work. Moreover, from this month I faced a lot of mental torture and harassment from my colleague (and relative) for no reason. Later I understood they purposefully did all this torture to resign by myself. But I suffered. They will only pay 15 days' salary for July and no other benefits. They insulted me when I asked for my rights on the last compromise talk on 18.07.2018. Then I filed a case on them and the hearing is on 21.07.2018. In this case, what are my rights and total settlement as per the UAE law? Please advise.

Q: Can a school terminate a teacher with a PhD degree?

Q: Hello Rajasree, I am on a limited-term employment contract. If the employer terminates my contract without any cause, is he liable to pay me a breach of contract penalty of 3 months gross salary? Please advise

Q: Hello, I am originally from the UK and relocated to Dubai in 2004 when my company established a new office. I originally joined the same company in 2001, based in the London office. Since then, I have grown with the organization and am in a middle management role. Recently, the company announced they would downsize the Dubai office, and affected staff would be offered to relocate back to an office in their home country (India) or to the new office being established in Spain. I have been advised that my present role will be made redundant in Dubai but have been offered a new role in Spain. The new role is seen as a promotion but there are little to no benefits and it's a major drop in salary (basic salary would drop by 40%). There are no additional allowances. Currently, I receive basic salary + allowances. I have been in the UAE since 2004 and my options appear to be limited to accept redundancy or a new role with a significant drop in salary. Would this be considered constructive dismissal?

Q: Good morning. I’m under a 2-year limited contract. My company has terminated me. I have worked 10 months with the company now. Please do I stand to get compensation from the company?

Q: Hello! I am writing to enquire about what the UAE law says about the termination of contracts by employers and the benefits paid to employees under such circumstances.

Q: Dear Sir/Madam, My employer terminated me while I was on my local leave, and he is only going to give me my paid leave for the month of May and the notice period for the month of June. I asked for a gratuity and an air ticket, but he refused to give them. What should I do now? Should I complain to MOHRE?

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.

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.

According to this Decree, tentative approval to admit a foreign worker for the purpose of employment in the UAE cannot be granted until an Employment Offer that conforms with the Standard Employment Contract is duly signed by the employee and presented to the Ministry of Labour.

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).