Q: Hi, I have been working for a reputed company in Dubai for 2.5 years. I resigned from the company and served my notice period as per my contract. Upon my last working day, I submitted all handover. They asked me to hand over my passport and they will only give my final settlement once I cancel my visa and show them the exit stamp or show them new visa if I get a job in Dubai. I sent them my visa status change copy as I got a job in another company. It's been 2 months, and now my ex-company started raising questions on trivial things like "where are stationary, pens, files, the box, they can't find stuff...etc.", though I gave a handover. I have been following up on my gratuity & final settlement, but they are not replying and not even informing me anything. No reason was given for holding my money. Is it legal for my ex-company to hold my final settlement? I have served my notice period, have a clean record, no warnings, no misconduct. Can you please guide me? What can I do to get my final settlement? Thanks A

Q: I had filed a complaint against my previous employer to whom I worked for 6 years and 7 months. They did not give me my End of Service Gratuity, Leaves and Salary which amount, in total, to 87,000 AED. They are now 10 months due from the time I resigned. My previous employer's legal representative first said that I am not eligible for all my claims since I did not serve notice period which is not true. I responded citing evidence and today I received a letter from them again saying that I already signed that I received all my dues. Yes, I signed the MOL cancellation, but I haven't received my money. There is no evidence that our company transferred such amount to my account. I signed because I was told that they will not cancel my MOL and I would not be able to start with my new job. I wish someone represents me as I feel like my previous employer's legal representative is only delaying what is due.

Q: Dear Sir/Madam I have been working with a company in Dubai for 4 years and 9 months under an unlimited contract. I have been offered a job in Pakistan and my joining date there is the  5th of March. I have given my resignation to my current employer and it was accepted via email. My notice period ends on the 28th of Feb. I have been given an indication through internal sources within the company that the company is looking not to pay my final dues and delaying it will force me to just get the visa cancelled and leave. I am in need of some advice in this situation. Can I file a case before the 28th of Feb and leave the country to join my other employer and hope in my absence the case will be resolved by the labour court? Would appreciate a reply.

Q: Hi. I have worked as an accountant in one company in Abu Dhabi since Oct 2014 under an unlimited contract. Last Jan 8, 2022, I have submitted my resignation, handed over all the data and completed my notice period on Feb 6, 2022. Now my employer is saying the data are not proper and you have to wait until they finalize the financials. They refused to cancel my visa and they hold my passport. Is it legal? Can you advise on what I can do?

Q: My name is A. I have been working in a private company for 4 years. Now my visa has been renewed but it is only for one week. If I give my resignation now, will I face any kind of legal action? Do I have to pay compensation to any company?

Q: Hi there So yesterday I went through a mutual termination dismissal. I handed in the work laptop but I lost the charger. I asked the HR lady that from my final pay, they may deduct the amount of the charger and the laptop back which all amounts to R700. She emailed me that they are declining that arrangement. Does that mean they won't pay me my final pay? Or what does declining that imply?

Q: Hello, A friend of mine is currently facing a situation with her employer for which I would really appreciate some advice. My friend basically gave her resignation papers. While serving her notice period, the company took away her company SIM card, Email access, files access, etc. after which my friend deleted WhatsApp from her phone. It contained company information and clients so she didn't want to have that WhatsApp on her personal phone since she's no longer supposed to have access to anything at this point. After deleting WhatsApp, the company is now making all sorts of allegations and they're holding her pay and passport. They even raised a MOHRE complaint against her for 5 different claims one of which is damaging property and some stuff like that. Now, they are basically telling her to give them back all that WhatsApp information then she can go, otherwise, they will sue her in court. My question is, is she obligated to give back those conversations from WhatsApp or not?

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?

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).