Q: If in any case that our system was hacked, and by mistake, a payment transfer was done and sent to a wrong bank account which is the bank account of the hacker, will the one who sent the payment be liable to pay the amount transferred to the hackers? Does the company have the right to file a case against the employee who made the mistake?

Q: I have taken a loan for a company which I was working as an Accountant. Whether I am liable for such a loan for the company? The bank has given the loan in the name of the company and the bank has taken a security cheque from my employer. In such a situation, whether any GCC ban will be there as I have left the country also?

Q: Suppose the employer finds out that the employee has been contacting his clients, and selling vendor products to such clients and accepting money. This has been captured in a CCTV footage, submitted to the police and the case is being under investigation. Now, the employee does not report to work and files a case in the MOL for overtime and not salary, as the salary is paid on time and payslips are signed by the employee. Since based on the final judgement, all the benefits for the employee may be nullified as per article 4 of the preamble, can the employer request the MOL to defer the hearing in the case till a final judgement is received in the police case? Pleases advise if any other means can be taken.

Q: Hi. I am working as an engineer. I am preparing BOQ for the project and I will forward it to my manager for verification and he will make a final quotation and send it to the customer. Unfortunately, I did a small mistake while making the BOQ in the Tender Stage Project and forwarded it to my manager for further procedure. He has not noticed also the mistake. After a couple of months, the main contractor called for a final discussion. That time we cross-checked the BOQ again and I found this mistake. I informed my manager that we missed this quantity which will increase the project cost, so we won't be able to meet their target. He shouted at me because we lost this project. I will take the necessary action. I just want to know if Article 120 is applicable to this issue. Please advise.

Q: Hello, I'm structural detailer/draftsman. My employer terminated me last Nov. 30, 2020, due to some mistakes of work. But now more than 1 month already he doesn't want to cancel my visa and he told me to go back to my home country without cancelling my visa. Otherwise, he will file a case against me due to my mistakes and he wants to deduct the cost of rework and material scrapped from my settlement (AED 15k of total cost) due to my mistakes. Hope you can help me and give advice on what to do in this situation. Thank you in advance.

Q: Dear Questioner, In the UAE, is there a maximum amount an employer can deduct from an employee's severance pay due to damage/negligence?

Q: Hi, I am working as a mechanical engineer in a firefighting company in Abu Dhabi. I am in charge of and representing one of our sites and I am working inside the site. Due to our mistake during maintenance, we created a fire alarm which results in the evacuation of around 450 persons for 20 minutes. Due to this issue, our client charged a penalty of around 40000 Dhs to our company. Hence I need to know what actions can my company take against me. Is it allowed for the company to charge a full penalty amount from me or will they terminate me without settlement if I am proven guilty? If I need to pay the company some amount, what is the maximum amount I need to pay legally? If I am planning to resign from my company, will they make any issues during visa cancellation?

Q: There was a legal action against an employee who failed to participate in an international event in Saudi Arabia due to a family issue that resulted in a travel ban, which in turn led to the non-signing of an AED 100,000 deal resulting in a loss to the company. - What legal grounds exist for the employer to pursue legal action against the employee in this scenario? - Does UAE labor law provide any specific guidance or remedies for such situations? - What are the desired outcomes or remedies the employer can seek through legal action? - Are there any potential legal consequences or liabilities for the employer in pursuing this case? - What documentation and evidence are needed to support the employer's case?

Q: My brother has been working for a company for 11 years. In the last 3 weeks, he had an incident/accident and scratched a plane since he only had 1 person to assist him as the company was not hiring enough people. Senior staff like him are working more to train inexperienced new hires which adds to their workload working almost 12 hours/day including travel to DWC. The pilot said it was aesthetic and could be painted over but a police investigation ensued. Last week 3 managers and HR talked him down as the investigation concluded. He was terminated immediately with only this month's pay and his 11-year gratuity will not be given by the company. It was not gross negligence or malicious intent, he just didn’t have enough people to help him. He owned up to the mistake and reported the incident within 24 hours. Can he fight for the gratuity?

Personal injury involves an injury sustained physically, emotionally and mentally. The injured person is entitled to claim damages where he has suffered an injury due to the other person’s wrongdoing. The victim may file a case against the person, who is found guilty in a criminal case or his insurance company if the defaulter has secured himself by insurance. The UAE civil law allows filing a compensation claim for injury damages.

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.

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).