Q: Hi, I am a pregnant lady (7 months) working in a construction company (project base). My issue is if I am going to be terminated before my delivery, can I demand compensation till the end of maternity leave? What action do I need to do if this happens? Thank you!

Q: Hello. I need to know my right. I was on my maternity leave and I took an additional 1-month leave along with my maternity before leaving so I can be with my little one for more time. However, I got pain and infection in my stitches as it was my second c-section. I took a doctor leave and sent it to my company for an additional 2 weeks' leave extension, but they refused. So I told them it's not possible for me to work at the moment hence consider it my resignation. Now, they are not paying my gratuity and end of service benefits and trying to deduct one-month salary as I didn't serve my notice. I'm concerned because I never had intentions to resign and requested for leave. They left me no choice even I sent a proof to them the doctor's documents as support. They shouldn't deduct one-month salary as notice because it's not my fault. Can anybody help? Moreover, the time they don't pay or deduct I want to go legal way to challenge them. Is it possible?? Help me, please.

Q: Good afternoon, My concern is about maternity leave. I quit my job last week, my last day of work will be 20 April and I discovered that I am pregnant. My first day of work was on 16 May 2018. As I am pregnant, should they give me any extra compensation when I leave? (for the 45 days that are my right to take for maternity leave).

Q: Dear Sir/Madam, After completing three years, an employee will go on maternity leave starting from March 4, 2024. Following approved maternity leave, the employee will take unpaid leave. The employee has already used all available annual leave and utilized 25 days of sick leave at the beginning of the year. If the employee goes on maternity leave followed by unpaid leave, can we consider sick leave on a prorated basis?

This Article explores the maternity rights envisaged under the UAE labour law [Federal Law No. 8 of 1980 regulating Employment Relations in the UAE (the 'Employment Law')] and also about the important points to be noted while availing the leave.

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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).