Q: Dear Sir/Madam, I have been working as a Civil Engineer in a Dubai-based construction company since 2003 with an unlimited contract. Due to financial issues, the company has decided not to renew its license and is closing down, but they have the dues that have to be paid to the local sponsor and he is not signing the cancellation papers. Please advise how I can get my visa canceled.

Q: Good evening Sir, I am H., working as Asst. Manager under an unlimited contract, and now I completed 4 years and 10 months at this company. I have resigned from the job effective 01.06.2019, and on a 30 days notice period. My boss instructed me to withdraw my resignation letter and give an apology letter, but I refused politely. Last week, they accepted my resignation and they instructed me to vacate the accommodation. On 16.06.2019, I vacated my company accommodation and handed over all the things that belong to my company. The facility of the motor car was revoked on May 30. My HR manager said (verbally) you can stop your duty, but he is not ready to send an official email. Still, every day I am going to the office by taxi. Now, they are forcing me to sign the cancellation paper. I asked about my gratuity but the HR manager is saying you have to sign cancellation paper letter we will process your gratuity. Sir, I am kindly requesting you to advise me on the procedure of how I can solve this issue in a professional way.

Q: Hi sir, I want to submit my complaint to the labour court, please guide me.

Q: Dear lawyer, I have been waiting for my final settlement for nearly 4 months. My visa has already expired but I am still staying in Dubai as the employer said that the overstay fine will be paid by them. My question is, can I ask the employer for compensation against my expenses incurred throughout my waiting period until settlement completion?

Q: Hi, Is there any law that can apply for illegal cancellation of my visa even if my employer has not paid the judgment yet from the Labour Court?

Q: Hello Madame, Good Evening! Just want to ask what will I do if my company is asking me to sign my cancellation papers without giving my end of service/gratuity? Is it allowed in the labor law? Thank you so much!

Q: Hi Maam, Is it right to sign the cancelation papers before getting the gratuity? In the documents, it is written that I certify that I have received all my dues up to date. They want me to sign these documents before they process all my pending dues.

Q: My son works in an education provider company in Dubai. He started the job on 22 November 2018. He is resigning on 06 June 2022. The company told him that they need 3 months notice period. So he completed it. Now even though the company is enormously profitable, they are not ready to pay his gratuity. His take-home salary is 4250 but his basic salary is shown as AED 500 (which is notoriously low). As per my calculation, he is eligible to get AED 1300 at least, but the company says they will not pay and he has to sign a no-dues certificate. They said if he did not sign, they are telling him they will not hand over his degree certificate (again holding illegally without any proof) and the last month's salary. My son worked so hard for them and he really deserves that settlement. What will he do in this situation? If we file a complaint in the labor court, does this become an issue for his new job joining?

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).