Q: Dear Sir, If an employee did not complete his contract (for two years) and served only for 10 months, is he eligible for leave salary and indemnity?

Q: Hi. Good day, One of our employees filed for annual leave last October 30, 2018, although he still had not completed 1 year in service. However, due to lack of manpower, we granted 10 days leave only and we paid 20 days for his leave salary. Now, he is saying that he is eligible to take that 20 days' leave but without pay. If the company will not grant, the company needs to pay him an additional 20 days salary. Our company will not grant that leave as he has accrued leave days in his 2nd year. Please advise if it's lawful to pay him?

Q: The employee was being terminated due to the non-availability of projects (Project-based) but under unlimited contract. He has 32 days as an unused leave. Article 5 of the Labour Law mentioned that accrued annual leave shall be paid on the basic wage, while Article 79 mentioned that it shall be paid on the wage basis. Please give clarification on this to avoid disputes. Shall we pay him basic only or plus allowance? Thank you for answering!

Q: Good day, I just wanna ask about the benefits that I can get for my vacation. I just finished my 2 years' limited contract this month and they renewed my contract and gave me a vacation date from February to April. I have a monthly salary of AED 3300 with an AED 2000 basic salary. What are the benefits I can get upon the vacation period? And is it lawful for them to give a 1-way ticket and I am the one to buy the ticket for the way back? Thanks

Q: Hi, I am an employee working here in Dubai, UAE for 10 months now. I'm planning to file a leave for 2 days, however, my colleague informed me that as per the company policy, they consider it as absent then I will get a full basic + accommodation only. So I am confused now because this was not the practice in the previous company. Appreciate it if I could get free advice on this matter.

Q: Dear sir/madam, 1. Can I go on holiday when I'm under a limited contract? 2. Is it compulsory for the employer to give me gratuity? 3. What is the legal process if the employer refuses to give me my gratuity?

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.

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).