Q: Good Morning! I'm writing to you in hopes of any help you can give me. I'm a single mom and sole provider of my family back home. Last Feb 15, 2017 I was terminated. Now, my former employer is blackmailing me for them not to pay me any of my end of service benefits. I have not received any end of service benefits and they are not being cooperative and they are threatening me with police prosecution. I am begging for any help you can extend. Even legal advice on my situation will be dearly appreciated. Please. I need help. I am appealing to anyone in your office to please help. Thank you for taking the time to read this.

Q: My husband filed a labor complaint in court and the demand was 200,000 AED including the delayed salary (6months)+gratuity+reimbursement claim for medical insurance under company + immigration fine due to the failure of renewing his visa. The court judgment is only 46,000 and his salary as per contract is 9,000 while the current salary where most of the delays were made is 12,000 AED. What is the basis of judgement in your opinion? Did they base it on BASIC SALARY for the delayed + gratuity? Do we need to appeal against the court decision, because we are afraid that we might lose even this money as we cannot afford to hire a lawyer? Moreover, we paid the immigration fine of 10,000 AED from our pocket as they said it has nothing to do with the case. Can you please enlighten because of what his company did to us lead us to lending money and we are expecting at least to get the 6 months full salary + gratuity and the fines that we pay for overstay due to this company.

Q: Dear Sir, I am working in a Hospital as a Registered Nurse from 11.05.2014. My first two labour contracts were unlimited labour contract and after finishing the second contract term, the hospital management renewed the labour contract with a new limited labour contract. I have resigned from the hospital now and I am in the 2 months notice period as per contract. I like to know about the calculation of my gratuity amount. As per the hospital management, they calculate the gratuity as 14 days x 4 years (for the completed unlimited contract period). Whereas I have completed total 5 years and 4 months period in total with the hospital (4 years with unlimited contract and 1 year and 2 months with limited contract). Kindly confirm this gratuity calculation is correct as per the UAE labour law. Also, the hospital management asked me to pay a two-months full salary as a penalty since I am resigning without completing the limited contract. I am awaiting your valued reply.

Q: Dear all, I was hired as GM for a company in Dubaï which is a subsidiary of a European Holding. For 3 months, I did not receive my salary. The local company (LLC) is about to close with no more assets & no local funds. We used to receive funds from this holding to pay all local expenses. My company doesn't want to terminate my contract even they invoke that I am not working. Indeed, they removed from me the business car, the professional phone number, and the professional email without notice. The local sponsor and the director of the holding are the only ones mentioned as managers & shareholders on the trade license. Any chance to get my salaries + gratuities? Should I send a letter of resignation then and cancel my visa if the local sponsor accepts? What are the legal consequences for both sides? According to my employment contract, I should have 3 months' notice period for termination. In case of an "act of negligence", they can terminate my contract immediately (no notice period). Waiting for your advice, Thanks!

Q: Hi, For an employee who has finished 7 years, the gratuity would be calculated on 30 days' basic pay, or would it be 21 days for the first 5 years and subsequently to be taken as 30 days after 5 years or more? The above query is based on the fact that the employee is on an unlimited contract. It would be very kind if you could clarify in compliance with the UAE labor law. Many Thanks!

Q: Hi, I need to know the eligibility and process of obtaining a retiree visa for someone who got retired after working for 15 years at a reputable organization in Dubai. He has a real estate investment in Dubai worth over AED 3 million. Appreciate it if all the details along with the cost are passed on to decide about it. Thanks and regards,

Q: Dear sir/madam, Does an employer have the right to calculate the end of service money by applying the old labor law (considering only 7 days for 1st-year completion)? I have resigned from my job after completing one year, 4 months, and I understand that according to the new labor law, the end of service money should be paid 21 days of the full salary (not basic). How can I protect my entitlement? Could you please advise on this regard?

Q: Dear Sir/Madam, Since the UAE required all existing unlimited-term labor contracts to be converted to limited-term contracts, on which one (unlimited or limited) must the calculation of gratuity be based?

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.

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 mainly the 3 sectors which have their employment laws, like the laws of companies under MOHRE (governed by Federal Law no. (8) of 1980 Labour Law, Domestic works govern under Federal Law no. (10) of 2017 On Domestic Workers and Free Zone companies governed by their specific employment laws.

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).