Q: Hi Sir, Good evening. Please, I need your guidance. I have been working in a construction company for 15 years as a civil engineer. My last visa got expired on 25.02.2019 & I had done my medical on 17.02.2019. But meanwhile, I got a termination notice on 20.03.2019 in which I have been given time till 17.04.2019. But meanwhile, my company renewed my visa as well which is valid until 2021. Am I eligible to get a salary until 17.04.2019 only (1 month) or the company has to pay for 3 months as my contract was terminated immediately after renewal? My visa was issued on 17.02.2019 and I got the termination notice on 20.03.2019. Thank you

Q: I worked in a company for more than 5 years. I was terminated (with notice period) after I made a salary complaint. The labour researcher said it might not be arbitrary dismissal because I'm on an unlimited contract, saying any party may terminate the contract as long as there is notice period. So I didn’t push for it. We haven’t settled my gratuity yet, but they want to deduct my lates and absences. As of now, I'm just assuming they want to deduct all my lates and absences from my joining date until my last day. I admit that I have many lates and absences (sick leaves) in my entire employment with them, but they never issued any written warning or imposed any fine as disciplinary actions - they didn’t deduct anything on my salary following every incident. Is it legal for the company to deduct lates and absences on my gratuity? Can they count the lates and absences from my joining date until my last day? Or only for the past few months, or 1 year, or start on my latest renewal date? Thank you.

Q: Good afternoon Hari, I have been given a termination letter by my company and asked to leave without serving the notice period. The company said they will pay me for the 1 month notice period salary and extra 1-month salary. As per the law, I'm supposed to get 1 month notice period salary and another 2 months salary, right? Just to let you know, I am on an unlimited contract. The notice period mentioned in the contract is 1 month.

Q: My question is how to calculate the End Of Service Benefits for an employee working in a private company with an unlimited contract? My basic salary was (on average) AED 9000 per month from the year 2009 to 2019, which is reduced to AED 5000 in a new contract signed in 2020. Unfortunately, the company has terminated me in 2021. Now, based on which basic salary my EOSB will be calculated; the first 10 years based on AED 9000 or last year (2020) based on AED 5000?

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).