Q: Dear Sir, I worked for a consultancy firm in Dubai from October 2015 to September 2018. I have several questions: 1 - I moved to Morrocco in Jan 2018 with the approval of my employer, I kept working with my employer and recieving monthly salary payments up until the end of September 2018. Then I received an email saying that I would be terminated due to economic reasons (I have the written proof as well as bank statements). 2- Upon my moving to Morocco, my salary was reduced from AED 21000 to AED 11000 without justification as to the reduction. 3- My employer refuses to pay my end of service as well as the salaries for September and October, as I have a 30-day leave notice which I have worked. Is there any legal recourse or otherwise I can seize to solve the matter as the employer doesn't return my calls anymore and they do not reply to my emails. Thanks in advance, Amin Echcherradi

Q: My previous employer is a private company and I worked with them for 1 year and a half on an unlimited contract. My previous employer has forced on me a salary reduction which I didn't agree to and no letter was signed. Due to not agreeing to this salary reduction, I was forced to transfer almost half of my combined salary from months of Feb 2018 to June 2018 or else lose my job. Afraid to lose my job and under this threat I had to transfer almost half of my salary to the employer. I want to claim back all the salary that was wrongfully taken from me. I have bank statement proof that showed the amount that was transferred from my account to the employer in July 2018, and starting July 2018 payroll I was getting the reduced salary. I also have my previous labour contract that states my monthly salary. 1- What are my options? 2- Would I be able to claim all the deducted salary if I provide the court with the evidence?

Q: Hello there, I have been informed by my employer for 34 months, that my position is no longer required in our Dubai free zone office. I was employed in 2014 to take up a Dubai-based position and I was informed that I would be taking over a Middle East Director in two years. They have asked that I relocate to the UK in 3 months to take up the same position, they have given me 1 week to accept this offer. Given that there is no mobility clause in my employment contract and offer letter, would I be within my right to refuse this offer on the grounds that it is unreasonable as we now know that it would take us (a family of 4 with 2 children) longer than 3 months to plan and move the family back to the UK? What rights do I have if my employer were to make my position redundant, would I have grounds to sue for constructive dismissal as my performance has never been in question?

Q: Hi, I am resigning from my company after working for 3 years. I signed another contract after the first 2 years were completed. I was under the impression that the entire time my contract was unlimited but now I am being told that it was changed to limited. Not only was this done without my knowledge but I am now being told that legally I am not entitled to ANY gratuity after 3 years because I am resigning before my 2 years is finished. Is this legal?

Q: Hi, My visa was renewed four days ago in the same company. After the visa renewal, the company is demanding that I go to Saudi Arabia for a one-year project with a Saudi business visa. However, I do not want to go to Saudi Arabia. The company is giving me only one choice: either I go to Saudi Arabia or resign and pay the expenses of the visa renewal. What should I do?

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.

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 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).