Q: I would like to know if the actions of my employer are eligible. I have been working for the company for more than 3 years. I got pregnant a few months back and I informed the management of my company about this. I have been told that I can't go on maternity leave and I should submit my resignation letter asap, otherwise, the employer is going to terminate me with a ban or something like this, they did not clarify. I do not want to lose the job. I just want to know if the law protects me in this situation.

Q: I told my employer I was pregnant (I have been with the company for nearly 3 years). My boss told me not to return after the baby is born and also said that I should leave before my maternity leave. I told them it's my right to stay/choose. Since that day my boss has harassed and bullied me at work. I raised a formal complaint against him. However, the company are supporting him saying it never happened as they don't want to be liable. I am now signed off work sick because of the abuse/treatment at work that ended up with me nearly having a miscarriage. If I resign, I lose my 3 years EOSB, my medical and visa. But if I stay, I am subjected to daily harassment. What legal rights to do I have?

Q: Hi, My wife is nearly 4 months into a new job. We are expecting our first child and her work found out about this recently. Not long after finding out, her line manager made a fuss about how many weeks her maternity leave will be and what it will cost the company, and how much inconvenience it will cause (though we have no evidence of this conversation). Today she was pressurized to resign, being told "we don't think this job is your thing". She was accused of messing up the job, but when she challenged for evidence they had none. We strongly suspect this is mostly down to her being pregnant. She has been working for 4 years in her industry in the UAE (6 years in total) and has never been terminated from previous jobs. She is still on probation. What can she do to avoid termination if they decide to make up reasons for firing her?

Q: Hello Sir, I am a doctor and was working at a clinic. I am expecting a baby and am 9 months pregnant. My company terminated me due to my pregnancy, and I filed a complaint with MOHRE. The judge ruled that my termination was not illegal and that I would not receive compensation. What should I do now?

Q: Hello, What if the employer terminates me during the 3rd month of pregnancy? Can I claim maternity compensation?

Q: Hello, What can I expect my employer to offer if they ask me to resign or terminate my contract? I am a married teacher, 4 months pregnant, with a recently signed contract until August 2026. They say I did not achieve the rating the school wanted, which is true. I don’t want to fight legally; I just want to leave and go home for the peace and health of myself and my baby.

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.

This Article explores the maternity rights envisaged under the UAE labour law [Federal Law No. 8 of 1980 regulating Employment Relations in the UAE (the 'Employment Law')] and also about the important points to be noted while availing the leave.

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).