Q: I’ve been made redundant due to COVID-19 after 4 years with the company. I’m employed by a private company under MOHR laws. Am I entitled to housing allowance? The steps under policy 279 before redundancy were not followed. Now my company is pushing me to sign a letter accepting redundancy. To top it off, they have kept a person who was on probation (6 months) for the same role (hired while I was on maternity) and never offered me the role at his reduced salary. I believe I’ve been let go as I’m now a mother. What are my rights here?

Q: Hi, I am working in a company situated in the free zone, and due to the economic crisis as mentioned in my termination letter, the company terminated me and gave me a 1 month notice period. My contract was 3-year visa I finished my 2 years 4 months ago. In this situation, does the company need to pay me a 3-month salary with notice period salary?

Q: Hello, On 17th March, I have traveled to India on my annual leave (approved by the company) and I was supposed to return on the 10th of April but due to the Corona outbreak, all the flights were canceled so I am stuck in India. Now last week, around 26 or 27th April, my company called me and they informed me on a phone call that, due to this unexpected situation, we are not getting any new business so we decided to remove you from my position at the company with immediate effects. They have not even paid me my annual leaves. Now without giving any notice, they simply asked me not to continue with the company, and they are not ready to pay anything, giving an excuse for the loss of business. I have joined this company in September 2019. My contract is an unlimited contract. Could you please let me know if I open the case against my employer, can I get the end of service benefits? They also said we can continue your visa if you want to come back to look for another job.

Q: Good evening, I am writing to you in hopes of any help you can provide me. I have worked for a company in Dubai. Last week Aug 3, 2021, I was terminated (well I am not sure if I was terminated, because my visa expired on May 10, 2021, and the employer did not renew it). They asked me not to come to work anymore. On top of that, the employer did not pay June and July salaries (technically I worked with them till Aug 3, 2021). Now, my employer is refusing 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. I am begging for any help you can extend. Even legal advice on my situation will be dearly appreciated. I am appealing to anyone in your office to please help. Moreover, they have my passport with them, and I am staying on fines in the country since my visa has already expired on May 10, 2021. Thank you for taking the time to read this!

This article discusses the Ministerial Resolution No. (279) of 2020 Regarding Employment Stability in the Private Sector during the Period of Application of Precautionary Measures to Curb the Spread of the Novel Coronavirus Issued by the Minister of Human Resources and Emiratization in Abu Dhabi on 26/3/2020.

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.

As the world is currently experiencing a major lockdown and suspension of almost all commercial and civil operations, the question arises in the novelty of Coronavirus outbreak on how serious it is to be dealt with as a Force Majeure.

An interview-format article covering the topic of employment issues and laws during COVID-19 in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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 UAE attracts a large population of expatriates from around the world for business or leisure. It occurs sometimes that those expatriates violate the rules of their visas and incur overstay fines which accumulate the longer they stay beyond their visa's expiry date. This may result in travel restrictions, banning violators from entering the UAE for a certain period or lifetime. The UAE authorities have now announced a two-month scheme for violators to rectify their situations.

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).