Q: I joined a Dubai based company as GM in May 2016 and resigned with a one-month notice from 1-05-17 to 31-05-17. My boss told me to prepare accounts and clear issues ‘AFTER MY RESIGNATION’ (Used these words specifically in a letter) and took a security cheque (Blank dated) with a letter signed to this effect. Within 37 days I compiled that data with satisfaction on 7-06-2017, and in the presence of auditors, my boss processed my visa cancellation. My boss advised verbally to collect my gratuity and security cheque later on. After one month of cancellation, my boss filed a complaint in the Labour Department that I joined his competitors whom I started working with them. Four months after cancellation, he deposited my security cheque in the bank without my knowledge and it was dishonoured. I filed a complaint in Labour, but the matter was referred to the court. My boss did not recruit a new GM for the last five months, and things got messed up. Now, he is putting all the blame on me for his mismanagement and I am working in a new company now. I want my security cheque back with my Gratuity. Please advise.

Q: Hi, I need advice. I have been working for the last 30 years, and the last 10 years were with one company. I have received termination stating harassment while requesting for a face to face check with the people, facts were not disclosed. Now, they have informed me that they'll detain my gratuity amount which I feel I deserve. Harassment case - it was a complaint raised by few colleagues stating improper touching, which was not the actual case. Hence, received a termination for the same. Never given a chance to speak. However, I have not been such a person and have not done such a thing in overall 30 years of service. Now, gratuity has been held considering the harassment clause.

Q: My company filed an absconding case against me while I was in prison. This caused me to stay another 15 days. Can they not see I am in prison and not absconding? Can I file a libel case against my company and how much I can ask for compensation?

س: مرحبًا، أنا موجود في دولة الإمارات العربية المتحدة وتحديدًا في دبي. منذ فترة أجريت مقابلة عمل في شركة تعمل في مجال السفر والسياحة وتم الاتفاق على الراتب والمُسمَّى الوظيفي. كان الراتب المذكور مناسبًا وصاحب العمل أخبرني أنه سيرسل عرض العمل. مع العلم أنه كانت هناك فرصة عمل أخرى واعتذرت عنها بسبب هذا العرض. فوجئت أن صاحب الشركة يطلب مني متطلبات لكي أبدأ ممارسة الوظيفة؛ حيث أن لديه نظام معلومات بأسماء الزبائن وأرقامهم ويخاف من سرقته، وبغرض الحماية، طلب مني شيك تأمين بقيمة 100 ألف درهم إماراتي، وقال إن هذا الشيك سيكون تأمين في حالة عدم احترامي لقواعد الشركة أو اختراق بياناتها، وفي حال أنني قدمت استقالتي، فإن هذا الشيك سيبقى معهم لمدة سنة. ما رأي القانون في هذا الموضوع؟ وهل أستطيع طلب تعويض؟ يُرجى العلم أن لدي نسخة من عرض العمل.

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 by Law amend the Federal Law No. (18) of 1993 by replacing Clause (4) of Article (379) as well as Articles (600), (617), (641), (642), (643), (644), and adding new articles numbered (635) Bis, (641) Bis (1), (641) Bis (2), (641) Bis (3), (641) Bis (4), (643) Bis (1), (643) Bis (2), (644) Bis (1) and (644) Bis (2). The Decree-Law also repeals Articles (401), (402) and (403) of the Federal Law No. (3) of 1987.

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).