Q: Dear Madam. My JAFZA Employment Contract is an unlimited free zone contract. My services have been arbitrarily terminated on 09 Dec. 2018, and after having served the 90 days paid notice period, my tenure ended on 08 March 2019. I am now in the process of finalizing my end of service benefits, and there is a clarification required in regards to the basis of computation of the benefits. Queries are as under. Leave pay due to termination: I have 25 days unutilized leave which I intend to encash. What is the basis of computing the value of this leave pay? Would it be on the basis of: a.) gross monthly salary (which includes the latest basic salary + housing allowance + transport allowances) b.) or on the basis of latest basic salary + housing allowance c.) or on the basis of just the latest basic salary? Could you please clarify and provide me with the correct latest updated UAE Labor Law article ref. # 79 for the correct interpretation of the basis of calculation for the above leave pay.

Q: An employee has not gone for his leave for 6 years on an unlimited contract and has resigned. How is the leave salary calculated, on the basic salary, basic + accommodation or total salary? And how many days salary can he claim for 60 days? Thank you

Q: An employee has worked for 1.5 years. He had taken only 30 days of annual leave in these years. He has been terminated. How to calculate his unused leave salary?

Q: As per the company advice, I resigned from the service. I was a senior accountant of the company from Jan 2018 onwards. I have not received any kind of benefit like a leave salary yet. My labor contract shows 1200 Basic salary + 300 (Allowance), but I have proof of actual salary receipt to my account. Please help me with a solution if they will not give any benefits (gratuity, leave salary "03 yr 05 months", airfare).

س: السلام عليكم، أعمل في شركة في العين مند ثلاث سنوات ونصف "منها سنة وعشرة أشهر إقامة تابعة للشركة" وما تبقى كنت أعمل بالإعارة من شركة أخرى. راتبي في عقد العمل 500 درهم ولكن راتبي الفعلي 2500 درهم. هل يحق لي المطالبة قانونًا على حسب الراتب الفعلي؟ وهل فترة العمل بالإعارة تدخل ضمن أيام المستحقات؟ علمًا بأنني أستلم راتبي بشكل مباشر بإيصال قبض من الشركة، وراتب العقد (500) أستلمه بنكيًا أو عبر فروع الأنصاري.

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

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).