Q: Hello. I have been working for one company a year and a half. Yesterday, I was told that due to redundancy they don't require my services. The letter they gave me is extremely controversial- stating that my contract is terminated with immediate effect, and on the other side, I am asked to serve a one-month contractual notice. So my question is, is that legal? Am I entitled for more than one salary due to redundancy? Do I have to work for the notice since its immediate termination? Thank you

Q: Hi, I am on engineer visa with a 2-year limited term contract from 24-Dec-2017 up to 23-Dec-2019 with my company. The last 2-Jun-2019, my company sent me a 1-month termination notice due to redundancy. Now, I received my settlement computation showing my final salary, gratuity and leave entitlement only. They want me to sign my cancellation of the work permit stating that I received this settlement. My doubt is, am I not entitled to the 3-month compensation due to early contract termination? Does this termination due to redundancy exempt my company from paying me this settlement? I hope you could help me confirm this issue. Thank you.

Q: Hello Dr Al Bastaki, I was made redundant last week. The employer stated it was NOT due to any performance issues but due to the reason of no projects coming up in future, so the need to cut the costs of the business. I believe it is an arbitrary redundancy because it is not a performance related issue. Am I correct in thinking this way? What are my entitlements, if any, for compensation? I have an unlimited contract. Thank you very much. Regards, P.

Q: Hi I completed my probationary 6-month period out of 3 years contract and after 2 months, my company didn’t want me to work anymore and I don’t have a job right now. They don’t want to terminate me, instead, they want a settlement. They offered me my 25 days pending salary, 2 months accommodation pending allowance and leave pay. I refused and asked them for money as negotiations but they keep delaying it. My question is 1. Can I ask for compensation from them while negotiating the settlement? 2. Should I file a complaint against them for not cancelling my visa? 3. Is it good for me to wait for the settlement and wait for the cancellation? 4. Why they don’t want to terminate me? 5. Approximately, how much should I get from the company if I file a complaint for damage?

Q: Dear sir/madam, My first day was 03oct, 2021. On Friday 1st March 2022, I was verbally informed by my manager that they have made my position redundant and HR will get back to me. Today is Monday, however, they did not give me any written notice until today 04th April 2020 and now my six months are already complete. As per the new labor law 2022, may I ask for the below: 1. 1-month salary/notice period. 2. 3-months salary towards arbitrary termination. 3. Salary-in lieu of leaves. 4. Air ticket to home country.

Q: My first day was 3 Oct 2021. On Friday 1 March 2022, I was informed by my manager verbally that they have made my position redundant and HR will get back to me. Today is Monday, however, they did not give me any written notice until today 4 April 2022 and now my six months are already complete. As per the new labor law 2022, may I ask for the below: 1. 1-month salary for the notice period 2. 3-month salary towards arbitrary termination 3. Salary-in lieu of leaves 4. Air ticket to home 5. Gratuity.

Q: Dear Sir/Madam, My employer terminated my contract after completing the probation period, and they served me a 1 month's notice period. Am I entitled to receive any compensation?

Q: Dear Sir/Madam, My colleague was terminated 2 days after completing her 6-month probationary period. The company gave her a 14-day notice period. Shouldn't she get a 1-month notice period since she had already completed the 6-month period? What are her options? She has not received any official communication from the government yet, and the company has not either.

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.

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).