Q: Does article 120 of Labor Law in case of termination by employer cover the following situation: An employee went on an emergency leave due to his Mother's hospitalization and after 45 days she passed away. When he came back to Dubai, his employer refused to pay the final settlement and forced him for cancellation.

Q: Hello! My private LLC company terminated my limited contract with them effective immediately (without any notice at all) last Wednesday, December 2, 2020, under the grounds that I have violated section E of Article 120. Actually, they fired more or less than 13 people and most of us were about to finish our contracts January-April next year. As for me, my contract will end in February. The thing is, our employer told us all that no one of us will receive our gratuity because of their allegation that we violated section E of Article 120. The termination letters that they gave us have the heading of "Termination Notice" but on the body of the letter, it was written that our contracts with them were terminated on that day that we received them effective immediately. Also, the name of the HR manager was not signed and they just wrote the first name and the first capital letter of the surname like "John D." Please advise on how we should proceed. We would truly appreciate it. Thank you!

Q: A troublemaking employee has been absent for 70 days last 1 year. He is engaged in selling articles such as phones, watches, etc which is a breach of contract. He is engaged in money lending business, while on an employment visa. Evidence was confiscated from that person, with witnesses. As an employer, after having given 2 documented warnings, a final warning, followed by a written investigation, then termination under article 120, will the employee be entitled to any benefits still?

Q: My employee went on approved annual leave for 2 months in November 2021 and was expected to return to duty by January 2022. But he returned only today after more than 5 months. As an employer, where do we stand in this matter? What disciplinary actions can we take against him? If we decide to terminate his services as a disciplinary action, what are the obligations to us? Please guide.

Q: Hi, One of my company workers got drunk in the labor accommodation and made problems in the room. My question is, can I terminate him without paying his end-of-service benefits?

Q: I want to dismiss an employee under article 120/44 of MOHRE labor law. I want to know if we need to pay him his complete end-of-service benefits.

Q: Good evening If our company owner told us to leave the job in between contract periods, then what are the criteria to calculate the gratuity? Tell me one thing also, if our company owner has to pay us more salary like one or 2 months.

Q: Dear Sir/Madam, If an employee is terminated immediately without notice period due to Article 44 reasons, does the employer have to pay the notice period amount to the employee?

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.

An interview-format article covering the topic of employment contracts in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of limited and unlimited contracts, like the end of service, notice, arbitrary dismissal...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.

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).