Q: Dear Sir, I have a query relating to the cancellation of labour ban on grounds that the company is delaying the salary almost 59 days (1-day short) two months. It has become a habit of the company to delay the salary every month. I would seek the following information: - What are the criteria for breaking the contract on grounds of delay in salary in case I apply for cancellation on the basis of delay in salary? - Shall I have to pay 45 days salary or no?

Q: Hello Mr. Ahmed, My wife is working in a private company in Dubai since September 2018. The employer and his partner spent 2 months in prison for some illegal activity. Employer's clients used to call my wife and ask her to finish the pending jobs (the jobs are not her responsibilities but she finished them when her employer requested that from her through the phone) and 1 month back, the employer came out of prison. For 6 months, her employer is not transferring salary, he paid 2 months' salary in small amounts. 4 months are pending. Whenever she asks, he does not respond. When she complained to the ministry of labor (80060), they told her they can solve the salary issue, but if she wants to resign, the employer has the right to ban her for 1 year and she has to pay the employer 45 days salary due to her limited contract. She doesn't want to work with him because of the reckless behavior and delaying the salary. Please advise us if we can take legal action against him.

Q: Dear Ahmed, My sister is working for a catering company based in a school and she didn't get her salary since May. She doesn't wish to continue with this company. Her contract is limited and joined in September 2017, but the contract is dated 04/12/2017. As per article 121, she has the right to resign without notice, however, another article says that she needs to pay the employer “early termination compensation”. How can we proceed without losing the money? Thank you. Maya 0503183185

Q: Hello, I am on an unlimited contract with a free zone company in Dubai. I haven't been paid my salary for many months. I decided to resign under article 121. Question 1: when calculating my gratuity, is it considered as Resignation or Termination? Question 2: if I have a 3-month notice, resigning under article 121 entitles me those additional 3 months? Thank you!

Q: Hello, I am 24 years old girl. I am an interior designer. It's almost four months since I came to work in Dubai. I have two months of salary arrears and when I inquired about it, the Indian owner scolded me threateningly and told me not to bother him again. Then he told me not to come to work until his wife calls me again. Even after two weeks, I was not told to come back to the company, and when I asked about it, the owner repeatedly asked me not to ask. I came to this company because this owner gave this offer when I was in my country. One of my friends introduced me to this company owner, but now after I came here, this owner is treating me badly. Can I know how to handle this, because if I got fired from this company, it is not good for my future career path.

Q: Hello, Can I leave my company without any notice? For 8 consecutive days, they haven’t given me a location to work. I need money for rent, food, and other expenses. Are they obligated to pay me even if the company hasn’t given me work? Salary is always late, and they lie about why it’s delayed. There’s also a lack of insurance. Please, I need advice!

Q: Hello, Can I stay home if my boss doesn’t pay my salary on time?

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).