Q: My company terminated me based on articles 82,83,84 & 85 after I got a stroke in November 2019 when I was on duty and the company took me to hospital. My GM also visited me home saying that no need to submit sick leave as it will cost you every time. Once you're fine come to work. They forcefully took signature on annual leave after one month of my sickness. I was paralyzed from one side and was not in a condition to travel, still, the company issued me a ticket part of the annual leave. Now, they have terminated me and did not pay the salary to me since January 2020 nor are they paying my physiotherapy bills. They didn't even give me any notice period before termination. Please advise what can I do. I have even filed a labour complaint but it's of no use. I am a driver by profession. Please contact me. Thank you

Q: My leave got rejected, but I am still on my leave starting December 15 to 22, 2019. The HR sent me an email containing termination notice for being absent for 7 consecutive days. Can they do that?

Q: Hello. I need to know my right. I was on my maternity leave and I took an additional 1-month leave along with my maternity before leaving so I can be with my little one for more time. However, I got pain and infection in my stitches as it was my second c-section. I took a doctor leave and sent it to my company for an additional 2 weeks' leave extension, but they refused. So I told them it's not possible for me to work at the moment hence consider it my resignation. Now, they are not paying my gratuity and end of service benefits and trying to deduct one-month salary as I didn't serve my notice. I'm concerned because I never had intentions to resign and requested for leave. They left me no choice even I sent a proof to them the doctor's documents as support. They shouldn't deduct one-month salary as notice because it's not my fault. Can anybody help? Moreover, the time they don't pay or deduct I want to go legal way to challenge them. Is it possible?? Help me, please.

Q: I have an employee who went on annual leave and could not return for over 150 days now. Will he be terminated by law and should we hold his gratuity?

Q: Under the new UAE labor law, how is annual leave pay calculated? Based on only basic salary or full monthly salary?

Q: Dear Sir/Madam, I have been facing a serious health issue for a year. I have asked my employer for a two-month vacation to take treatment for my health issue. Now, they are not letting me go to my country. What can I do now?

Q: My joining date in the UAE is 13.01.2023 and my current 1-month notice period end date is 27.06.2024. In between these dates, I took unpaid leave for up to 76 days. Now am I eligible to get a leave salary and gratuity amount? Kindly clarify.

Q: Hello, How many days of paid sick leave is an employee eligible for in the following case? The employee resigned after 1 year and 6 months of service and has already availed the paid sick leave for the first year. How many days of paid sick leave are available for the last 6 months?

This article discusses the Ministerial Resolution No. (279) of 2020 Regarding Employment Stability in the Private Sector during the Period of Application of Precautionary Measures to Curb the Spread of the Novel Coronavirus Issued by the Minister of Human Resources and Emiratization in Abu Dhabi on 26/3/2020.

An interview-format article covering the topic of employment in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. In this article, Ludmila informs readers what they should do and where they should go if they have not been paid by their employer.

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).