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: Dear Madam, My name is R. S. working as a facilities maintenance supervisor in Shariah, UAE. My employer terminated my unlimited contract with one-month notice period (Arbitrary Dismissal) and provided me with all benefits with notice period payment of one-month full salary. I requested the company to pay compensation salary for an additional 3 months with my yearly bonus of 1.5 months salary. The company did not agree and I filed a formal complaint at MOL online, but the mater is not solved yet and MOL transferred my case to the court. Kindly advise what is the actual benefits I have to get as per the UAE employment labour law. Still, I am requesting at least to pay compensation of 2 months' salary and they are not ready to pay. Is it advisable to solve my issue at the court? If not, please advise what is my right and further step.

Q: I have a Dubai free zone visa, I got termination from the company without proper reason. The company gave me 30 days' notice period, where do I have to complain? Can they withdraw termination?

Q: Greetings, We hope you are well! As we are processing the end of service gratuity for an employee (who resigned earlier), the daily attendance report during his employment (which all is available in official records) is showing that despite continuous official written notices (which are signed by him), he failed to follow the morning official starting working hours with continuous late attendance causing financial damage as work was delayed due to that. We would like to know the rule which should be applied in order to deduct the late attendance hours during his employment out of his end of service gratuity (as per the biometric attendance report) due to the financial damage caused to the company. Below are his employment details: - Contract type: unlimited - Start date: 13 July 2014 - Last day of service: 10 May 2021 - Notice period completed: 60 days approximately - Reason for leaving the job: resignation from his position - Basic salary: 4000 AED

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: Dear sir/madam, My boss fired me after 8 months of working for the restaurant and did not pay my last salary for the month of July after he fired me. He delayed the process of my employment visa untill I got a fine of 3500 AED plus the extra hours of work. He did not pay me for 8 months. I have complained already to the labor many times but my boss keeps promising and lying to the labor that he will pay me. What should I do? Do I need to hire a lawyer? I do not have money. Thanks!

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.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).