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: 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: The company's accountant has not been performing his duties professionally and has received several warning letters. He was also not producing any kind of reports despite requests and warnings. His salary was cut several times due to this. Finally, upon being forced to produce at least some report we found many issues including approving expenses without Management approval, cash missing which he was responsible for, not recording transactions properly... etc. We want to dismiss him as he made serious problems for the company and we don't want to pay any benefits except for the last salary. We have filed a complaint to MOHRE based on Article 120 asking for termination and damages, but he also filed a complaint asking for full benefits. What is the safe procedure for us to close this matter?

Q: Dear Sir/Madam, Kindly advise; your response is appreciated. I'm an HR in a contracting firm with about 300 employees, including 200+ laborers under the company visa. We are in the process of policy renewal. One of our laborers suffered a heart attack and was taken to the hospital, but his insurance has expired. The bills amount to 35k, and the hospital is requesting payment. Our boss and company are not ready to pay. The laborer's minimum salary of 1700. The hospital management mentioned the possibility of legal action if payment is not made. Please advise on alternative options.

Q: Dear Sir/Madam, An employee is hospitalized and unconscious for more than a month. His basic medical insurance covers his medical expenses. Is it the employer's responsibility to pay for their repatriation expenses, or is it the responsibility of the insurance or embassy?

Q: Hello, If the laborer had just entered Dubai and his insurance was under process, and during that period, he was hospitalized for a brain hemorrhage (non-work-related), who is liable to pay the hospital bill?

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).