س: السلام عليكم، أنهى صاحب العمل عقدي بعد استدعائي إلى مكتبه. عملت مع المستشفي ١١ شهرًا لا يوجد فيها أي شكوى أو إنذار. طلبت صورة من خطاب الفصل، ولكن طُلِب مني التوقيع أولاً فوقعت حتى أتمكن من تقديم الشكوى بمكتب العمل. صاحب العمل يقول: بما أني وقعت على خطاب الفصل والذي نصه "بناءً على الميل الذي أرسلته، قامت الإدارة بفصلك من العمل"، فإن هذا دليل على موافقتي. ما الرد على هذا؟ شكرًا لكم!

Q: I have been terminated from my unlimited contract after working in a company for 15 months with no notice period. They say it's because the upper management has found that my performance is not good enough. I have not received any paperwork or warnings that I need to improve otherwise I will be terminated. I have also been promoted in January of this year for exemplary performance. What are my rights under the UAE law and articles 120 and 123?

Q: I worked in a company for more than 5 years. I was terminated (with notice period) after I made a salary complaint. The labour researcher said it might not be arbitrary dismissal because I'm on an unlimited contract, saying any party may terminate the contract as long as there is notice period. So I didn’t push for it. We haven’t settled my gratuity yet, but they want to deduct my lates and absences. As of now, I'm just assuming they want to deduct all my lates and absences from my joining date until my last day. I admit that I have many lates and absences (sick leaves) in my entire employment with them, but they never issued any written warning or imposed any fine as disciplinary actions - they didn’t deduct anything on my salary following every incident. Is it legal for the company to deduct lates and absences on my gratuity? Can they count the lates and absences from my joining date until my last day? Or only for the past few months, or 1 year, or start on my latest renewal date? Thank you.

س: السلام عليكم، لو سمحت موجود بند في عقد العمل ينص على العمل ٦ أشهر تحت التجربة. اشتغلت شهر ونصف وتم فصلي بدون إنذار، وفي بنود العقد مَن يفسخ العقد لازم ينذر قبلها بشهر. هل يحق لي بدل إنذار شهر أو ١٤ يومًا؟ وسؤال آخر: أنا دوامي ٨ ساعات وخلال هذه المدة كنت أعمل ١٠ ساعات. إذا أردت أن أحسب العمل الإضافي. راتب الساعة +25%. صحيح هذا الكلام؟ وشكرًا!

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).