Q: Hi, I was notified as terminated by my company on 04/Feb/2021 after 5 years. I have a limited contract under JAFZA. The reasons for termination as per the termination letter is due to my unaccepted management style. My termination came after raising a complaint against the management to the HQ for being discriminated against. As per the termination letter, the notice period is 2 months Garden Leave per the contract, 2 months termination compensation and my EOS. I filed a complaint against them to claim 3 months termination compensation instead of 2, my full bonus and the unused leave balance in lieu. Currently, I am in my home country after I have informed them. So my questions are, Is there any risk that my employer can report me as absconded? The court fees are calculated based on the total unpaid values, or only the additional values I am requesting? For the bonus, is it likely to be paid based on article 1 of the UAE labour law that defines the wage as whatsoever paid on a regular basis? Thanks, A.

Q: Should the severance pay for arbitrary termination and notice period compensation be paid on gross or contract salary? My employer had refused to put any salary raise I got in the contract but put it as a fixed bonus in payslips. I have a salary certificate, payslips and bank statements to prove my remuneration. This is in case of DMCC free zone, UAE.

Q: If an employee gets a benefit for three consecutive years, will he be entitled to the same benefit for the following years?

Q: Does HR need to prepare an addendum to the contract if there is only a reporting line change according to UAE legislation? Note: internally, there is no policy requiring us to do so.

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).