Q: The employer says if you do not sign the Agreement you will not receive your entitlement. What law does this violate? *This is used so the employer can force an employee to sign.

Q: My previous employer is a private company and I worked with them for 1 year and a half on an unlimited contract. My previous employer has forced on me a salary reduction which I didn't agree to and no letter was signed. Due to not agreeing to this salary reduction, I was forced to transfer almost half of my combined salary from months of Feb 2018 to June 2018 or else lose my job. Afraid to lose my job and under this threat I had to transfer almost half of my salary to the employer. I want to claim back all the salary that was wrongfully taken from me. I have bank statement proof that showed the amount that was transferred from my account to the employer in July 2018, and starting July 2018 payroll I was getting the reduced salary. I also have my previous labour contract that states my monthly salary. 1- What are my options? 2- Would I be able to claim all the deducted salary if I provide the court with the evidence?

Q: I was a Project Manager for a company. After 9 years of my service, the company has terminated my services for the last 45 days (Because work is less & they want to downsize the staff strength). I don't mind going back to my country, but they are expecting me to sign an Arabic letter stating that all my dues are paid, for the closure of my visa which is getting over on 07.10.2017. Since the financial condition of the company is not good, they are not in a position to settle my gratuity & other benefits. They are not giving any clear-cut date on which they will settle my dues. My worry is that once I sign the Arabic letter & my visa is cancelled, I cannot continue in the UAE beyond 28 days after visa cancellation. I don't want to go against the company to pursue legal step, but at the same time, I am worried about my dues that I may be denied once I sign the Arabic letter & I am out of the UAE. Please advise what I have to do?

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).