Q: Dear Madam. My JAFZA Employment Contract is an unlimited free zone contract. My services have been arbitrarily terminated on 09 Dec. 2018, and after having served the 90 days paid notice period, my tenure ended on 08 March 2019. I am now in the process of finalizing my end of service benefits, and there is a clarification required in regards to the basis of computation of the benefits. Queries are as under. Leave pay due to termination: I have 25 days unutilized leave which I intend to encash. What is the basis of computing the value of this leave pay? Would it be on the basis of: a.) gross monthly salary (which includes the latest basic salary + housing allowance + transport allowances) b.) or on the basis of latest basic salary + housing allowance c.) or on the basis of just the latest basic salary? Could you please clarify and provide me with the correct latest updated UAE Labor Law article ref. # 79 for the correct interpretation of the basis of calculation for the above leave pay.

Q: Hi, Good morning. Please advise how many annual leave days a person is eligible in UAE? Is it working or calendar days? Our company is off during Friday and Saturday and I wanted to take annual leave on Thu (Dec.20) and I will rejoin on Dec. 23 (Sunday). How many annual leave days should be deducted from me? Another scenario, if I went for annual leave from Dec. 20 (Thu) until Dec. 23 (Sun) and will rejoin on Dec. 24, how many days should be deducted from me? Thank you so much for your help.

Q: An employee has not gone for his leave for 6 years on an unlimited contract and has resigned. How is the leave salary calculated, on the basic salary, basic + accommodation or total salary? And how many days salary can he claim for 60 days? Thank you

Q: Dear Sir/Madam, I have completed one year in my company, and I want to go to my country for vacation. If my boss does not allow annual leave, what should I do? What are the rules regarding annual leave? Are holidays mentioned in my contract period? What can be done if it has been specified that you have to leave after two years?

Q: Dear Sir/Madam, Starting this year, my company decided to hide all previous annual balances of the employee from the system. When I asked HR how many leave credits I have left before this year, I was told that they can only provide me with this information if I intend to leave the organization. Is there anywhere in the UAE law stating that the staff has the right to know the exact days of annual leave she has, regardless of whether she will utilize it or not? Or is it mentioned that the company has the right to withhold this information from the employee during tenure? Currently, the system only shows the maximum 30 days allocation per year that the staff can take. Last year, the option to see everything was available. Please help. Thank you!

Q: Dear Sir/Madam, For a DIFC employee who resigns and has an untaken leave balance, what are the options? Can we ask this employee to take the leave in addition to the notice period? Are we obligated to pay for the untaken leave, or can this be considered lost?

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.

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).