Q: What are the new COVID-19 regulations in the UAE regarding redundancy?

Q: Good day, Our company plans to deduct 20% of our salaries since COVID-19 affected the market. We are in the shipping industry. We are still performing very well and the revenue is not affected. The company insists to deduct our salaries because its international entity is not working very well in other regions. Is this supported by the labor law of the UAE? Please advise!

Q: In the situation of the pandemic, my employer wants me to sign on reduced pay and calculating everything based on that like gratuity, unpaid leaves and notice period salary. What can I do? Also, how much will be the legal fees to fight a case?

Q: I worked for a company for 2 years and 2 months. For 8 months, I worked remotely under a contract governed by UAE law. The contract explicitly stated: "This contract is governed by and shall be construed in accordance with the laws of the Emirate of Dubai and the United Arab Emirates." During this remote period, I accrued 25 days of vacation. After the remote work period, I relocated to Dubai with a new contract. This contract acknowledged my prior remote employment I worked onsite for the company for 18 months, after which they terminated my employment. Now, regarding my termination, I have two questions: 1. The company has mentioned that they will compensate me for the 25 days of vacation at the remote rate, considering that these vacation days were accrued during my remote work period. 2. They also informed me that I will not receive gratuity for the entire duration of my service but only for the onsite period (18 months) as I had two separate contracts. Is this legally valid?

This article discusses the Ministerial Resolution No. (279) of 2020 Regarding Employment Stability in the Private Sector during the Period of Application of Precautionary Measures to Curb the Spread of the Novel Coronavirus Issued by the Minister of Human Resources and Emiratization in Abu Dhabi on 26/3/2020.

An interview-format article covering the topic of employment issues and laws during COVID-19 in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

As the world is currently experiencing a major lockdown and suspension of almost all commercial and civil operations, the question arises in the novelty of Coronavirus outbreak on how serious it is to be dealt with as a Force Majeure.

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).