Q: Hello there, I have been informed by my employer for 34 months, that my position is no longer required in our Dubai free zone office. I was employed in 2014 to take up a Dubai-based position and I was informed that I would be taking over a Middle East Director in two years. They have asked that I relocate to the UK in 3 months to take up the same position, they have given me 1 week to accept this offer. Given that there is no mobility clause in my employment contract and offer letter, would I be within my right to refuse this offer on the grounds that it is unreasonable as we now know that it would take us (a family of 4 with 2 children) longer than 3 months to plan and move the family back to the UK? What rights do I have if my employer were to make my position redundant, would I have grounds to sue for constructive dismissal as my performance has never been in question?

Q: I am working in the HR department in one of the private companies for the last 12 years. Last week I received a redundancy letter from the HR manager terminating me for reducing people. However, the actual reason is something else. I have sent an email to our company helpline on the HR manager and complained about him, and he came to know that I have sent an email to the senior manager. It was only me who got this letter from the HR department. Now, they got a replacement for my position. Can I file a complaint against the company in the labour court? Please advise.

Q: My 2-year limited term contract in Dubai was terminated after 4 months due to my company downsizing; am I entitled to "without cause" termination compensation as per Federal Labour Law article 115? My former employer says "no" as they had not managed to finalise my work visa, however, I cannot see that this is relevant as there was a UAE employment contract in place.

Q: When can I file an arbitrary dismissal case? Should I do it before visa cancellation? I have been given a verbal notice of two months by my employer. I have another job at hand (it is a miracle because of current market scenario) which I don't want to delay because of the case... So, can I proceed with visa cancellation and immediately afterwards file an arbitrary dismissal case?

س: تحية وبعد، إنهاء عقد عمل موظف غير محدد المدة بدون سبب، هل يعتبر تعسفي؟

Q: Hello, I am currently employed at a Private British School under an unlimited contract. I was informed in March that there is not a job position for me in the next academic year and therefore I have been made redundant, however, I am to complete my contract up until August 2019. The deputy head asked me to hand in a letter of resignation to which I refused as I am not the one who wants to leave my employment. I was wondering due to the school making me redundant, am I entitled to 3 months additional salary once my contract is complete? Where can I find information on this? Thank you in advance.

س: ما النص القانوني الذي يُجيز لصاحب العمل (شركة بترول وطنية) إنهاء عقد عمل غير محدد المدة لعامل (موظف مباشر)؟ وما شروط صحة إنهاء العقد؟ وهل هناك طريقة للعامل أو الموظف لتجاوز ورفض هذا الاجراء؟

Q: Hello Sir, I was employed with DAFZA (Free zone) company for 11 months under an unlimited contract as a business development manager. The company HQ is outside the UAE and I was issued an offer letter to start my employment from 1-Oct-2018, and I started the work on 1st Oct. But my free zone employment (unlimited contract) was only issued on 19-Nov-2018. When does my actual contract start? Am I eligible to claim 1 month + 19 days in my End of Service (EOS) settlement? I was issued verbal termination on 4-9-18 and after my follow-up email, I was issued a written termination on 10-9-18 which I've not signed yet stating my performance. So kindly let me know if this termination letter is valid without my acceptance signature? I was given 30 days notice period and did not have to work. Am I eligible to claim arbitrary dismissal compensation of 3 months salary as I am still not employed? Kindly advise if I'm eligible for leave salary and If yes, how many days.

Q: 2 months back I filed a complaint to the labor because I wasn't getting off days. My employer decided to give me two off days per month, but after two months he came back saying he is going to terminate me because all workers are complaining, and he going to compensate me. Among the money calculated was all the overtime money, gratuity, pending salaries, dismissal amount (3 months' salary). So we agreed on the amount to be paid, but when they presented the end of service entitlement form, the agreed amount wasn't stated and I refused to sign it. I went to the labor office and filed my complaint. Now because I filed the complaint, the company has immediately stopped me from work. Is it right for them to stop me? And was the amount I calculated the right one?

Q: Hi Ma'am This is about my husband getting terminated in Dubai. He has been terminated on the grounds of misbehavior which is a false allegation by the employer. He has completed 1 year period at the company. The employer has filed a labor complaint against my husband. I'm not much aware of the labor law of Dubai. Can you please let me know if my husband is entitled to the 3 months salary along with the vacation pay as he just completed his 1 year in the company? The contract my husband signed doesn't have anything mentioned as 3 months' pay but does have the vacation pay after completing 1 year. But will he be entitled to it even if he is terminated? Also, my husband has proof of the employer's misbehavior (voice record) Please reply.

Q: If the employer terminates a limited contract early, are they liable to pay the employee 3 months' salary compensation? This is aside from the notice period they must give.

Q: I filed a case against my employer, however, the judgment came against me. I will reopen the case but MOHRE called me and said they will cancel my labor card. I said I do not agree with this decision. Will they cancel it without my permission? MOHRE said your opinion doesn't matter. Can they do this or not?

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).