Q: If we transfer an employee on secondment to the UAE from another country for a period of 3 years, do we have to pay gratuity as per UAE law? As per his contract in the country where he is transferred from, the company is liable to pay provident funds in the country. After spending 3 years, he will be transferred back. Is the company liable to pay gratuity? Kindly note that he is one of the executive cadre, not a workman.

Q: I am under DMCC. My visa has already expired on Nov., 8. My company told me that they will transfer me to an LLC (same owner). I emailed them reminding them that aside from my gratuity, I also have a pending ticket allowance. They replied to me and sent a letter that from DMCC, I will be transferred to an LLC due to the expiry date. My employment will be continued with no changes to my end of service entitlement and annual leave. Is this letter valid? Will this letter be enough proof and assurance that at the end of my service I will get the dues from my last company (DMCC)?

Q: My company is a group of companies, and now they want me to switch/transfer the visa with one of their companies which is under the same group. I want to inquire how my gratuity and dues will be cleared as they are saying there is no need for clearance as it is a group of companies. Please advise, how my visa can be changed or transferred without cancellation? How will the gratuity be forwarded to the transferred company? Please advise as I want to know the law, accordingly will ask my company.

Q: My ex-employer is always finding excuses to pay our end-of-service gratuity. It's almost six months now, and still, they are not committing. And every time I talk to the human resources manager he always moves dates for releasing my pay of settlement. I wanted to call the ministry of labor but on the other hand, in respect, I have not raised a complaint against them yet. I am also worried as I've already signed my cancellation and I need to join my new company to apply for my new visa. Is there any way or process through MOL? If I raise a complaint, should I get a lawyer? Hoping for any advice. Thank you. God bless you all.

Q: Hi, I've been working at a company with an ADGM license for 3 years, and I will leave the company because my position has become redundant. However, I was previously based in 2 different locations with the same company for a total of 6 years. Is my gratuity based on the total 9 years time I spent with the company? Or is it only the last 3 years in the UAE?

Q: I moved from the UAE to Germany under the same company after working 7 years in service in Dubai. Before I moved, I asked for my gratuity. The company refused because it seems that the gratuity is payable on termination only, not on transfer within the same company. The company asked me to sign a letter to waiver my gratuity in exchange for "years of seniority" in Germany of the same years that I served in Dubai. Did I make a mistake when I signed that letter? Is this normal? "Years of seniority" means nothing actually.

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.

The provisions of this law On Evidence in Civil and Commercial Transactions (Law of Evidence) govern evidence in civil and commercial disputes in the UAE.

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).