Q: Dear Sir, I am working at a construction company in Dubai with an unlimited contract, the company not paying me the last four months. I have another offer from an Abu Dhabi based company. Can I resign from the current company without notice period? Is that legal? What should I do in this case? Please advise.

Q: Dear Sir, I am working as a pharmacist in a single pharmacy in Ajman since July 2015. I am the only employee in this pharmacy. My contract is unlimited and my salary is 5500 (basic 2000). My 18 months' salary is pending since 2019. I filed a labor complaint in November 2020 and my employer promised me to pay an additional salary from January 2021, so I withdrew my complaint. After the labor complaint, my salary was a bit regular but there were some months when the salary was pending. I had the trust that he will clear my pending salary. My visa is till May 2022. I request you to guide me in this situation since I do not want to continue the job. Also, can I resign without notice period? Regards

Q: Good morning. My sister joined a company 2 weeks before her visit visa expired. Her company delayed processing her visa until she got overstay fines. The company now suggested she pays for the fines before they issue her employment visa. She didn't have money and requested for the overstay fine to be deducted from her salary because she wants to work. The company made her sign an agreement paper stating AED 6000 will be deducted from her salary as overstay fines. The company is deducting this cash monthly alongside a deduction because of COVID-19. But for two months now, they didn't pay her salary. Every time she requested the salary, she is not given it. Now she stops working and wants to be paid before she starts working again. She is still in her probation period and wants to request termination because the company is not terminating her. Would she have any ban if she requested termination during this probation period or if the company decided to terminate her?

Q: Hi Sir, I have a question regarding my employer. I worked for over 9 years in a restaurant company here in Dubai. The problem was that I submitted an immediate resignation via email without the 30 days notice period. According to them, they will deduct my 1-month salary because of that. Is it okay to deduct my salary even though they're the reason why the employees are resigning due to not giving the pending salaries? We have 8 pending salaries until now. Please help me with this matter, Sir.

An interview-format article covering the topic of employment in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. In this article, Ludmila informs readers what they should do and where they should go if they have not been paid by their employer.

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).