Q: I went on emergency leave and failed to come back due to unavoidable circumstances and even notified my company about it and they terminated me two months before the end of my second contract. Now I am back and working in another company. Can I get my terminal benefits for the last contract from my previous company?

Q: Labor Case I have not been paid 4+ months in salaries of 40,500. I have served in the company 5.8+ years to date. I am due to pending salaries, leave salaries for 51 days, gratuity and a personal balance of 54,000. My present company has been sold to another company and I have been requested to continue my job at a lower salary and demoted from my current position of General Manager which are terms of arbitrary termination. I have refused to sign stating I will not do so until my pending salaries and dues are settled. They have not terminated me nor have I resigned from my current position as I believe they are not legally authorized too. They have not transferred the TL to their names yet. However, they are sitting in our office and making transactions on behalf of the company and operating the bank accounts. The previous owner is unreachable both by email and phone. As per the above, what are my options to claim?

Q: I had filed a complaint against my previous employer to whom I worked for 6 years and 7 months. They did not give me my End of Service Gratuity, Leaves and Salary which amount, in total, to 87,000 AED. They are now 10 months due from the time I resigned. My previous employer's legal representative first said that I am not eligible for all my claims since I did not serve notice period which is not true. I responded citing evidence and today I received a letter from them again saying that I already signed that I received all my dues. Yes, I signed the MOL cancellation, but I haven't received my money. There is no evidence that our company transferred such amount to my account. I signed because I was told that they will not cancel my MOL and I would not be able to start with my new job. I wish someone represents me as I feel like my previous employer's legal representative is only delaying what is due.

An interview-format article covering the topic of employment contracts in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of limited and unlimited contracts, like the end of service, notice, arbitrary dismissal...etc.

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).