Q: Hi, Good day. I have been working with a company for 5 years and a half. Then I applied for my resignation (with a 1 month notice period as per my contract) and my service ended on June 30, 2018. A month after, my manager contacted me and asked me to sign some "pre-termination" paper. When I asked about my gratuity payment, He mentions that I can get it within a month or two and that if I still didn't receive it, I can still have grounds for complaint that I can submit to the Ministry of Labour. However, I still declined to sign any letter. They then just told me that they'll contact me if ever the cheque is ready. My question is: - Was my action right by not signing any papers considering I had no guarantee of receiving my gratuity? - Also, since I'm still looking for a job currently (and I want to settle things amicably), is it an option for me to simply just wait it out until they contact me again with regards to my cancellation and gratuity? Thank you and have a nice day.

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.

Q: Last April 19, 2018, the company that I am working with issued a demobilization letter terminating my services due to the projects being at their finality. I accepted the letter and prepared everything for my departure after 30 days. They asked me to sign the cancellation of visa letter but I refused because I want my final settlement first. I was supposed to leave on May 19, 2018, but still, the final payment was not yet given. So, I stayed until my visa expired last June 10, 2018. I asked them several times about my final payment but they kept on saying there were no funds available. On June 24, 2018, our HR head called me and asked me to sign my visa cancellation and told me that in 2 to 3 days they will give my final payment. I signed the visa cancellation since my visa was already expired that time anyways. To make the story short, up until now they have not paid my final payment and I am still here working in my company without a visa and medical insurance. I will stay until they pay me.

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).