Q: Dear Sir, I am working in an engineering company in the UAE. The company is not paying the salary in time; there is a delay of 2 months. My joining date is April 2019. I resigned and asked them to release me by 10th November by giving a notice of 21 days. (resigned in the 7th month). In my offer letter, it is written that if I resign within 1 year, I have to bear the visa and ticket costs. Since I am resigning due to a salary delay of 2 months, can I claim that I should not be deducted the amount of Visa and tickets? Kindly clarify!

Q: If salary is given delayed by the employers for 3 months and the employee filed for resignation, is the employer capable of giving a ban to the employee? And is it legal to deduct 45 days from the settlement because the contract was not finished?

Q: Good evening Sir/Ma'am, Kindly give me a simple answer to my questions which are stuck in my mind. (1) If I am filing a case against a company regarding my unlawful termination and unpaid dues in DUBAI COURT, and during my case in DUBAI COURT, I am offered a job by another employer, am I eligible to join that company or should I wait 2 months after my case end? (2) If my case is filed in DUBAI COURT and my new employer is asking for visa cancellation and passport from the current employer, can I get my passport or will they keep hold of my passport until my file case in DUBAI COURT gets finished?

Q: Dear sir/madam, I served my 2 months notice and resigned on the 12th of August as I was supposed to leave the country on the 14th of August during peak COVID time with my dependents. However, I had to ask for a 1-month extension which would be served with my annual leaves as during peak COVID times, the flights would get canceled without notice. My manager and the HR were kept in the loop and my HR sent me a work permit cancellation letter which I signed and submitted upon confirmation from my manager. Later when I enquired, my HR said that I am absconding and would receive my settlement after 6 months so I waited. Now after 6 months, on inquiry, HR calls my manager and asks him to inform me that I won't be paid anything as I am absconding. Now my question is when I have kept everyone in the loop, my manager, the HR with all the steps, how can I be declared absconding. I have all the emails and chats as proof and would like to know where do I stand legally?

Q: Dear Madam, My salary is 5000 in WPS, but in June, my company deposited 1000 by mistake. Is there any chance to rectify or deposit the 5000 dirhams again?

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.

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

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).