Q: Hi Hayyan, Good Evening. Hope you are doing good and staying safe. I am G. S., an ex-employee of [------] LLC, an affiliate of [-----] LLC. I have been associated with the company for the past 4 years, and finally resigned as the company was not paying me since March 2020. I have finally got my visa cancelled as I had got a new job offer from another company. The reason which the company gave me is that I was working for one of the group companies, which was mapped as my cost centre by the company. My Offer Letter, Clearance Letter is from the mother company- as they were the one who issued me an offer 4 years back and gave me the visa of the affiliate. I have my pending dues/EOSB with the company and have to start the legal process, as they have not paid me. So, I need to put a legal case of mental/moral harassment which my family has gone through because of all this and get my money back from the company.

Q: I am a site engineer. An accident happened at our project site where a worker, unfortunately, died, during our shift. The investigation shows, however, that it's a nonwork-related accident. The worker was supposed to be part of the night shift, but because it has been weeks since I am not seeing him at work in our area, I have verbally informed our HR to update the timesheet and remove him from our attendance sheet. Unfortunately, no action was done by HR and, at the time of his death, his name was included in our team. However, during the initial investigation, I was one of the employees who were interviewed by the police. I have just learned today that my name was included on the list submitted to the police and our PRO said that it is impossible for me to travel or change job while the case is still ongoing because of insurance claims. I received a good offer from another company, will there be a problem with the visa application?

Q: Hi Sir, Respected, My case is running in the Dubai Courts for one construction worksite accident that happened to one of our workers who fell down by his own mistake and hospitalized in the emergency. The case is running for 1 and a half year and the person who fell down is okay now, but the prosecution is saying it's 100% disability. For the victim, we had paid all the medical bill of AED 92000 + given all salaries till date, and due to a long time, we are in full stress and want to close the case from the victim and from my side. What is the procedure for giving Tanazul (clearance)? Regards, Amir Suhail

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.

Personal injury involves an injury sustained physically, emotionally and mentally. The injured person is entitled to claim damages where he has suffered an injury due to the other person’s wrongdoing. The victim may file a case against the person, who is found guilty in a criminal case or his insurance company if the defaulter has secured himself by insurance. The UAE civil law allows filing a compensation claim for injury damages.

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.

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.

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).