Q: Salam! I have a Limited Labor Contract with LLC company in Dubai till 01.05.17 as a Project Manager. The salary that is stated in my labor contract is much less than I agreed with CFO to work for. Never was paid in full as per our "Gentleman's Agreement". After I raised this matter to CFO of the company they urgently want to terminate my contract. There was no Letters nor Warnings! What am I entitled to in this case and what is the algorithm of my actions? Thank you very much for your advice!

Q: Sir, I joined a private company in 27/09/2014 on an unlimited contract. Based on the basic AED 2000 & HRA 3500 (Total AED 5500), I got the annual leave salary up to Sep 2018. In August 2019, the company reduced my basic to AED 1500 & HRA as AED 2500 (Total AED 4000). My accumulated leave was from 1st Oct 2018. I applied for my vacation and it was approved but the company wants to consider the revised salary (Basic & HRA) also. Now the company wants to consider the new salary and deduct the excess paid before as leave salary since the basic and accommodation is lowered as mentioned excess paid during previous leave salary. Recently my company reduced basic and HRA from 01/08/2019.

Q: I have completed my first two-year limited contract and renewed for another two years. If I resign after completing a year of the second contract, after a total of three years of service, how would my gratuity be calculated?

Q: If an employee gets a benefit for three consecutive years, will he be entitled to the same benefit for the following years?

س: أعمل بعقد محدد المدة ينتهي بعد ستة أشهر مع شركة مقرها الرئيسى دبي ولكنى أعمل بفرع أبوظبي ولذا فكل المرسلات عن طريق الايميلات من خلال الأوت لوك. فهل هذه الايميلات يعتد بها أمام المحاكم من عدمه؟ وماهو شروطها؟ وهل يحق لى الشكوى فى أبوظبي علماً بأن إقامتي دبي؟ فضلاً عن أنه لدي إيميلات تبين نسب العمولة في حالة تحقيق المستهدف كل عام ولكن الشركة تتهرب من تقديم كشف بالمحقق عن العام الماضي 2019 حتى تاريخه وترفض إعطائي بيان به حتى تتنصل من دفع العمولة ووصل الأمر أنني حققت للشركة عقد بمبلغ كبير يفوق الهدف (التارجت) بأضعاف وتحاول الشركة التنصل منه وتتلاعب حتى لا تقوم مرة أخرى بدفع عمولتي لهذا العام 2020. ولهذا السبب فوجئت بالشركة اليوم بتوجيهها إنذار لي بسبب سوء السلوك ولم تبين سبب ذلك أو تجري أي تحقيق وبهذه الصيغة فقط فكيف يتسنى لي أن أحمي نفسي من ضياع حقوقي؟ علماً بأن طبيعة مجال الشركة تستلزم أن العقد الذى وقعته يتم توريده فى شهر أكتوبر المقبل. هذا فضلاً عن سوء المعاملة لإجباري على الاستقالة، فهم يعلمون أنني لن أجدد العقد معهم ولذا يحاولون مضايقتي حتى أستقيل أو يقومون بإقالتي وحرماني من حقوقي. أرجو النصيحة وشكراً مقدماً

Q: Hi sir/madam, I just have some concerns regarding my employment contract and my salary. Is it allowed for my employer to renew my contract without signing or signature? Is it allowed or legal that my salary in my first contract is not the same as in my 2nd contract? In my first contract, the salary was 3500 and after renewing my contract, they made it 1500 without informing me. Please help!

Q: Dear Sir/Madam, My contract finished on the 17th of February, along with my visa. During the renewal process, my employer reduced my salary and informed me that I must either accept it or resign. Is this legal? Shouldn't I have been informed earlier? What can I do about this situation?

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).