Q: An employee (driver) in my company failed to report to work on the agreed date after his leave days, then the director had to hire a driver for two days. The employee never reported to work until now but the company had to pay to his account salary for two months. Now, the driver went to a lawyer and they are requesting severance fee, illegal termination fee and salary in lieu of notice. How is all this possible and yet the employee was not fired and he never called back? Kindly help

Q: Hi, Are there any grounds of termination if the employer found out that your gender identity or sexual orientation is haram? Please tell me about the grounds which enable the employer to dismiss me if I do a certain thing or act. Thank you!

Q: One of our employees is working in our banking sales division. He mishandled customer documents and details and we had to terminate him on that grounds. Now, he is claiming his incentives and termination benefits. Are we liable to pay him termination benefits? We are under an unlimited contract. Please advise!

س: السلام عليكم أخي يعطيك العافية، كنت أعمل في شركة خاصة وطبعًا الشركة توفر إيميلات تخص الشركة لجميع الموظفين في الشركة بأسماء الموظفين. باعتباري موظفًا بالشركة، دخلت على إيميلات زملائي بالشركة؛ ولكن دخلت بطريقة نظامية بدون اختراق وذلك عن طريق الباسورد الذي حصلت عليه من أحد الموظفين الذي يعمل في الشركة مديرًا ماليًا. الآن إدارة الشركة تريد أن ترفع قضية اختراق إيميلات ضدي بسبب أنهم دخلوا جميع إيميلات الموظفين ووجدوا أن الآيبان الخاص بهاتفي المحمول قد دخل إلى ثلاثة إيميلات من إيميلات الموظفين. علمًا بأن باسورد الإيميلات الأخرى كان موجودًا على إيميل المدير المالي الذي أعطاني باسورد إيميله مسبقًا والآن ينكر أنه أعطاني إياه. هل هذا يجرمني بشيء؟ علمًا بأنه كما ذكرت سابقًا، فإنني لم أخترق وإنما دخلت بطريقة نظامية. الشيء الآخر أنه تم إعطائي إنهاء خدمات منذ شهر ولم يعطوني مستحقاتي إلى الآن. قدمت شكوى منذ يومين ضدهم في وزارة الموارد البشرية والتوطين. هل يمكنني إذا رفعوا قضية ضدي أن أقول بأنها دعوى كيدية وأرفع قضية مدنية ضدهم بطلب التعويضات لما سببوه لي من أضرار مادية ونفسية؟

Q: Good morning, We have given an employee a final warning due to attitude and creating fights with employees. Last time, she did the same thing after that she left the office early without informing the manager (she informed the owner of the company which is not the direct report) after that she was absent for 2 days without informing the same. She sent a message to the owner of the company, but the owner did not reply nor approve her reason for being absent. Is it valid that I serve her termination? Thank you!

Q: Dear sir/madam, Can a forged medical certificate lead to the termination of an employee without notice under Article 44 (1) of UAE Federal Law No.33,2021?

Q: Dear Sir/Madam, My employer sent me a termination letter stating that I cannot receive my end-of-service benefit (EOSB) because of misconduct I committed. They claimed that I caused loss and damage to inventory. If I do not agree, they will file a police case against me. They suspended me on October 2 and sent the termination letter on October 12. I have been working for them for more than three years.

Q: Dear Sir/Madam, Can we issue a final warning letter to an employee due to gross misconduct even though the employee does not have any warning letters on record?

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.

There is an execution against me in the UAE; what should I do? How do I cancel the arrest warrant and summons, and how do I deal with the travel ban? Dear readers, we present this simplified article, in which we explain the implementation procedures briefly, how the defendant can deal with them, and the options he can take to enforce the judgment smoothly while decreasing the damages of implementation as much as possible.

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).