Q: In the situation of the pandemic, my employer wants me to sign on reduced pay and calculating everything based on that like gratuity, unpaid leaves and notice period salary. What can I do? Also, how much will be the legal fees to fight a case?

Q: I worked in an LLC company for 1 year and 4 months. After completing one year, I haven’t taken any leave or encashment of my 30 days leave with full pay. During the Covid-19 pandemic, my employer reduced the salary without my approval, no contract was signed. There is no COVID impact in the client's place where I am working. They did not reduce my contract with my company while the employer still reduces it for 6 months. I have resigned now. My employer dictates the amount on the final settlement. Indirectly, his saying is if you don’t take any leave, I will pay the full amount of your leaves and if you left the company, I will pay only basic salary. Without a sign of approval, he reduced my salary. Kindly advise me!

Q: Hello, I have been working in a local group in Dubai for the last 13 years under an unlimited contract. Recently, they have terminated my position, I am now serving 3 months notice period as per labor contract (2 months already served, I am now in the 3rd and last month). My employer has put me on a forced paid leave to adjust my notice period against leave days balance. I need some clarification of the below: 1. The employer is paying me a full salary for the notice period of 3 months. However, based on the recent announcement from the Ministry of Labor (for Private Co. employees), can my employer reduce my salary temporarily/permanently for this last month of notice period? 2. If the answer to question 1 is YES, how will it impact the calculation of my end of service benefits like gratuity or leave balance encashment? will it be recalculated based on the revised (reduced) salary? 3. Am I eligible to claim any other termination/redundancy pay apart from gratuity and leave balance encashment? Many Thanks!

Q: Dear sir/madam, I have an issue with my end of service. The company made calculations on one amount and sent me the form, signed by the finance director. Now they say that there was a miscount and the amount has been reduced significantly. I need advice and assistance from a lawyer.

Q: Dear Sir/Madam, I currently have an unlimited contract with no notice period provided. However, my residence visa, work permit, and EID are expiring, and the company wants to cut my basic pay under a new contract, which is unacceptable to me. I have served for less than 5 years. I have the following questions: 1. If termination does not occur, can I continue working beyond the expiration of my visa, permit, and EID? 2. Is there a minimum notice period for termination of employment under an unlimited contract after the expiration of my visa, permit, and EID? 3. What is the EOSB after one year but below 5 years as of 2023, one month per year of service or less? Thank you for your assistance!

Q: السلام عليكم، أنا عامل حر تحت الإقامة الذهبية. عملت مع شركة في المنطقة الحرة بأبوظبي على مشروع بدون عقد عمال (فقط عقد داخلي) ولم أقبض حقوقي حتى الآن. أين يمكنني تقديم الشكوى؟ حاولت عن طريق رابط وزارة الموارد البشرية والتوطين، ولكنهم يطلبون خطاب إحالة صادر من المنطقة الحرة وأنا لا أملكه. شكرًا!

This article discusses the Ministerial Resolution No. (279) of 2020 Regarding Employment Stability in the Private Sector during the Period of Application of Precautionary Measures to Curb the Spread of the Novel Coronavirus Issued by the Minister of Human Resources and Emiratization in Abu Dhabi on 26/3/2020.

An interview-format article covering the topic of force majeure in the UAE, in light of COVID-19. 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 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).

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.