Q: Hello, I have been working with a free zone company for the past 4 years and as a part of rebadging, I am being transferred to another company. My current company is denying my gratuity stating that it has been transferred to the new company which I am going to join, however, my new company has clearly stated that no such agreement was made and my current company is responsible for paying my gratuity. Please let me know how can I proceed as my current company is not giving me my gratuity?

Q: My claim is above 150k for unpaid salary and EOSB. Do I need to hire a local advocate? Or it is not necessary for a labour dispute?

Q: Dear Mr Hari, I would like to ask your advice. I have got a termination of my employment (unlimited contract) due to redundancy on September 2017 (a year ago). Since my son is under my sponsorship & studying in a Dubai school, I have requested to not cancel the visa until it expires itself. The company agreed to it due to the bad financial situation and inability to pay right away my "end of service" benefits. Every 2-3 months they were paying some amounts of the annual leave & annual tickets. My employment visa was cancelled completely in October 2018, and again due to bad financial situation the company was not able to pay the gratuity right away, so they provided the PDC.

Q: Does the company have to pay the end-of-service benefits immediately after visa cancellation? Or do I need to provide proof of leaving the country after cancellation to get my end-of-service benefits?

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.

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 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.