Q: A labour case was ruled in my favour and I received the judgement at the end of 2016. The judgement progressed to execution and not One Dirham has been paid by my ex-employer to date. We have spent the last year searching assets in all banks, combined with real estate, RTA etc. and all have come back with no assets. An attachment was made on the office assets, shortly after the Rental Dispute Committee issued a Judgement awarding the office assets to the Landlord. Finally, we located a valid Bank Guarantee held with a Government Authority. But the entity is not cooperating. As per Federal Law No. 8 for 1980 On Regulation of Labour Relations, Article 4 gives priority over all assets. However, in this scenario, Federal Labour Law, Dubai Real Estate Laws and further laws are all overlapping and conflicting. My query is, is there a document or law that states which law has priority over another to help resolve the issues I am facing with the judgement execution?

Q: Dear advocates, I, the plaintiff, won a legal case against my employer. I am the employee. The judgment date was Feb 7, 2021. I wrote an email to my employer 10 days before attaching the court order asking for payment as per the court order, but there is no response from the employer to date. Can you advise me regarding further actions to be taken by me to get the money from my employer as per the court order? Also please advise about the overstay fines if any, as my visa expired well before the judgment date. As I am jobless for more than 10 months now, I am suffering much, and I want to go back to my home country at the earliest after collecting the money from my employer. Kindly advise me about the possible remedies. Regards,

Q: I have won a labour court case against my employer, however, it's over 6 months now and I am still unpaid. My previous employer changed his license and also the office, but his office is at the same location. However, he has refused to pay. I have the court order and execution, and I also have a court order to go to the Ministry of Human Resources instructing them or the bank to facilitate payment. I would like to receive my payment within the shortest time. I am willing to pay 3000 only after successfully receiving my money. Anyone can help me with this, kindly contact me.

Q: I won a case in Ajman Court and my amount has been submitted by my ex-employer to the court. Now my question is how can I claim that amount? What will be the procedure for it?

Q: How does the defendant (company) settle the accounts for labor cases? Will the company approach me for the settlement or they will approach the execution court and settle there before I can get my money? Your advice will clear the matter for me. Thanks in advance.

Q: I am from outside the UAE and would like to ask some questions about a possible adversarial proceeding against a legal consultant and a private party in the UAE. A legal counsel from Dubai sent us a legal notice for payment in the amount of 944,586 USD and a 3-day limit of payment for alleged moral damages to her client. They notified me and another party, my brother who’s in the US. The client of this counsel is my brother’s ex-partner. I would like to know the following points based on the tenor of legal notice: 1. Can legal counsels who are not involved in civil litigation give such notices? 2. Are legal counsels permitted to estimate the amount of moral damages without a valid court order? 3. What are the possible sanctions on malicious imputation of a crime and baseless accusation? I have contacted a lawyer in the US but I am yet to be familiarized with UAE law so thank you so much!

Q: Dear Sir/Madam, I received a labor case judgment via the Smart Justice system in Ajman. It stipulates that the employer must pay a certain settlement amount and legal expenses and cancel my residency. What happens after the judgment? Does the court give time to the company, or do we need to file for execution?

Q: Good day! I have registered a court case through Al Adheed regarding 7 months of unpaid salaries. I submitted a resignation letter after my complaint, and they allowed me to submit the document in Arabic translation. In my resignation, I stated that I wanted to claim my end-of-service benefits, salaries, and unused annual leave. I had my first hearing today with the judge and was told to wait for the judgment tomorrow. Is it possible for me to amend my claim, as I only mentioned my salaries in the complaint? I also want to claim my unused annual leave and end-of-service benefits. Can you please guide me on how to proceed with this process?

Many people opt to go for litigation without hiring a legal professional, mainly because they can't afford it. This article provides a brief summary of the steps and procedures of litigation. As the process itself can be confusing to many, even after getting a favorable judgment, we present some tips to help them execute judgments issued by the court and get their rights if an amicable solution has not been reached.

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.

Due to the large number of individual and commercial banking transactions and transfers they carry out from one country to another or within the same country, we present here a quick glance at the importance of bank account numbers and not the names of beneficiaries when making bank transfers in accordance with the law and Central Bank regulations.

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.