Q: My employee has not reported to work for more than 7 days now. Can I terminate his limited contract under Article 120 of the UAE Labor Law? He claims not to report to work until next month and is also claiming the end of service benefits which become null and void under Article 120 (clause j). Can I send a termination letter?

Q: Does article 120 of Labor Law in case of termination by employer cover the following situation: An employee went on an emergency leave due to his Mother's hospitalization and after 45 days she passed away. When he came back to Dubai, his employer refused to pay the final settlement and forced him for cancellation.

Q: I have an employee who went on annual leave and could not return for over 150 days now. Will he be terminated by law and should we hold his gratuity?

Q: Dear sir/madam, Can we terminate an employee without notice or end of service payment if he doesn't come for 1 month after vacation? Should we register an absconding also?

Q: Hi, The company sent me a termination email for this reason: "This decision has been made following a disciplinary investigation into your unauthorized absence from work starting from June 22, 2023. As a vital member of the crucial product delivery team, your WFH request during this period was not approved. Despite offering you alternative leave dates, you declined." So now, the company is saying that they are not paying my notice period amount, and also they are asking me for visa cancellation fees. I have worked for 10 months in this company. I have a few questions now: 1. In the case of disciplinary termination, are they liable to pay the notice period amount or not? 2. Do I have to pay the visa cancellation fees?

Q: Hello, We have a staff member who was supposed to return to work on 15 September 2024 from annual leave (they went back to their home country). However, after trying to reach them, they finally told us on 12 September that they have a travel ban due to legal issues that they are being accused of. They said that they have a hearing on 13 Sep and will update us on the matter. However, we have not heard from them since then. We have tried to contact him but nothing. What are our options here? We unfortunately cannot keep waiting for them (as operationally, we needed him back), and due to this being a legal matter (we don't want him to work for us anymore, it seems serious). Would Article 44 Clause 8 apply here? We haven't heard from him in over 7 consecutive days, but it also states that it applies if they failed to give a legitimate reason (which technically they have?).

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 employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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.