Q: Dear Madam, I have an unlimited contract with the employer and I have not completed the 6-month probation period. The company gave me a termination letter without any warning letter before. 1. If I get a job in some other company, will I get a labour ban or not? Some people told me even if you have an unlimited contract, but your company terminated you under probation period. I must have completed 1 year to avoid the ban. Please advise me, what do I do? 2. The company gave me termination letter one day before my completion of the 6-month probation period. My question is that I joined the company on 27 August 2017 and the company gave me the termination letter on 26 February 2018, but if I count the days then it is 184 days, while 6 month means 180 days. Please advise? 3. If 184 days are considered 6 months what are my rights? Can I demand the company to pay my settlement, air tickets and half year leave salary... etc? The HR told me that under probation, the company do not pay me any benefits like back home tickets, gratuity...etc.

Q: I have a couple of labour issues. I worked for a company for 7 months, and I was lied to regarding my visa status while I was working. It was said it was possessing while it was not, and I also received a false labour contract which I later found out. Once I finally received my visa, I had a death in the family so I wanted to take my emergency leave. My employer said it will be an unpaid leave, so I replied I thought I can get 30 days paid leave after my probation period, then he replied bring in your passport for termination. I just needed to leave the country for 2 weeks for the funeral even if he would have said that he could not pay for the leave it would be ok, but by terminating me instead, I thought it was a wrongful termination. When I came into the office they told me it was because of poor work performance, which was not true because I never received a prior documented notice with my signature regarding poor work performance. What legal actions can I take towards this case?

Q: Good day, My brother came on an employment visa, and after a while, they asked him to leave. So he simply asked to calculate his salary for these days and get his passport to search for another job. They refused and they asked for money to release the passport. My brother went to court and filed a case to retrieve the passport, but they said we can't do anything as you have no ID or any identification documents. Please advise on what to do.

Q: Asalamu Alaikum. I filed a case on my company in Tasheel Ras Al Khor. My company didn't give me the first two months' salary and they set me in a room, then I filed a case. I claim a total amount of AED 14000 with a settlement and everything. I want to know how much time it will take my complete case. Please tell me. There are 7 months remaining in my visa, and I filed a case in Dubai Court on 25 February 2019.

Q: I was employed by a DMCC company and has been let go during my 3 months probation period. My DMCC contract it says that whilst on probation, either party may terminate employment with a 7 days' notice period. The company didn't give me 7 days but asked me to leave with immediate effect. Am I still entitled to get the (extra) 7 days (for notice) paid on my last salary?

Q: Hi, I got terminated by the company during the probation period. I have 2 months' salary pending. They told asked me to sign the work permit cancellation and after cancellation, the pending salary will be issued to me. I signed and the cancellation is done. Now, they are saying that the pending salaries are deducted for visa cost and other expenses; your visa is canceled and you don't have any relationship with the company. What can I do now?

س: السلام عليكم، إذا كان يحق للموظف إجازة سنوية شهر واحد حسب العقد وتغييب لمدة 3 أشهر، فهل يتم خصم الشهرين الزائدين من راتب الإجازة التالي؟

Q: Dear Sir/Madam, I resigned from my previous company. They have not yet canceled my visa because I have not yet received my full settlement. However, they gave me a No Objection Certificate (NOC) to work temporarily. My new employer terminated me on the spot after a month and a half, without a notice period. They only sent me a WhatsApp message saying that I was terminated and that I did not need to come to work. After a day, they gave me a termination paper to sign. They also pushed me to sign another paper, but I did not sign it because it was in Arabic. I asked them to give me an English copy, but they said that they did not have time to translate it. I told them that I would take the paper and try to get it translated into English. One of the owners shouted at me and said that he would take it to the fiscal. I told them that according to the labor law, I should receive my pending salary and 14 days' notice period. Is this correct?

With the introduction of the new procedures for obtaining a power of attorney (POA) remotely in the UAE, after it was mandatory to appear in person in front of the notary public as a global rule to ensure the identity and intention of the person requesting a POA, we put between your hands this brief guide for how you get it done.

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 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).