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: How can I terminate my employee who has not come to work for 10 days? He is asking for a permission letter so that he can work freely anywhere but I don’t want to give him such things. I just want to terminate him!

Q: My employee went on approved annual leave for 2 months in November 2021 and was expected to return to duty by January 2022. But he returned only today after more than 5 months. As an employer, where do we stand in this matter? What disciplinary actions can we take against him? If we decide to terminate his services as a disciplinary action, what are the obligations to us? Please guide.

Q: Dear sir/madam, One of our employees has not reported to work for 7 consecutive days and we are unsure of any whereabouts. Can we file an absconding report? What are the fees and implications for the employer? Do we need to pay WPS and gratuity if the employee returns? The employee has been working with the company for over a year now.

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 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 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).