Q: I am under DMCC. My visa has already expired on Nov., 8. My company told me that they will transfer me to an LLC (same owner). I emailed them reminding them that aside from my gratuity, I also have a pending ticket allowance. They replied to me and sent a letter that from DMCC, I will be transferred to an LLC due to the expiry date. My employment will be continued with no changes to my end of service entitlement and annual leave. Is this letter valid? Will this letter be enough proof and assurance that at the end of my service I will get the dues from my last company (DMCC)?

Q: Dear sir/madam, I have been working as an accountant in a private company since October 30, 2019. The company visa was issued on 20th March 2020 and I had a 2-year unlimited contract. My visa will expire on 20th March 2022. I got a new job offer and they asked me to join after 18 days and accordingly, I submitted 18 days notice period and on November 1, 2021, I signed the offer letter of the new company. The resignation was submitted via email on November 2 and a hard copy was also submitted to HR. On November 6, my company owner called me and told me that I would not be allowed to go and if I am trying to go, he will ban me for 5 years.

Q: I own a company in mainland Dubai. Recently, some of my staff resigned in the middle of their contracts stating that they are tired and leaving back to their home county. I let them go on good terms. Even I offered an increment in salary, they still did not want to continue. One month later, I found out that they are working in the same business in a different company and now all my remaining staff also did the same; resigned in the middle of 2 years contract stating they are leaving back to home country, don't want to work in the UAE putting my company in loss where I don't have any resources to run the company anymore or pay them except their salary. What can I do as an owner of a company in this situation?

Q: Hi, I am running a startup company in a home renovation business. We have some laborers coming on a daily basis and working on the site and they are paid on a daily basis. Our company is not their sponsor and we simply hire them for a few days to do some labor work. The question is during the work (e.g., while drilling or demolishing) if something happens to one of these laborers, will we be responsible? given they are not directly employed or sponsored by us, should they have their own health insurance while working? How can we protect the business?

Q: Can my employer make me work for their personal interests/work (e.g. children's school) for a school event in which the company had no part? And can my employer force me to work in their personal home?

Q: Hello, I was an employee of a major group in the UAE. Now, they have transferred me to another entity within the same group in the UAE. What happens to the benefits and allowances agreed upon by the first entity? Please provide the legal details related to this matter, along with the relevant statutory provisions.

Q: Hello, I got a 2-month work visa stamped by the UAE consulate in India. Let's say the sponsor's name is ABC, based in Sharjah, but the company I'll be working for is XYZ, based in Dubai. Both companies are related, as they have the same partners/owners and operate in the same business. There are no issues with my designation. Can there be problems in the future?

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 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.

The provisions of this law On Evidence in Civil and Commercial Transactions (Law of Evidence) govern evidence in civil and commercial disputes in the UAE.