Q: Good evening Sir, I am H., working as Asst. Manager under an unlimited contract, and now I completed 4 years and 10 months at this company. I have resigned from the job effective 01.06.2019, and on a 30 days notice period. My boss instructed me to withdraw my resignation letter and give an apology letter, but I refused politely. Last week, they accepted my resignation and they instructed me to vacate the accommodation. On 16.06.2019, I vacated my company accommodation and handed over all the things that belong to my company. The facility of the motor car was revoked on May 30. My HR manager said (verbally) you can stop your duty, but he is not ready to send an official email. Still, every day I am going to the office by taxi. Now, they are forcing me to sign the cancellation paper. I asked about my gratuity but the HR manager is saying you have to sign cancellation paper letter we will process your gratuity. Sir, I am kindly requesting you to advise me on the procedure of how I can solve this issue in a professional way.

Q: My company is based in Abu Dhabi and some of our employees in Dubai were terminated last year (September, October, November 2018). We employees approached MOHRE and out of 4 times, only 2 times the company PRO attended. And since the company was unwilling to settle the EOSB or even salaries, the matter was transferred to the court. Since May, salaries were not paid to employees. For the first 2-3 persons, the court had released a judgement and no appeal was done by the company. And even after the execution stage, the company is unwilling to pay money to those employees. To certain employees, the company started sending lawyers and delayed hearings and appealed twice thus delaying things. One employee's health condition was not good and he submitted medically unfit documents to the court but nothing happened till date. The company has a branch in Dubai and these employees are under Dubai. How can the money be collected?

Q: Dears, I had a labor case against my employer. The court of the first instance in DXB ruled in my favor in Dec 2018. The court awarded me Aed140,000.00 which was unpaid salaries & EOSB. Subsequently, I had filed for execution after a 1-month appeal period, but the owner deliberately fled (absconded) to India without paying a penny before execution filing. He liquidated whatever he had in the UAE. I would request to know the solution for the below queries: 1) Is the labor judgment executable in India (he has assets in India)? 2) If so, what are the procedures involved? 3) Is there an option to approach Interpol to get the person accountable since he has willfully defaulted on payments & salaries? 4) Should I approach a law firm to go through a debt collection agency? Requesting your positive response. Thanks!

Q: Dear Sir/Madam, Can I submit my resignation while the company owner is away from the country?

Q: Dear Sir/Madam, I have an execution order of AED 155,000 from Dubai Court regarding a labor case involving company owners in India. How can I execute the judgment in Pune, India?

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 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 UAE government introduced the new Unemployment Insurance Law under the Federal Decree-Law No. 13 of 2022 Concerning the Unemployment Insurance Scheme for Unemployed People. The law aims at providing a sort of financial support in case of unemployment for a brief period, probably to help employees who got terminated find another job and avoid failing in other financial obligations.

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.