Q: What is maximum compensation for employment contract for 5 years but where after 1st year the original owner divested of the business but never gave a termination notice to staff?

Q: Dear Sir, I am working in a company as Manager and the limited contract would be expired on Dec 29, 2017. 10 days before, I received a notice from the employer that they are not interested to renew my contract, without stating a reason. After inquiry, they mentioned that it is due to the restructuring and not related to performance. Since I have a family and kids are going to school, we are under severe pressure. I am in a senior position and it would be difficult to find out a job in 45 days, which puts me and my family in severe mental trauma. Please let me know if I can request the company to renew my contract until I find a job with a minimum salary as maintenance allowance. I am in the UAE since last 11 years and this is the first situation where I am passing through. Please advice and let me know what are my rights. Thanks and regards.

Q: Hi all, I worked for a semi-government company for 4 months (I passed the 3-month probation period successfully with outstanding exceptional performance). However, after completing the 4th month, the employer terminated my contract immediately with no reason related to work or performance. My contract is a limited 3-year contract. Now the employer is asking me to return the school allowance which has been paid to me and he is not willing to pay me any compensation for breaking the limited contract or for the arbitrary termination. Could you please advise me on what to do in such a case and what can be claimed here? Your support is highly appreciated Thank you.

Q: Hi, Good Day I would like to inquire regarding my case. Currently, I have a limited contract with 3 months notice period. My first contract started in November 2020 and ended in 2022. I recently (December 2022) renewed my limited contract after finishing my first contract with the same company. Now I got an offer from another company with a 50% hike in salary and the new company can hire me only if I join within a month's time. My present company is having 3 months notice period. I am willing to serve 1 month's notice period and ready to compensate for the remaining two months. My current employer is not accepting this and asking me to serve 3 months. Is there any option that I can move out after serving one month's notice period and without getting a labor ban? Kindly advise.

Q: Hello, I hope I get the answer. I emailed my company a resignation letter during my probation period. As per my contract, my notice period is three months. However, due to depression, I only served one month. In June, I had absences from work and they told me to stop working and sign the cancellation papers. They said that I need to pay them for the remaining 42 days of my notice period. Do I really need to pay them for those remaining days? Thank you!

Q: Hi, I received a termination letter from my company, and I want to leave before the notice period ends because it is 3 months, and I need to have surgery. Is that possible?

Q: Dear Sir, I am working in the private sector in Abu Dhabi. I was recently released from my job due to cost-cutting and am currently in my notification period until January 24th. I have some questions regarding the termination compensation. As per my employment contract with the company, the definitions and rules of interpretation applied to the contract signed by both parties (the company and me) were in line with Federal Labour Law No. 8, which states that the compensation for termination of the contract is 3 months. However, my company assumes that the compensation is only 1 month under Federal No. 33. Could you please advise which one should be followed, considering the law applied to my signed contract with the company? Thank you!

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

An interview-format article covering the topic of employment contracts in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of limited and unlimited contracts, like the end of service, notice, arbitrary dismissal...etc.

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 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 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).

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