Q: I have been given a verbal termination notice of two months. What are the repercussions if I can prove that I have been fired from the position of the Chief Accountant because I was not signing on fake payroll sheets to be filed with the labour department, when in fact, actual payroll contains overtime way in excess of local labour laws? Also, should I work full time during these two months as I have to search for a job also during this period? Also, our company had a joint venture and they terminated its accounting staff 4 years back and told me to take up full responsibility of managing accounts and audit of that company over and above my actual working in the existing company, with a verbal commitment that I will be compensated extra for the same. Later on, my company started charging to that joint venture for the accounting services rendered by me, but despite my requests so far no monetary compensation has been passed on to me. Can I file a claim on the same in labour court?

Q: When can I file an arbitrary dismissal case? Should I do it before visa cancellation? I have been given a verbal notice of two months by my employer. I have another job at hand (it is a miracle because of current market scenario) which I don't want to delay because of the case... So, can I proceed with visa cancellation and immediately afterwards file an arbitrary dismissal case?

Q: In a meeting with my boss, I was informed that my employment with the company will end on the 4th of December, one week later I received the termination letter together with my end of service benefits statement.My question is which date will be legally considered for my end of employment? The date of the verbal notification or the date of receiving the written notification?

Q: What are the benefits or compensation for an employee in case of a verbal termination by the employer?

س: مرحبًا، في 17 يونيو عند الساعة الواحدة ظهرًا، تلقيت مكالمة هاتفية على رقمي الشخصي من ابن صاحب الشركة التي أعمل بها كمدير تنفيذي منذ 2009 ليخبرني أنه بسبب الوضع المالي السيء للشركة، فقد قررنا الاستغناء عن خدماتك. وحتى هذه الساعة لم أستلم أي إخطار كتابي، ومازلت أمارس عملي كالمعتاد. أرجو إفادتي بالمتوجب عمله حتى أحمي حقوقي المالية!

Q: Dear Sir/Madam, Can an employer terminate an employee without giving a termination letter? My employer told me that I need to find another job, but they didn't give me a termination letter. I'm confused about whether I should still go to work. What should I do?

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.

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).