Q: Dear sir/madam, Annual leave salary calculation as per the new labor law. Can you please clarify the correct annual leave salary rules? Some say it is basic + HRA for the month you will take off, others say it is full salary, and somewhere I read it is basic + HRA (annual leave salary) plus the normal salary you get. Can you please clarify? Thanks for your valuable time and kind assistance!

Q: Is leave salary calculation based on basic salary or full salary at the time of resignation or termination?

Q: Dear Madam. My JAFZA Employment Contract is an unlimited free zone contract. My services have been arbitrarily terminated on 09 Dec. 2018, and after having served the 90 days paid notice period, my tenure ended on 08 March 2019. I am now in the process of finalizing my end of service benefits, and there is a clarification required in regards to the basis of computation of the benefits. Queries are as under. Leave pay due to termination: I have 25 days unutilized leave which I intend to encash. What is the basis of computing the value of this leave pay? Would it be on the basis of: a.) gross monthly salary (which includes the latest basic salary + housing allowance + transport allowances) b.) or on the basis of latest basic salary + housing allowance c.) or on the basis of just the latest basic salary? Could you please clarify and provide me with the correct latest updated UAE Labor Law article ref. # 79 for the correct interpretation of the basis of calculation for the above leave pay.

Q: I have resigned from my current job after 10 months. My employer says I have earned zero vacation days during 6-month probation. My 2 days per month count from months 7 through 10 gives me 8 vacation days earned.

Q: Dear Sir, Our company is practicing paying only the basic salary for our Annual Leave. Is it possible to claim my full salary during my Annual Leave and how can I do that properly? Hope someone can assist me. Thank you.

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.

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers 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).

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.