Q: Hello, I was working in a software company in Dubai Internet City (Free Zone), as a Sales Executive. My salary was composed of: 1. Basic Salary 2. Allowances 3. Commission (non-fixed) I would like to understand what the right calculation is as per the UAE Labour Law for the notice period, arbitrary dismissal, gratuity and commission if it is counted. Thank you

Q: Hello. I have been working for one company a year and a half. Yesterday, I was told that due to redundancy they don't require my services. The letter they gave me is extremely controversial- stating that my contract is terminated with immediate effect, and on the other side, I am asked to serve a one-month contractual notice. So my question is, is that legal? Am I entitled for more than one salary due to redundancy? Do I have to work for the notice since its immediate termination? Thank you

Q: Hi, My company terminated me on the 8th of April. Since then, I am in a room. Today, they called me and gave me a settlement letter with only one-month basic salary, gratuity and AED 280 for the ticket. Am I not eligible for three months' full salary? Kindly advise me. Thanks

Q: Dear Sir/Ma'am, I hope this message finds you well. I have a question regarding my employment situation. I currently have a contract that is set to end on December 21, 2023. However, I have decided that I do not wish to renew my contract and would like to pursue a new job opportunity. I would like to inquire about the appropriate time for submitting my resignation letter. Considering that my contract ends on December 21, 2023, when would be the most suitable time for me to hand in my resignation? Additionally, once my previous employer cancels my visa, I would like to know how much time I have before I need to obtain a new visa for my next job. It would be greatly appreciated if you could provide me with some guidance on this matter. Thank you very much for your assistance. Sincerely,

The UAE has mainly the 3 sectors which have their employment laws, like the laws of companies under MOHRE (governed by Federal Law no. (8) of 1980 Labour Law, Domestic works govern under Federal Law no. (10) of 2017 On Domestic Workers and Free Zone companies governed by their specific employment laws.

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).