Q: Good day, I worked for a semi-government organization for a total of 5 years. I left the company in May this year. Upon leaving, I received 120k (approximately) as gratuity. In each of the 5 years, my salary was stated as AED65k in the 1-year contracts I had with the company. There was no breakdown of my salary, allowances, etc. In my last contract, 2021 to 2022, a new clause appeared stating that only 40 % of the AED65k would be a gratuity. Could you please advise if I should be entitled to the whole AED65k for each one of the 5-year contacts?

Q: 1) Since the company is a semi-government entity based in Abu Dhabi, can I challenge the unfair spot termination decision and get 3 months salary (per month salary was AED 7000) and other benefits? 2) Can I claim all my living costs (house rent, bills, car rental, food, telephone, travel/ fuel etc) after notice period finished date i.e. 26 April 2017 as per termination letter (21 days till 17 May 2017 and could end up more weeks)? 3) The termination letter was handed over on 29 March 2017 and last working day was same day but as per termination letter my last working day would be considered as 26 April (that is a difference of 3 days unpaid?) 4) As per my clear instructions to my team to report all necessary matters but in this case, everyone failed to report me and even many Rental Agents kept on renting this vehicle with a low tire pressure sign on the dashboard. 5) Shall I approach the labour court in Abu Dhabi or civil court considering my visa from immigration?

Q: Hi Sir, I was terminated on July 6, 2020, and the effective date is July 7, 2020, without prior rendering of the 1-month notice period and I have 1-month notice period as per my unlimited employment contract. The reason is COVID-19 Pandemic and redundancy. I even requested my employer personally that If he will possibly still grant me to render the 1-month notice as per my contract, but my request has been denied. By July 10, I fully accepted and acknowledged my Notice of Termination by replying to the mail and requesting to send me my settlement, and until then, I will sign all the documents needed from my side. Am I still entitled to the 1-month notice salary even with or without rendering the said notice period because I was terminated? Or In-exchange they will give me 45 days extension of my visa but they will not give me the 1-month notice salary? Hope to hear from you soon. Thank you.

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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.

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).