Q: Good morning, I have been working for a consultancy firm as a civil engineer/ limited/ 12000 salary. My company is not paying me since December 2018 and deducting 3000 from my salary every month since June 2018. I was on a parenting leave for 10 days in Feb. 2019. After I came back, the company asked for my passport. I refused. They stop my work and payment until the time of this question. Please guide me considering the minimum time required: how will I get my payments and rights? I am waiting for your kind reply, please.

Q: I have been working with a private company for 2 years and 10 months on an unlimited contract. Three months ago my employer cut Dh 3000 from our salaries and later asked us to sign a letter saying that we accept a deduction until the company's financial condition improves. There has been no change in the contract though. My employer also increased our working hour by 30 minutes every day, for which we were sent an email. My questions are: 1. If I leave the company, can I claim the salary which has been deducted back? 2. Will my final dues be calculated based on the salary mentioned in my contract or the reduced salary? 3. Can I ask for overtime for the increased hours? It is mentioned in my contract that overtime will not be paid. ***

Q: In the situation of the pandemic, my employer wants me to sign on reduced pay and calculating everything based on that like gratuity, unpaid leaves and notice period salary. What can I do? Also, how much will be the legal fees to fight a case?

Q: My employer is pushing me hard to review the salary structure of my team and give him the percentage of reduction for each individual member and share it with the finance department. I am not HR, not the hiring manager, given that the company is going through financial hardship. Why is he pushing me to do it instead of him doing it as part of his authority? Is there any difference legally? Is he seeking implied consent?

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 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.