Q: Can a forged medical certificate lead to the termination of the employee without notice under Article 44(1) of UAE Federal Law No.33,2021?

Q: I want to dismiss an employee under article 120/44 of MOHRE labor law. I want to know if we need to pay him his complete end-of-service benefits.

Q: Hi, I was terminated from my current job in Nakheel PJSC on 19-6-18. In the termination letter, they mentioned the reason as "dismissed without notice for Gross Misconduct in accordance with employee regulations manual (Chapter C - Section 23) and as per UAE Labor Law Article 120" with immediate effects. They also said verbally that the company will not pay me my end of service benefit amount. My question is, can the company hold this amount? Can I claim it legally from the company? Please advise. My no. is 050-8512412

Q: I work for a construction company, and I made a mistake by using an outdated work pass when applying for passes for my workers to enter a government power plant. We have a contract with the plant to work for a month. The plant typically takes 2 hours to approve the application, but due to an emergency, I forged the date to expedite the process and get my workers on site. Unfortunately, I was caught, and a police case was filed. The judgment included confiscation, imprisonment, and deportation. I have appealed the decision and met with the judge today, pleading for mercy. The next hearing is scheduled for a week from now. I am deeply concerned about the potential consequences, as I am the sole provider for my family back home and cannot afford such a severe punishment. I would greatly appreciate your advice on how I can avoid imprisonment or deportation in this case.

Q: Dear Sir/Madam, If an employee is terminated immediately without notice period due to Article 44 reasons, does the employer have to pay the notice period amount to the employee?

There are laws and international conventions in place to protect workers’ rights and ensure their wellbeing. Specifically, under the UAE Labor Law (Federal Decree-Law No. 33 of 2021), there are established procedures for terminating employment contracts.

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.