Q: Dear Madam, I hope this email finds you well. I have been a patron of legaladviceme.com, I would like to get support on my pending labor court case. The current stage of litigation is at execution, however, the court has not been able to locate any assets for the company. The request has also been sent to Dubai Insurance to cover the expenses as per the policy. However, I am unable to get my pending dues until now since November-2021. I would appreciate your guidance and support on this and further possible steps to get my dues.

Q: A labour case was ruled in my favour and I received the judgement at the end of 2016. The judgement progressed to execution and not One Dirham has been paid by my ex-employer to date. We have spent the last year searching assets in all banks, combined with real estate, RTA etc. and all have come back with no assets. An attachment was made on the office assets, shortly after the Rental Dispute Committee issued a Judgement awarding the office assets to the Landlord. Finally, we located a valid Bank Guarantee held with a Government Authority. But the entity is not cooperating. As per Federal Law No. 8 for 1980 On Regulation of Labour Relations, Article 4 gives priority over all assets. However, in this scenario, Federal Labour Law, Dubai Real Estate Laws and further laws are all overlapping and conflicting. My query is, is there a document or law that states which law has priority over another to help resolve the issues I am facing with the judgement execution?

Q: A labor court judgment was ruled in my favor (I'm an employee) in December 2019, against my ex-employer, for nonpayment of salaries, expense claims, and gratuity. Unfortunately, they still haven't settled my dues. Worse, the owners left the country and the company no longer exists in its physical form; there is only a legal structure. They do not have any assets either. Does it make sense to still seek judgment execution? Also, are there any provisions to pursue the execution order in their present country of residence?

Q: Dear Sir/Madam, I have won a judgment in my favor against my employer for pending salaries, and the execution is complete. The court has locked the employer's office, and an expert appointed by the court is tasked with selling the office assets to recover the money. However, the office assets, including furniture and desktops, are valued at not more than 5000 AED, whereas my due amount is 100 thousand. Please advise on how the court will recover the remaining balance from the employer.

Q: Hello! I hope all is well. Long ago, there was a hotel where we placed our employees for an event. The event got canceled early by the government under a situation not under our control. We then simply paid for the number of nights we stayed. However, the agreement was for a longer duration. The event cancellation led to a three-year legal case where we had testimonials from the hotel itself, the government, and staff regarding this issue. The case was dismissed, and we won. However, they reapplied the case a year ago, and since then, we haven't heard anything or received any notification. The judge gave them the right, and now we need to pay them over 100,000 AED. I'm worried that they can attack my personal assets since everything within the operation was done via an FZ LLC company. The case was dismissed thrice, but on the fourth attempt, it was accepted by the judge. What do I do now? Do I sell my house, or is my house safe since it's under a mortgage by a bank? Can they attack it?

Q: Dear Lawyers, A labor case has been in the execution phase for the past eight months. I have pursued various enforcement actions, including blocking bank accounts, placing inquiries and holds on properties, and blocking the traffic file. I’ve also requested inquiries and holds on trade licenses. However, the defendant did not respond. Eventually, I requested a travel ban on the manager, which the court approved. This prompted the defendant to argue that, as an LLC, the court cannot impose a travel ban on the manager, citing independence issues and similar arguments. Now, the court has asked me to respond. Could you advise me on how to argue to keep the travel ban in effect? The manager’s personal accountability as a representative of the LLC and the prolonged non-response from the company. Evidence showing that the defendant’s non-responsiveness justifies such measures to ensure enforcement. Legal precedents or arguments demonstrating that the travel ban is a legitimate enforcement action under similar circumstances.

Many people opt to go for litigation without hiring a legal professional, mainly because they can't afford it. This article provides a brief summary of the steps and procedures of litigation. As the process itself can be confusing to many, even after getting a favorable judgment, we present some tips to help them execute judgments issued by the court and get their rights if an amicable solution has not been reached.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

This article emphasizes that a court judgment in favor of a claimant is incomplete without successful execution. It explores the practical and legal challenges in enforcing judgments in the UAE, such as debtor evasion, lack of asset transparency, and procedural complexity, and offers strategic legal tools to overcome them. The article highlights the vital role of a skilled legal consultant in efficiently managing execution files and ensuring the actual recovery of rights.

The law promulgates UAE Civil Procedures Code (Civil Procedure Law) which governs civil procedures in the United Arab Emirates, including the prosecution before the courts, litigation and execution.

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.