Q: Hi, I have been working for a US company since Jan 1st, 2002. On Monday, 20th Jan 2020. I was given a letter of termination which only stated we are terminating your position. I was on a UK contract from 2002 to December 2018 and they forced me to move to a local Dubai contract, I’ve been employed in Jebel Ali Free Zone for the whole duration. I had no prior warning of this, but I was asked to leave immediately and hand in my company laptop and take a 30-day garden leave. I was also given 60 additional days as an ex gratia payment. I have received the final settlement calculations which include gratuity. My question is, is this the correct procedure that should be followed? When are they entitled to cancel my visa? Is it after 30 days or after 90 days? My visa expires on 20th Feb so it looks like this was planned. However, am I entitled to ask them to renew my visa for the full 90 day period? And when do they legally have to pay my end of service benefits?

Q: Hi, I was notified as terminated by my company on 04/Feb/2021 after 5 years. I have a limited contract under JAFZA. The reasons for termination as per the termination letter is due to my unaccepted management style. My termination came after raising a complaint against the management to the HQ for being discriminated against. As per the termination letter, the notice period is 2 months Garden Leave per the contract, 2 months termination compensation and my EOS. I filed a complaint against them to claim 3 months termination compensation instead of 2, my full bonus and the unused leave balance in lieu. Currently, I am in my home country after I have informed them. So my questions are, Is there any risk that my employer can report me as absconded? The court fees are calculated based on the total unpaid values, or only the additional values I am requesting? For the bonus, is it likely to be paid based on article 1 of the UAE labour law that defines the wage as whatsoever paid on a regular basis? Thanks, A.

Q: I have just lost a job with three months of garden leave till 30th June 2021. The salary transfer loan amounts to AED 600,000 outstanding. There is of course a signed blank cheque given to the bank. What options do I have to settle the loan with the bank? My preference would be to go to court and fight against the bank to settle.

Q: Dear Sir/Madam, My company is registered in DMCC Dubai. On May 2, 2023, my HR emailed me in the evening to relieve me of my duties on May 4, 2023, which is against the UAE labor law because a minimum of 14 days' notice period is mandatory from either party during probation. On May 4, 2023, I was forcibly relieved of my job. The next day, I emailed HR to address the legal provisions. On May 8, 2023, I received an email from HR to report to the firm on May 9, 2023, and serve the remaining notice period of 11 days. Do the period from May 5 to May 8, 2023, count towards the notice period as per the labor law of the UAE? I need your expert advice.

Q: Dear Sir/Madam, If an employee is still on probation period, can the employer terminate the contract with 14 days' notice even if the employment contract states 30 days' notice? The company is under MOHRE.

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.

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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.