Q: Dear Sir, My JAFZA Employment Contract is an unlimited free zone contract. My services have been arbitrarily terminated on 09 Dec. 2018, and after having served the 90 days paid notice period, my tenure ended on 08 March 2019. I am now in the process of finalizing my end of service benefits, and there is a clarification required in regards to the basis of computation of the benefits. Queries are as under. Air ticket due to the termination. I have an internal agreement with the company for self & family (wife & son) annual return economy air tickets to home town, for every year of service. In the case of arbitrary termination, what would be applicable? a.) return air ticket for self & family b.) return air ticket for self only c.) or would it be just one-way air ticket for self & family d.) or would it be just one-way air ticket for self only. Could you please clarify & provide me with the correct latest updated UAE Labor Law article ref. # for the correct interpretation of the above.

Q: Kindly advise me. My contract with my employer is an unlimited contract. I resigned from my job and on resignation when I demanded my return air ticket, my employer told me that they are not responsible for my repatriation. They will deduct it from my final settlement. Is this correct?

Q: Kindly advise if the company (Dubai based) is obliged to pay the employee the cost of an air ticket back home country upon resignation. It's a limited contract and the notice period was served, but the employee didn't finish the contract (worked for 11 months & 20 days only).

Q: What is the seize fund account for the UAE labor court?

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.

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).

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.