Q: Three years ago, my employer provided me with a laptop to use for the work purpose. Some time ago, the company laptop broke down and I used at work my own laptop. Now, I am resigning from the company and my manager deducted the cost of the company laptop (the price they paid 3 years ago) in full from my end of service gratuity. He explained to me, that because the laptop is not repairable, I have to refund to the company its full price. I believe that it is not fair, as there is wear and tear of the device and its price after for years of use should be considerably lower. Am I right? And what can I do in this situation?

Q: One of our employees has made a case against us for the non-payment of the final settlement. While discussing the final settlement before the case filing, the employee had refused to hand over the company laptop and data therein before the payment of notice period salary of 3 months. We have a limited contract with the employee under the Dubai Silicon Oasis Authority. The employee was hired in August 2018 and terminated on June 2019. What protection do we have to claim against the employee for unauthorized taking away of company property? Can the court decide ex parte on this case? Can I file a case against the employee for illegal retention of company property? What is my liability?

Q: Sir, I am working in Dubai as a sales representative with 1000 as basic salary in the contract. I submit my resignation on 15/09/2020 with 30 days notice period. The company asked me to hand over the job on 01/10/2020. I handed over the company car, SIM, and laptop. On 11/10/2020, the company filed a case against me that I deleted all company emails. They filed a case in labor court. They don't want to pay me September month salary + 6 years final settlement +1 year leave salary. Also, They don't want me to join a competitor company. That's why they filed the case. I do not have money for food. My 4 member family in India depends only on my salary. I don't know what to do. Please help me!

Q: Hello, A friend of mine is currently facing a situation with her employer for which I would really appreciate some advice. My friend basically gave her resignation papers. While serving her notice period, the company took away her company SIM card, Email access, files access, etc. after which my friend deleted WhatsApp from her phone. It contained company information and clients so she didn't want to have that WhatsApp on her personal phone since she's no longer supposed to have access to anything at this point. After deleting WhatsApp, the company is now making all sorts of allegations and they're holding her pay and passport. They even raised a MOHRE complaint against her for 5 different claims one of which is damaging property and some stuff like that. Now, they are basically telling her to give them back all that WhatsApp information then she can go, otherwise, they will sue her in court. My question is, is she obligated to give back those conversations from WhatsApp or not?

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.

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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.