Q: I am an anesthesiologist who recently was terminated on organizational requirements. My contract (limited) started on 26 May 2016 until 25 May 2020, and unlimited contract from 31 May 2020 until 23 January 2021 in the same organization. The basic pay was 20000 Dh during the limited contract and 18000 for the unlimited contract. How will the gratuity be calculated?

Q: Hi there, If you could please let me know how is End of Service gratuity calculated for resigning employee on unlimited employment contract in Dubai?

Q: Hi Ma'am, I have worked for a company almost 12 years as an accounts manager, and the company decided now to outsource a finance team. The outsourced company offered me a job and they will give me the same package, but I will be working in this company only for 3 months then I will be sent to other clients as well. This is an Indian outsourced company and I have taken a decision that I am not willing to work with an outsourced company which is unknown to me. I am working as per JAFZA visa for 12 years. The company gave me a letter with subject stating the cancellation of the contract and I will be served for 30 days notice period. So, can you please explain to me how I will go through in this situation and what benefits will I get as per JAFZA rules and regulations? Thanking you in advance for the help and I wait for your reply in this.

Q: If an employee has resigned within 3 years and his contract has not been converted to a limited contract, what would be the gratuity to be paid? The date of Joining is 1/1/21, and the last day of service is 31/12/23. The basic salary is 10,000. Will it be as per the New Labour Law or can we pay them as per the Old Law as mentioned in Article 68 of the new law which reads as below: "Subject to the provision of Clause (2) of this Article, the employer may calculate the end of service benefits in accordance with the provisions of the employment contract with an undefined term stated in Federal Law No. (8) of 1980 indicated above."

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).