Q: Dear Madam, Greetings! Since I have been terminated in a company located in Dubai, now I'm in 30 days' notice period. As per the UAE law, is it compulsory to attend the duty in notice period? Do I have rights to claim in cash for my termination an exit flight ticket? Hope to receive your valuable advice as soon, please. Thanking you Madam.

Q: Hi I'm employed by a Dubai-based LLC entity, and it has been 20 months as of now & my contract states as an unlimited period. In case the employer terminates my contract with immediate effect due to the cost of redundancy, please advise what will be the end of service & compensations. Thanks

Q: I was terminated with 7 days left to complete one year on the job, unlimited contract. What would the process be for gratuity pay, if eligible? Will a flight allowance also be reimbursed?

Q: Hello Ma'am, My name is H. S. and I am from India. I work in a hotel in Abu Dhabi and I have been to asked recently to leave the company due to the restructure in manning. They told me that I should find another job within the next 2 months and after that, I have to leave the place and my contract will end. I just want to know what are the benefits I am entitled to get before I leave.

Q: Hi I completed my probationary 6-month period out of 3 years contract and after 2 months, my company didn’t want me to work anymore and I don’t have a job right now. They don’t want to terminate me, instead, they want a settlement. They offered me my 25 days pending salary, 2 months accommodation pending allowance and leave pay. I refused and asked them for money as negotiations but they keep delaying it. My question is 1. Can I ask for compensation from them while negotiating the settlement? 2. Should I file a complaint against them for not cancelling my visa? 3. Is it good for me to wait for the settlement and wait for the cancellation? 4. Why they don’t want to terminate me? 5. Approximately, how much should I get from the company if I file a complaint for damage?

Q: Hi, I worked in my company for 8 years and was terminated on the same day specifying redundancy as the reason. The company paid me all the dues (1 month notice period salary, gratuity, and unpaid leave salary). I want to know if I am eligible for 3 months termination salary benefit considering none of the other employees were terminated?

س: السلام عليكم، أعمل بإحدى الجهات الحكومية بعقد تعهيد مع شركة توظيف؛ إذ إقامتنا وجميع حقوقنا مع تلك الشركة. استغنت هذه الجهة عن عدد من الموظفين دون أسباب واتخذت شركة التوظيف الإجراءات لإنهاء العقد وفترة شهر الإنذار. هل يحق لنا المطالبة بتعويض الفصل التعسفي من شركة التوظيف؟ علمًا أن العقد يذكر أنه يتم إنهاء العقد في حالة طلب العميل (الجهة الحكومي). في هذه الحالة تكون المطالبة بكم شهر؟ وهل نطالب الشركة مباشرة أم عن طريق دعوى قضائية؟

Q: Hello sir/madam, I have been working for a company since 15 November last year and I put in my resignation letter on the 30 of Nov this year. I stated in my resignation letter that I am resigning effective 29th December 2022. After more than a week, the company says that their understanding is that I will start my notice period effective 29th December. I have sent a clarification email and an amended resignation letter stating that my notice period begins on the 30th of November and my last day of work will be the 29th of December. The company refuses to accept this and is still sticking on to its logic and understanding and is playing on the wording of the original resignation letter. I have another job offer and I am supposed to join them by the first week of January 2023. Kindly advise me as to where I stand as to my legal rights! Thanks & kind regards,

Q: Dear Sir/Madam, I was made redundant from my job after working there for a year. The reason given was that my role was being moved to another location due to restructuring. The company is offering to pay my salary for the notice period (2 months) and 1 month's severance pay. I am seeking to increase the severance pay to 3 months. My reasons for this are that my dismissal was arbitrary, and the company has hired new people in the same capacity since my departure. If this escalates to court and the company does not increase the severance pay, do I have a strong case? I have asked the company to consider the extent of harm this dismissal has caused me on humanitarian grounds. I have four dependents and I moved abroad for the job on the premise that it was a permanent position.

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

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.

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.

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.

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.

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).