Q: Hi, I need some help in understanding Dubai employment laws in hiring expatriates. We are an Indian based parent company, and we have a legal subsidiary in Dubai. Lately, we are exploring the South African market and we would like to hire a local person in South Africa. However, We don’t have a legal entity in South Africa. We are exploring an option where an employee can be governed by Dubai payroll but he/ she will be delegated to South Africa (Employee will get benefited in this case as he/ she gets ESOPS/ RSUS as we have a legal entity here in Dubai). I have following questions: Is it a smooth option to explore? (If we want to make a South African national as Dubai entity employee but delegated to South Africa). What's the detailed process to put him/ her on the payroll (Visa, registration...etc.). I highly appreciate your inputs in this regard.

Q: In regards to the UAE Labor Law and the application of End of Service Gratuity, if an individual was employed by another branch of a company before transferring to an FZE branch UAE based employment contract, would that be considered continuous employment? For example, the initial employment was in another Middle East location(s) within a European registered branch; however, all administration (HR / Management oversight) was conducted by FZE entity, after which, in acceptance of promotion, a relocation to the UAE and an FZE contract was entered.

Q: Hi, Good evening, Initially, I was being appointed in a Dubai-based company and they transferred me to Qatar. I worked 10 years in Qatar and again they transferred me to Dubai and I worked for 3 years. Then after that, they transferred me to owners' personal company in Dubai and I worked for 5 years. I worked for a total of 18 years but my EOSB was never settled. Now, I got terminated and my present basic salary is AED 10,000/-. How will my EOSB Gratuity calculation be? Please help me understand.

Q: Do I still have the right to receive my gratuity if I have resigned by email in the first week of Feb 2020? I was unable to serve notice period and I am no longer in the UAE? My contract will end the first week of April 2020 and the company is refusing to give my overtime pay and end of service benefits. As per the boss, I need to be present in the UAE. I need your advice regarding my situation and it’ll surely be of great help. Thanks so much!

Q: Hi, I was employed by a DMCC business but was based overseas (in Australia), not working in the UAE. My employment contract was not registered with DMCC or MOHRE and I am looking to confirm what specific law requires UAE businesses to register employee contracts. Is this requirement applicable to workers based overseas? I'm in dispute with my employer and have been advised that my employment contract is not valid due to it not being registered. Many thanks.

Q: Good evening, madam! I worked in Dubai for 12 years at a hotel. I left for a short vacation. My mother became very sick and there is no one here to take care of her. I decided not to come back to Dubai. I have sent my resignation letter to HR but they said that I need to send my passport. I can't send my passport by courier or with friends; it's illegal. How can I get my gratuity? How can I cancel my visa so, in the future, I can come and work again? Kindly let me know!

Q: Dear sir/madam, I resigned from my previous company in the UAE 3 months back. Until now, I still did not get my End of Service Benefits. I am in London. Would it still be possible to get my hard-earned money even I am already outside the country?

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 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).