Q: An employer portrays the employee to be at fault for a financial loss, stating it is his liability and responsibility, when neither in the contract nor in any written communication this is stated, and when the fault has been with a different department and with the management. Can the employee respond and defend their remuneration from being deducted? Is this considered as grounds for the employee to file a case on the employer misconduct? What might be the approximate timeline for such a case to be resolved? (The employee has written documents that help make their case)

Q: The company has instructed a salary cut (around 10%) retrospectively. Further, the company has instructed that this salary cut would be effective even on terminated/resigned employees who have either served their notice period or are in the process of serving their notice period. Accordingly, this will impact the EOSB for terminated/resigned employees. Is this legal? Under which Act of the Labor Law, is this illegal? Please advise

Q: Recently, there was a change in the management of our company and my new manager didn't like the way I look. He told me about it and warned me that next time I will be fined. After a week or so, I received a notice that I'm fined of AED 500 for the unprofessional appearance. I work for the company for a long time and I've never had such a kind of complaints before. I believe that my appearance is appropriate. Moreover, there is no strict dress code in our company and I've never seen and never signed any papers in this regard. Does my manager have the right to decide how I look? Is this penalty legal? Do they have the right to deduct it from my salary?

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.

There are laws and international conventions in place to protect workers’ rights and ensure their wellbeing. Specifically, under the UAE Labor Law (Federal Decree-Law No. 33 of 2021), there are established procedures for terminating employment contracts.

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).