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: Dear Sir/Mam, What is the labour law reference for basic salary as base computation for EOSB? We applied a fixed monthly wage before. Is that a problem? Thanks in advance.

Q: Hi, I would like to know about the end of term gratuity here in Dubai, It says the maximum remuneration for the end of service gratuity should not exceed 2 years' pay. Is that 2 years' pay based on the gross salary or basic salary? Regards

Q: I was working in one of the biggest and renowned groups in the UAE for 12 years and I have resigned (due to delays in salaries every month) on 01.06.2017 and served a 1-month notice. After getting no response from the company for 5 months, I finally launched a complaint in TASHEEL. After the court hearing, I got a wrong judgment of settlement of 1 year instead of 12 years and was asked to raise an appeal against the judgment. Again, after 7-8 hearings, I got the judgment which states that the leave salary to be paid for 60 days as per the basic salary. But as per my company's policy, the leave salary was payable as per the gross salary. My dispute with the company was on the number of days of leave salary, which according to me should be 60 days and the company was paying for 37.5 days only. I have again raised an appeal (Something called ILTIMAS if I am not wrong) attaching a translation of the company's HR Policy also, which was eventually rejected by the court. I just want to know what is the next step to follow.

Q: Hello. I have been terminated recently. My employer plans on deducting the remaining months of my housing allowance from my gratuity that were paid in cheques to the landlord. Is this as per the law?

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).