Q: 2 months back I filed a complaint to the labor because I wasn't getting off days. My employer decided to give me two off days per month, but after two months he came back saying he is going to terminate me because all workers are complaining, and he going to compensate me. Among the money calculated was all the overtime money, gratuity, pending salaries, dismissal amount (3 months' salary). So we agreed on the amount to be paid, but when they presented the end of service entitlement form, the agreed amount wasn't stated and I refused to sign it. I went to the labor office and filed my complaint. Now because I filed the complaint, the company has immediately stopped me from work. Is it right for them to stop me? And was the amount I calculated the right one?

Q: Hi Madam, I have read in one of your answers to a question regarding the calculation of leave salary at the end of job, termination, or resignation, that the leave salary for accumulated leaves will be calculated based on Basic Wage. My doubt is what is accumulated leave? If I received all the dues of leave salary on last leave and I resigned 1 year after resumed duty, only 1 month leave salary is due for me. Is it consider accumulated leave or is it a normal annual leave? And, why the calculation is based on basic pay in this case? I think the accumulated leaves are the days due more than 60 days. Please advise me as I am planning to resign from my job. I completed 20 years in the same company and there is no unpaid leave salary except the last 1 year of service.

Q: If the worker is dismissed or he resigns, is he entitled to a salary for any annual leave he did not use? It is unclear whether the basic salary only is included or the allowance. It remains arbitrary and so many disputes raised about this subject. Is there anything solid I can use to claim the full salary for the untaken annual leave in case of termination? Thank you!

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).