Q: Dear Sir, I have worked March 2008 to July 2011 in Mushrif National Construction LLC Central Market Project Souk - Abu Dhabi. My job designation was IT Assitant, my salary was Dhs 3200/- per month. Also, they have provided yearly two-way tickets and leave salary benefits. In July 2011 I went to India for long leave. The company terminated me on January 31, 2012. After that, they calculated my indemnity money Dhs 6044/-. Partly they have sent my pending salaries and my indemnity money, they have sent only Dhs 2000/- till now. They did not pay my balance indemnity money Dhs 4044/-. I have sent a lot of emails and mobile calls with no response from Mushrif National Construction LLC. Kindly please help.

Q: Can I still claim my bounced cheque from 2012? This is my end of service. I left my previous company and they give me a letter that they will pay me. I even signed my cancellation. What will be my action to get what is rightfully mine?

Q: If a defendant is not responding to notifications, and his address is not known, what would be the best way under UAE law to notify him? In court or arbitration proceedings?

Q: Hi, I am working for a company in Dubai that has a trade license registered both under the mainland and in the free zone. My work permit was under free zone for the last 06 years and now they have requested me to cancel the free zone visa and get the new work permit under the mainland. They have forwarded me a document from Tecom to proceed with the cancellation, stating that I have received all my dues as part of gratuity. However, the mitigation company has given a service continuation letter stating this is just an internal process and I have not received my dues. Is this enough to protect me legally from any dispute that may occur in the future, or do I need to ask them for a notary attestation of the outstanding dues to get more protection from a legal perspective? Kindly advise. Thanks

Q: My employer deducted visa money from my salary between March and October 2020. I reported my employer to labor but the labor representative mentioned that it is over one year and thus, I cannot lay any claim anymore. Is this true?

Q: My previous employer failed to pay my gratuity six months past now since I resigned, Is it possible to file a case against him after a 6 months period?

Q: Dear Sir/Madam, During the COVID period, my company deducted my salary until my visa cancellation in 2022, totaling almost two years. Can I claim this salary? Someone mentioned that the deduction period may have exceeded the one-year time limitation to claim it. If I am eligible to claim it, what is the procedure, and which labor law or article applies?

Q: Dear Sir/Madam, I received the labor case adjustment on June 22nd. I am inquiring if I am able to proceed with prosecution now in 2024.

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?

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).