Q: I have completed my first two-year limited contract and renewed for another two years. If I resign after completing a year of the second contract, after a total of three years of service, how would my gratuity be calculated?

Q: I started working on February 2021 under an unlimited contract in Dubai, UAE, and I'm resigning in 2023. Am I entitled to 21 days of gratuity as per the new end-of-service law? Does the new law supersede the old law? Where can I find the legal proof and official information that the new law supersedes the old law?

Q: I am working in a company in Abu Dhabi on an unlimited contract (Joined on 19/06/2019). Now I want to resign from the company. Should I follow my old contract (old UAE labor law) or the new contract (new labor 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 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).

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.