Q: Hi Rajasree I have worked for a company for 2 years. We have two companies with different names one in Dubai & the other one is in Sharjah. My first visa was in Dubai; after that, there was some financial problem in the Dubai company so they changed my second visa to the Sharjah company. They have given me a gratuity of 21 days of the month, but now they are telling me it is a wrong calculation (1/3 of 21 days). But this case is applicable only if I resigned from the job. I am not resigning, which means the company terminated me and changed to the Sharjah company. Kindly provide some suggestion.

Q: I am looking for advice on how to best proceed with receiving the amount of gratuity promised in my contract. I have worked for my employer for 4 years on an unlimited contract. One month before my visa renewal, the employer informed me that they will not renew my visa and will end the working relationship. My contract states that my basic salary is AED 13,000, with no subdivisions. Now, the employer claims that this was a mistake and they meant to write AED 6,000 as basic salary and allocate the rest for travel, living etc. They are only willing to pay the gratuity based on this amount. Please advise, what is the amount the employer owes me as gratuity and how to proceed?

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/Madam I have been working with a company in Dubai for 4 years and 9 months under an unlimited contract. I have been offered a job in Pakistan and my joining date there is the  5th of March. I have given my resignation to my current employer and it was accepted via email. My notice period ends on the 28th of Feb. I have been given an indication through internal sources within the company that the company is looking not to pay my final dues and delaying it will force me to just get the visa cancelled and leave. I am in need of some advice in this situation. Can I file a case before the 28th of Feb and leave the country to join my other employer and hope in my absence the case will be resolved by the labour court? Would appreciate a reply.

Q: I have an unlimited contract, I have sent a resignation letter mentioning that I am ready to serve the notice period, can my employer ban me?

Q: I am employed on an unlimited contract with my current employer. It is 1 month for the notice period (as per the labor contract). I got an offer from a new employer and, therefore, resigned a month ago. Now, one month has passed since my resignation but the employer is not canceling my visa and wants to extend more. Kindly advise on what I should do now since my new employer sends a labor offer and is asking for my canceling papers.

Q: Hi, For an employee who has finished 7 years, the gratuity would be calculated on 30 days' basic pay, or would it be 21 days for the first 5 years and subsequently to be taken as 30 days after 5 years or more? The above query is based on the fact that the employee is on an unlimited contract. It would be very kind if you could clarify in compliance with the UAE labor law. Many Thanks!

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?

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).