Q: Dear Sir/Madam, I have worked continuously for a company for 10 years and am now being retired. My original contract was signed in 2013. However, in 2018, we were asked to sign a new contract and were given a gratuity payment. On 1 January 2023, we were given another new contract which further reduced the gratuity. Each new contract has reduced the gratuity from the original contract. I understand that contract amendments should not disadvantage employees. Therefore, should the gratuity be paid at the original, most beneficial rate for the employee?

Q: I work in DAFZA. My company does business in USD. My company gave me a target letter that if I did X amount in Euros, then I'll get AED 57K as an incentive. I managed to do 102% and was expecting an incentive payout accordingly. But they gave me a bonus as per 94% target achievement. They mentioned that the exchange rate was favorable all throughout the year for USD. But if they calculate the sales at the original exchange rate used while deciding the target, I have achieved only 94% of my target. 2 things: 1. They never mentioned in writing anywhere that the final calculation would be based on the fixed exchange rate. 2. Target versus Achievement as per our ERP system, which I used for tracking my achievement status showed me the result as per the actual exchange rate on that day and hence I assumed that I hit 102%. No one pointed out in the whole year that my achievement was not 100% and there's is nothing in writing reflecting that. How can I ensure that my company pays me the correct amount?

Q: Hello Nicole, Greetings! I have been working in a private company in Dubai for the last 13 years under an unlimited contract. Recently, they have made my position redundant. I am now serving 3 months notice period as per the labour contract (2 months already served, I am now in 3rd and last month). My employer has put me on forced paid leave to adjust my notice period against leave days balance. I need some clarification per below, please. 1. The employer is paying me a full salary for a notice period of 3 months. However based on the recent announcement from the Ministry of Labor (for Private Co. employees), can my employer reduce my salary temporarily/permanently in this last month of notice period? 2. If the answer to question 1 is YES, how will it impact the calculation of my end of service benefits like gratuity or leave balance encashment? Will it be recalculated based on the revised (reduced) salary? 3. Am I eligible to claim any other Termination/redundancy pay apart from gratuity and leave balance encashment?

Q: Hi, I would like to inquire whether an employer has the right to revoke a benefit that was previously granted to an employee. For instance, if a company provided family status to some employees and gave family tickets in a given year, can they revoke it the following year?

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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).