Q: Good Morning! I'm writing to you in hopes of any help you can give me. I'm a single mom and sole provider of my family back home. Last Feb 15, 2017 I was terminated. Now, my former employer is blackmailing me for them not to pay me any of my end of service benefits. I have not received any end of service benefits and they are not being cooperative and they are threatening me with police prosecution. I am begging for any help you can extend. Even legal advice on my situation will be dearly appreciated. Please. I need help. I am appealing to anyone in your office to please help. Thank you for taking the time to read this.

Q: Hi, I would like to know about the end of term gratuity here in Dubai, It says the maximum remuneration for the end of service gratuity should not exceed 2 years' pay. Is that 2 years' pay based on the gross salary or basic salary? Regards

Q: Hi Madam, One clarification: 21 calendar days’ basic pay for each year of the first five years of service. 30 calendar days’ basic pay for each additional year. Provided that the entire total remuneration does not exceed two years pay. Is it 24 months X Basic Pay or 24 months X Gross Pay?

Q: Please help me with the below scenario. I had worked with a company for three years. I was terminated on the basis of redundancy on 15th Jan 2019. They gave me one month notice period which ended on 15th Feb 2019. I completed the notice period and now joined another company. At the end of my notice period, I have 34 leave days as balance. In my final settlement, the company is paying me these 34 days on the basis of BASIC salary only. My argument to them is that I should be paid as per article 79 of the UAE labour law which states that my leave days shall be paid on the basis of wage. I want your help to understand if I am eligible to receive a full salary (basic + allowances) for my 34 leave days or it is only BASIC SALARY for 34 days.

Q: Hi, I will be grateful to you if you could advise me on the following: I have been working for an international company for about 12 years. Due to a recent restructure, I was made redundant. My questions are: 1. Will this redundancy be considered an arbitrary dismissal? If so, will I be compensated based on my full salary, or the basic? 2. I have not taken my annual leaves for many years. Can I be compensated for the days I did not take in the past 12 years? Your kind response will be highly appreciated.

Q: I have resigned from my company. How is the leave salary encashed on F & F settlement? My salary structure is divided into 4 parts, Basic, HRA, Adhoc & Transport. As per my company rules, I am eligible for 2 months' leave after 24 months of service. Will I be paid the Gross Salary minus Transport Allowance or only Basic in F& F Settlement? I have completed 1.8 years in the company.

سوف نستهدف هنا الوصول إلى كيفية احتساب مكافأة نهاية الخدمة بما يتماشى مع ما نص عليه قانون العمل في دولة الإمارات العربية المتحدة وما دأب عليه القضاء فيها، إضافة إلى طرح تعاريف الألفاظ التي أوردها القانون، للوصول إلى نتيجتين: الأولى؛ ما هو الأساس الذي تحتسب عليه مكافأة نهاية الخدمة، والثانية؛ كيفية احتساب حدها الأقصى.

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).