Q: Hi, I have been working for a US company since Jan 1st, 2002. On Monday, 20th Jan 2020. I was given a letter of termination which only stated we are terminating your position. I was on a UK contract from 2002 to December 2018 and they forced me to move to a local Dubai contract, I’ve been employed in Jebel Ali Free Zone for the whole duration. I had no prior warning of this, but I was asked to leave immediately and hand in my company laptop and take a 30-day garden leave. I was also given 60 additional days as an ex gratia payment. I have received the final settlement calculations which include gratuity. My question is, is this the correct procedure that should be followed? When are they entitled to cancel my visa? Is it after 30 days or after 90 days? My visa expires on 20th Feb so it looks like this was planned. However, am I entitled to ask them to renew my visa for the full 90 day period? And when do they legally have to pay my end of service benefits?

Q: Good evening, I have an unlimited contract, and I have received an offer letter from another company. However, my previous employer is holding up my resignation. My next job is urgent, but my company does not want to let me go. They said that I need to render a one-month notice. I plan to tell them that I will use my two years' annual leave to cover the one-month notice period. I do not know what to do. I need to start immediately at my new company, but my previous company does not want to let me go. I will complete my two years and am entitled to take a vacation, but I need to resign urgently.

Q: Can I trade my annual leaves with notice period under unlimited contract?

Q: I was terminated on 6 Dec, and placed on gardening leave from 13th Dec. I have 18 days of unused leave and my employer is telling me to take the leave during the gardening period. He does not want to pay for unused leave. Has offered 9 days. What are my rights? If I file a case with MOHRE, what happens after 6 Feb, potentially my last day of the gardening leave? Can they cancel my visa if we are still in dispute? Do they have to continue to pay me?

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 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.