Q: Good day, I have a question about my contract being terminated in the UAE. I was verbally informed of my contract being ended due to redundancy on 6th October with no requirement to work the notice period. There is a 2-month notice period in the employment contract. The written notification was only provided on 4th December. Company is refusing to pay gratuity and vacation during notice period with all calculations only being until 6th October. Is this calculation correct? How does the lack of written notification affect this as I would think the notice period should commence when that is received? Secondly, in the redundancy letter which was titled “Notice of redundancy,” it was called a “necessary restructure”. I have since found out that somebody else has been brought into my position but the job title has been changed. All reporting lines and work responsibilities seem to remain the same based on what I have heard from former colleagues. Would this fall under an arbitrary dismissal?

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: Hello Ma'am, My name is H. S. and I am from India. I work in a hotel in Abu Dhabi and I have been to asked recently to leave the company due to the restructure in manning. They told me that I should find another job within the next 2 months and after that, I have to leave the place and my contract will end. I just want to know what are the benefits I am entitled to get before I leave.

Q: My company terminated me as redundancy due to reducing the workforce in UAE and after 1.5 months, they posted the same job on the jobs website.

Q: Hello, My employer has notified me of the redundancy of my role; however, they have offered me an alternative position that is not suitable. What are my rights if I reject the alternative position? Am I still entitled to my 90 days' notice and payment, as well as end-of-service benefits?

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.