Q: Dear sir/madam, Does an employer have the right to calculate the end of service money by applying the old labor law (considering only 7 days for 1st-year completion)? I have resigned from my job after completing one year, 4 months, and I understand that according to the new labor law, the end of service money should be paid 21 days of the full salary (not basic). How can I protect my entitlement? Could you please advise on this regard?

Q: Hello Sir, I worked in Dubai for 6 years and 6 months. My basic salary was AED 1200, but I only received AED 5906 in gratuity. I am not satisfied with this amount. Sir, please tell me, how much gratuity am I entitled to?

Q: Dear Sir/Madam, Since the UAE required all existing unlimited-term labor contracts to be converted to limited-term contracts, on which one (unlimited or limited) must the calculation of gratuity be based?

Q: I have worked for a free zone company for over 7 years. The company provided me with a share and changed my visa from a Fujairah free zone to a Dubai free zone during the 7-year duration. My salary has changed from 6.5k to 25k in these 7 years. If I resign, I am aware I'm entitled to some benefits. Can I have any guidance on this?

Q: Dear Sir, I am working in the private sector in Abu Dhabi. I was recently released from my job due to cost-cutting and am currently in my notification period until January 24th. I have some questions regarding the termination compensation. As per my employment contract with the company, the definitions and rules of interpretation applied to the contract signed by both parties (the company and me) were in line with Federal Labour Law No. 8, which states that the compensation for termination of the contract is 3 months. However, my company assumes that the compensation is only 1 month under Federal No. 33. Could you please advise which one should be followed, considering the law applied to my signed contract with the company? Thank you!

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.