Q: Hello, An employee worked in a DMCC company for more than 10 years. He left the country in 2019 without settling the End of Service Benefits. Due to some reasons, the company asked to sign the documents for visa cancellation. He has signed and left the country. There is no EOSB transaction in his bank statement. Is there any possibility now to get EOSB? Any rule in DMCC to get EOSB? Please guide me!

Q: Good evening Sir, I am H., working as Asst. Manager under an unlimited contract, and now I completed 4 years and 10 months at this company. I have resigned from the job effective 01.06.2019, and on a 30 days notice period. My boss instructed me to withdraw my resignation letter and give an apology letter, but I refused politely. Last week, they accepted my resignation and they instructed me to vacate the accommodation. On 16.06.2019, I vacated my company accommodation and handed over all the things that belong to my company. The facility of the motor car was revoked on May 30. My HR manager said (verbally) you can stop your duty, but he is not ready to send an official email. Still, every day I am going to the office by taxi. Now, they are forcing me to sign the cancellation paper. I asked about my gratuity but the HR manager is saying you have to sign cancellation paper letter we will process your gratuity. Sir, I am kindly requesting you to advise me on the procedure of how I can solve this issue in a professional way.

Q: How long must we wait for our End Of Service Benefits and cancelling of visa, and for the company to issue the flight ticket home? We received letters of 30 days' notice of termination of the contract. The contract ended on 18 October 2018. The company let us sign a letter of unpaid leave in case more work is received. We requested to leave the UAE. We are still waiting for our EOSB on unpaid days. We have company accommodation but no monies for living expenses. What must we do?

Q: Dear Lawyers, I would like to ask if I can still complain and get my pending gratuity and salary from my employer if they didn't pay me after they canceled my work visa.

Q: Dear Sir/Madam, I've served a 30-day notice, and my employer is supposed to provide the cancellation and end-of-service (EOS) settlement on time. However, if my employer fails to process the cancellation, how many days does the DMCC Authority typically take to handle the cancellation upon my request? Additionally, how many days would you suggest I wait after completing the 30-day notice period before approaching the DMCC Freezone Authority, given that my next employer is already waiting?

Q: My visa has been canceled without paying my gratuity. HR informed me the cheque is currently with the appropriate authority for signature, and once it gets signed they will inform me, Now, they are holding my dues and saying once funds are arranged, they will inform me. In need of advice.

Q: Dear Lawyers, My visa was canceled in May 2024 after completing two years of work, but my previous company did not pay the gratuity.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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.

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).

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.