Q: Dear Sir, I have worked March 2008 to July 2011 in Mushrif National Construction LLC Central Market Project Souk - Abu Dhabi. My job designation was IT Assitant, my salary was Dhs 3200/- per month. Also, they have provided yearly two-way tickets and leave salary benefits. In July 2011 I went to India for long leave. The company terminated me on January 31, 2012. After that, they calculated my indemnity money Dhs 6044/-. Partly they have sent my pending salaries and my indemnity money, they have sent only Dhs 2000/- till now. They did not pay my balance indemnity money Dhs 4044/-. I have sent a lot of emails and mobile calls with no response from Mushrif National Construction LLC. Kindly please help.

Q: Hi, Good day. I have been working with a company for 5 years and a half. Then I applied for my resignation (with a 1 month notice period as per my contract) and my service ended on June 30, 2018. A month after, my manager contacted me and asked me to sign some "pre-termination" paper. When I asked about my gratuity payment, He mentions that I can get it within a month or two and that if I still didn't receive it, I can still have grounds for complaint that I can submit to the Ministry of Labour. However, I still declined to sign any letter. They then just told me that they'll contact me if ever the cheque is ready. My question is: - Was my action right by not signing any papers considering I had no guarantee of receiving my gratuity? - Also, since I'm still looking for a job currently (and I want to settle things amicably), is it an option for me to simply just wait it out until they contact me again with regards to my cancellation and gratuity? Thank you and have a nice day.

Q: I was working for a free zone company in JLT Dubai, UAE and I resigned from the company around 12th Nov 2017. Although I had a pending salary of 5 months, my ex-company assured me that they will pay my pending salary in instalments verbally and sent me a mail stating my pending amount. So can I still file a case against my ex-company?

Q: I had been working for an LLC company in Dubai for 6+ years on an unlimited contract and got terminated due to company restructuring. I had signed my labour cancellation papers as they promised me that they will settle the amount at the earliest and currently working for a different company. My termination happened in Nov 2016 and I had received half the amount of my end of service benefits in instalments. I have not received the rest and they are not replying to my emails and they are telling me they will return for sure once the company is in good shape. Please let me know if I still have a chance to get my end of service benefits.

Q: Dear Sir/Madam, I continuously worked for a company in Abu Dhabi for 8 years. My contract was terminated last March 18. My gratuity has not been paid since then as the company kept stalling me by promising to pay it in my home country. I deeply regret trusting them. I am currently working outside the UAE and it had been more than 1 year after the termination of my contract. Given the above, can you please tell me what rights do I have at the moment?

Q: I have given a cheque to someone but the cheque had not been presented on the bank and the validity of the cheque has been expired, one and half year passed from the due date. Please, what action can be taken legally against the person who issued the cheque?

Q: My employer deducted visa money from my salary between March and October 2020. I reported my employer to labor but the labor representative mentioned that it is over one year and thus, I cannot lay any claim anymore. Is this true?

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.

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 by Law amend the Federal Law No. (18) of 1993 by replacing Clause (4) of Article (379) as well as Articles (600), (617), (641), (642), (643), (644), and adding new articles numbered (635) Bis, (641) Bis (1), (641) Bis (2), (641) Bis (3), (641) Bis (4), (643) Bis (1), (643) Bis (2), (644) Bis (1) and (644) Bis (2). The Decree-Law also repeals Articles (401), (402) and (403) of the Federal Law No. (3) of 1987.

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).