Q: Hello. I have been working for one company a year and a half. Yesterday, I was told that due to redundancy they don't require my services. The letter they gave me is extremely controversial- stating that my contract is terminated with immediate effect, and on the other side, I am asked to serve a one-month contractual notice. So my question is, is that legal? Am I entitled for more than one salary due to redundancy? Do I have to work for the notice since its immediate termination? Thank you

Q: Hello there, I have been informed by my employer for 34 months, that my position is no longer required in our Dubai free zone office. I was employed in 2014 to take up a Dubai-based position and I was informed that I would be taking over a Middle East Director in two years. They have asked that I relocate to the UK in 3 months to take up the same position, they have given me 1 week to accept this offer. Given that there is no mobility clause in my employment contract and offer letter, would I be within my right to refuse this offer on the grounds that it is unreasonable as we now know that it would take us (a family of 4 with 2 children) longer than 3 months to plan and move the family back to the UK? What rights do I have if my employer were to make my position redundant, would I have grounds to sue for constructive dismissal as my performance has never been in question?

Q: After redundancy of my position in Feb 2018, the employer filed a false absconding case which I got removed in July 2018 in their presence and the Ministry cancelled my labour card. The employer delayed visa cancellation. Due to my liability with the bank, the final settlement had to be transferred which they did not do as previously agreed with the bank. Until date (Feb 25, 2019), they have not paid it to me in spite of the Ministry of Labour tribunal and Tawafuq center asking them to pay it. They have not cancelled my visa and they tell me it can not be done. How do I solve this problem given that the sponsor has to cancel my visa? The Ministry of Labour has routed compensation request to the court via Al Adheed.

Q: I live in Australia and was recently employed by a company in Dubai. I was made redundant and have not been paid all of my contracted entitlements as I was advised the company was being put into administration. I don’t believe the company has been put into administration and they are simply looking to avoid payment of monies due. What can I do? Thank you

Q: I told my employer I was pregnant (I have been with the company for nearly 3 years). My boss told me not to return after the baby is born and also said that I should leave before my maternity leave. I told them it's my right to stay/choose. Since that day my boss has harassed and bullied me at work. I raised a formal complaint against him. However, the company are supporting him saying it never happened as they don't want to be liable. I am now signed off work sick because of the abuse/treatment at work that ended up with me nearly having a miscarriage. If I resign, I lose my 3 years EOSB, my medical and visa. But if I stay, I am subjected to daily harassment. What legal rights to do I have?

س: السلام عليكم، تم فصلي بعد ٦ سنوات من الخدمة لظروف العمل الاقتصادية بعد فيروس كورونا. العقد غير محدد المدة. الفصل لم يسبقه إنذار و تم إبلاغي به أثناء إجازتي السنوية. برجاء الإفادة عن المستحقات، خاصة مكافأة نهاية الخدمة إذا كانت تُحتسَب على أساس شهر عن كل عام خدمة حال الفصل التعسفي. أعمل في أحد الفنادق بدبي.

س: هل يوجد قانون ينص على توفير سكن للموظف بعد إنهاء خدماته أو إعطائه إجازة بدون راتب نظرًا إلى عدم قدرته على السفر في ظل الظروف الحالية؟

Q: Hello, I have been working in a company for 7 years and 8 months. Last week, I was told that due to redundancy, they don't require my services. I am asked to serve a four-month notice period and not eligible for any compensation since they gave me a four-month notice period. My contract is a limited contract so my question is: is that legal? Am I entitled to more than one salary due to redundancy? Do I have to work for the notice? Thank you!

س: فترة إخطار الفصل من العمل في عقد غير محدد المدة. لقد استلمت خطاب بالفصل من الشركة بتاريخ ١/٤/٢٠٢١ وكانت صيغة الخطاب بهذا الشكل: "This is to inform you that your employment with the company is terminated with immediate effect from 01 April 2021. This is in line with the management team's review of our business needs; the job role you are currently performing has been made redundant. You are directed to hand over all company property so that the final settlement of dues have been cleared in accordance with the UAE labor laws subject to the satisfactory completion of the handover process." علي حسب فهمي للخطاب أن الفصل تم بصورة فورية لذلك توقفت عن العمل لحين الغاء الإقامة واستلامي مكافاءة نهاية الخدمة علماً بأن بطاقة العمل انتهت في تاريخ ١٨/٤/٢٠٢١ والإقامة انتهت في تاريخ ٢٩/٥/٢٠٢١. الآن الشركة تقول أنه سوف يتم خصم مبلغ شهر الإخطار من المكافأة، علماً بأنه لم يتم توضيحه في خطاب الفصل. سؤالي هو هل من حق الشركة أن تخصم المبلغ من مكافاة نهاية الخدمة؟ سؤال آخر، هل سبب الفصل الموضح في خطاب الشركة يعتبر فصل تعسفي؟

Q: I have a question about the repatriation ticket and costs. As per the Labor Law, the employee is entitled to an air ticket. But our company has put another line that I will get this benefit only if I leave the country and don't stay in the UAE. Can this be enforced? "Repatriation Cargo Note: Please note that you will NOT be eligible for Repatriation Benefits, if you transfer your employment visa or if you shift jobs in the UAE or continue to stay in the country post cancellation of your employment visa. You need to secure approval on your repatriation cargo, and avail it within three (3) months from the last date of service. Repatriation Tickets The value of repatriation tickets which is 50% of your annual airfare for you will be added to your Final Settlement payment as per policy. Note: Please note that you will NOT be eligible for Repatriation Benefits, if you transfer your employment visa or if you shift jobs in the UAE or continue to stay in the country post cancellation of your employment visa."

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 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).