Q: I have a couple of labour issues. I worked for a company for 7 months, and I was lied to regarding my visa status while I was working. It was said it was possessing while it was not, and I also received a false labour contract which I later found out. Once I finally received my visa, I had a death in the family so I wanted to take my emergency leave. My employer said it will be an unpaid leave, so I replied I thought I can get 30 days paid leave after my probation period, then he replied bring in your passport for termination. I just needed to leave the country for 2 weeks for the funeral even if he would have said that he could not pay for the leave it would be ok, but by terminating me instead, I thought it was a wrongful termination. When I came into the office they told me it was because of poor work performance, which was not true because I never received a prior documented notice with my signature regarding poor work performance. What legal actions can I take towards this case?

Q: Dear Madam, We have the case of one employee who joined the company on 12 Dec 2018. His leave eligibility is 22 working days per year. He has not consumed any annual leave and is leaving the company on 31st May 2021 (after 2 years and 5 months+). Are we supposed to encash all the annual leave he has accrued from his joining till the end of May 2021? Our company has a policy of transferring only 10 days from Dec of each year to the next year. Any leave above this is forfeited. If this is the case, he will carry only 10 days from Dec 2020 to Jan 2021. Please advise what the UAE LL states about it. Thanks.

Q: Dear Sir, My contract is a fulltime employee for a company in the UAE, and my leave entitlement state 10 weeks work and 2 weeks off. However, due to the COVID-19, I have been unable to take that leave and have accrued two months leave or 61 days with four flight tickets. My question is, can my company legally cancel those accrued days at the start of the new year or would they have to pay me for those days?

Q: Dear all, I hope you are doing well. I have a question: Can I obtain a cancellation from the company in a limited contract before 6 months? What are the advantages and disadvantages? Alternatively, can I obtain a cancellation after six months? Which option is better, before six months or after six months? Please guide me!

Q: Dear Sir/Ma'am, My employer insists I take annual leave after 2 years, but as per my contract, I can take it annually. What should I tell him?

Q: Hello, Currently, I am working as an employee in a free zone company, and I have been working for two years. Now I want to go to my country on vacation because my vacation time has come, and I want to know whether I will get a two-year return ticket to go to my country or not. My company is under a free zone, I would like to know if I am entitled to it, even though it is not mentioned in my contract letter.

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-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).

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.