Q: What is the correct procedure for an employer to terminate an employee who holds an unlimited contract? How many warning letters? Max and Min time between these letters? The content of the warning/termination letter?

Q: An employee (driver) in my company failed to report to work on the agreed date after his leave days, then the director had to hire a driver for two days. The employee never reported to work until now but the company had to pay to his account salary for two months. Now, the driver went to a lawyer and they are requesting severance fee, illegal termination fee and salary in lieu of notice. How is all this possible and yet the employee was not fired and he never called back? Kindly help

Q: Does the termination letter necessarily contain the reason why they are terminating an employee? Our termination letter does not include the main reason, it is just stating that "we made a decision to terminate you according to Article 120".

Q: If one employee has been terminated through email and did not sign the letter, what can the employer do about it?

Q: The company's accountant has not been performing his duties professionally and has received several warning letters. He was also not producing any kind of reports despite requests and warnings. His salary was cut several times due to this. Finally, upon being forced to produce at least some report we found many issues including approving expenses without Management approval, cash missing which he was responsible for, not recording transactions properly... etc. We want to dismiss him as he made serious problems for the company and we don't want to pay any benefits except for the last salary. We have filed a complaint to MOHRE based on Article 120 asking for termination and damages, but he also filed a complaint asking for full benefits. What is the safe procedure for us to close this matter?

Q: Hello, What happens when an employee refuses to sign a warning letter? What are the options for the employer?

Q: Hello, What are the options of an employer when an employee refuses to sign a warning letter?

Q: Dear questioner, I have an ex-employee refusing to accept or respond to a fair and reasonable settlement offer of a cash payment of 30% of his dues and 3 checks, payable over 60 days. This is bringing the business to its knees as there is also a freeze on the company's trade license and bank account. What are my rights as an employer to get the ex-employee to respond to the offer?

Q: For terminating an employee by giving 3 months' notice, what is the best reason to write to be able to avoid any claim of arbitrary termination?

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

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).