Q: Hello Ma'am, My name is H. S. and I am from India. I work in a hotel in Abu Dhabi and I have been to asked recently to leave the company due to the restructure in manning. They told me that I should find another job within the next 2 months and after that, I have to leave the place and my contract will end. I just want to know what are the benefits I am entitled to get before I leave.

Q: Hi, I have received an employment termination letter due to company restructuring. This was done without prior notice, and I am currently completing a one-month grace period. I have not used any of my annual leave, and I have been working here for nine months. Could you please let me know what sort of compensation I am supposed to receive? Thank you!

Q: Dear sir/madam, I am currently employed in Tecom Area, Dubai. My employer tendered me a notice of termination for my employment contract within the 6 months probation period. The employer told me I need to work 53 days more after the termination notice is served. Do I have the right to insist to have my visa canceled if I find a new job after 14 days from my termination notice? How do I resolve my issue if my employer will not cancel my visa and insisted I should finish the 53 days period he provided?

Q: Hi, I need advice on the termination of the contract and notice period. I am in the 1st year of my 2nd fixed-term contract with my employer (school) and was terminated on 21 March due to restructuring. Firstly I'd like to know what I am entitled to in terms of end of service. Secondly, my employer's contract says I have to give one term notice, so they want my last working day to be 5th July. However, my MOHRE contract states 'the terminating party shall notify the other party of such desire 3 months as a prior notice before the determined date of termination, such period shall be similar for both. My employer is saying that because we had 2 weeks of spring holiday and then 1 week of Eid, my notice period does not include the holiday (I was terminated before the holiday began). Please, can you advise on the correct date of the end of the notice period? Also how to get the employer to agree.

Q: Greetings! I just want to ask for clarification. My company renewed my visa three months ago, but now I am being terminated because I am an existing staff member. This is because our department will no longer remain beyond the end of December 2024 due to a management change. The company informed me of my termination only four days ago, but I have a three-month notice period. Is it correct that if I leave before completing the three-month notice, I will have to pay a penalty? Or, since they are terminating me, am I entitled to complete the three-month notice period without any penalties? I just want to understand my rights regarding this situation. Thank you.

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

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 UAE government introduced the new Unemployment Insurance Law under the Federal Decree-Law No. 13 of 2022 Concerning the Unemployment Insurance Scheme for Unemployed People. The law aims at providing a sort of financial support in case of unemployment for a brief period, probably to help employees who got terminated find another job and avoid failing in other financial obligations.

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).