Q: Dear Sir/Madam, I recently filed a complaint with MOHRE and received a call from them today asking for my claims. I am working as an electrical engineer under a limited contract. My start date was March 10, 2022, but my labor contract was not completed until April 24, 2022. - My offer letter states that my salary is 25,000 AED per month, but my employer made my labor contract state that my salary is 15,000 AED per month. The employer has paid me partial salaries as he wished, sometimes 25,000 AED and sometimes 15,000 AED. As of today, my partial/pending salaries total 150,000 AED in 14 months of service. - The employer has failed to provide me with medical health insurance. Also, as per my offer letter, the employer agreed to provide medical health insurance to my family. However, the employer has failed to reimburse me for any submitted bills. - The employer has failed to pay my annual leave. In such a scenario, what will happen with MOHRE? Can I resign and join a new company without affecting my settlement claim? Should I apply for 1-month leave as per my right and look for a new job?

Q: Madam, I'm new in the UAE, and now working as a safety officer since July. I would like to resign, and I'm actually in my probation period. I would like to know from which date does our probation period start, is it from the day the employee labour contract started, the day of joining or from the day when the visa stamped? Please help me with the proper information.

Q: I was working in France for a company and got transferred to the UAE with the same company. As part of the transfer process, I resigned from my French position and signed a new local contract for the new position. My employer issued a letter mentioning the resignation and the new position benefits as well as clearly mentioning that my employment with the company is continuous (ie. my start date with the company remains the same as my start date in France). I have now resigned from my UAE position and am in the middle of my notice period. I have discussed with my account department the details of the End of Service Gratuity and found that they do not consider the French start date but the UAE start date in their calculation. The letter as well as multiple company internal procedures clearly state that when an internal transfer happens, the start date with the Group remains. As I was forced to resign from my French contract, I have not taken any compensation for the years worked. Please advise!

Q: Hello, Which date is considered the official start date for employees in a company: is it the date stamped by MOHRE on the contract, or the date the residence visa is issued? Additionally, which date should we use to begin calculating the end-of-service benefits? Is it mandatory to provide written notice of termination for employees after their contract ends, especially if the company does not intend to renew the contract? Thank you for your assistance!

Q: Hi, What is the calculation for a part-time employee? Is he eligible for a final settlement?

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 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).

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.