Q: My employer is constantly delaying the payment of salary. I don't want to spoil the relationship with him, but I want to know if his actions are legal and if he could pay the parts of salary throughout the whole month. Salary in our company is paid by cash only. As I don't have a copy of the employment contract, I can't say whether anything is written concerning the terms of salary payment or not. How can I avoid this and what are my rights?

Q: Good day, I just want to find out. The company does not pay salaries for months. Now I have a bad credit record in the UAE. Can I open a case of defamation because the company is giving me a bad name with the banks and with my landlord who is about to open cases against me?

Q: Hi there, If you could please let me know how is End of Service gratuity calculated for resigning employee on unlimited employment contract in Dubai?

Q: How much do you charge to represent at court for a labour case?

Q: Hello Sir! I worked as a Logistics Coordinator from Sep. 2017 - Feb. 2018 in a free zone company in Dubai. I resigned with a 30-day notice before my probationary period ends because of unpaid salary and my employer accepted my resignation. It's been 5 months since I left the company, but my visa has not been cancelled by my employer which is fine for me as I am still looking for a new job as at this time. My previous employer did not pay me my last 2 months' salaries and has not responded on any of my follow-ups. My question is at the time that I get to find a new job and need cancellation of my old visa, what if he does not respond? Will the free zone company still cancel my visa even without my old employers NOC?

Q: I had employed 4 employees who wrongfully filed a case against me in the court for unpaid salaries and gratuities. Due to my negligence, the court has rewarded each of them a certain amount of money. Is it possible to appeal these cases as I have a proof which can be used effectively if given another chance?

Q: Dear Sir/Madam, I have worked in the UAE for 2 years and completed my contract. I notified the company a month before my contract expired, expressing my decision not to renew. When the contract ended, I refused to sign the cancellation paper because the company declined to pay the gratuity and other pending salary. I filed a complaint with the labor authorities. With 7 days left for my visa to expire, I am unsure if I will be charged for overstay or if it is the responsibility of the company. Kindly advise!

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 UAE attracts a large population of expatriates from around the world for business or leisure. It occurs sometimes that those expatriates violate the rules of their visas and incur overstay fines which accumulate the longer they stay beyond their visa's expiry date. This may result in travel restrictions, banning violators from entering the UAE for a certain period or lifetime. The UAE authorities have now announced a two-month scheme for violators to rectify their situations.

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).