Q: I am 7 months pregnant and working in a construction company (project base). If I am terminated before my delivery, can I demand compensation till the end of my maternity leave delivery date + 45days?

Q: Hi, I represent a company and would like to seek clarity for the following scenario: If an employee has exhausted his paid sick leaves of 15 days and is still not able to join work back due to his persisting illness, can the employee opt to avail his annual leaves instead thereafter of avoiding the 50% pay cut due to the availing of 30 days sick leave provision available to an employee? Kindly advise as it would be of great help, please! Many Thanks,

Q: Dear sir/madam, I am an employee in a company for almost 10 months already and I am 7 months pregnant. I am about to deliver, but my boss is asking me to resign because he will not pay for my maternity leave and I will not get anything. What are my rights as an employee?

Q: Dear Sir/Madam, After completing three years, an employee will go on maternity leave starting from March 4, 2024. Following approved maternity leave, the employee will take unpaid leave. The employee has already used all available annual leave and utilized 25 days of sick leave at the beginning of the year. If the employee goes on maternity leave followed by unpaid leave, can we consider sick leave on a prorated basis?

Q: Dear Lawyers, Is an employee eligible for maternity leave in the first three months of pregnancy? If an employee takes sick leave in the first three months of pregnancy, can it be considered normal sick leave or maternity leave?

Q: Dear Lawyers, If a female employee joins an organization and goes on maternity leave within the 6-month probation period, is the employer supposed to pay for the maternity leave? Is there a required time duration that employees must complete in the organization to be eligible for maternity leave pay?

Q: Dear Lawyers, Is parental leave applicable for a male employee whose family is outside the country (child born abroad)?

This Article explores the maternity rights envisaged under the UAE labour law [Federal Law No. 8 of 1980 regulating Employment Relations in the UAE (the 'Employment Law')] and also about the important points to be noted while availing the leave.

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).