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: Employee Waiver Agreement, is it legal? Our employer did not pay our final salary and end of service gratuity. They demand that we sign this agreement, and if not, we were told we receive no money. After signing the waiver, the employer has not paid. It appears they never planned to pay. They planned to show the document in the court.

Q: In regards to the UAE Labor Law and the application of End of Service Gratuity, if an individual was employed by another branch of a company before transferring to an FZE branch UAE based employment contract, would that be considered continuous employment? For example, the initial employment was in another Middle East location(s) within a European registered branch; however, all administration (HR / Management oversight) was conducted by FZE entity, after which, in acceptance of promotion, a relocation to the UAE and an FZE contract was entered.

Q: Dear Sir, I want to ask a question. I am currently working in a small workshop that includes 10 workers. My employer made my salary in the labour contract AED 700 per month, but after one year I got a driving license and he increased my salary to AED 2000. Now I have no proof that he increased my salary, but I have salary card that mentions AED 2000. If I file a case in the labour court that he did not give me my salary for the last 4 months, then which salary does the court count, 700 or 2000?

Q: Hi Sir, I have a quick question for you. I established a business registered in DMCC 10 years ago that I sold at the end of 2016. I had an agreement to remain in the business until the end of 2017. I am currently exiting the business. My question is, am I entitled to the end of service benefits being currently employed by the new owner? If yes, is the calculation from the beginning of my employment or at the date I sold this business? Many thanks, Best regards, Nicolas

Q: I am looking for advice on how to best proceed with receiving the amount of gratuity promised in my contract. I have worked for my employer for 4 years on an unlimited contract. One month before my visa renewal, the employer informed me that they will not renew my visa and will end the working relationship. My contract states that my basic salary is AED 13,000, with no subdivisions. Now, the employer claims that this was a mistake and they meant to write AED 6,000 as basic salary and allocate the rest for travel, living etc. They are only willing to pay the gratuity based on this amount. Please advise, what is the amount the employer owes me as gratuity and how to proceed?

Q: Should the severance pay for arbitrary termination and notice period compensation be paid on gross or contract salary? My employer had refused to put any salary raise I got in the contract but put it as a fixed bonus in payslips. I have a salary certificate, payslips and bank statements to prove my remuneration. This is in case of DMCC free zone, UAE.

Q: If we transfer an employee on secondment to the UAE from another country for a period of 3 years, do we have to pay gratuity as per UAE law? As per his contract in the country where he is transferred from, the company is liable to pay provident funds in the country. After spending 3 years, he will be transferred back. Is the company liable to pay gratuity? Kindly note that he is one of the executive cadre, not a workman.

Q: As per the company advice, I resigned from the service. I was a senior accountant of the company from Jan 2018 onwards. I have not received any kind of benefit like a leave salary yet. My labor contract shows 1200 Basic salary + 300 (Allowance), but I have proof of actual salary receipt to my account. Please help me with a solution if they will not give any benefits (gratuity, leave salary "03 yr 05 months", airfare).

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.

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).