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: I am under DMCC. My visa has already expired on Nov., 8. My company told me that they will transfer me to an LLC (same owner). I emailed them reminding them that aside from my gratuity, I also have a pending ticket allowance. They replied to me and sent a letter that from DMCC, I will be transferred to an LLC due to the expiry date. My employment will be continued with no changes to my end of service entitlement and annual leave. Is this letter valid? Will this letter be enough proof and assurance that at the end of my service I will get the dues from my last company (DMCC)?

Q: Hello, Is it a violation when some employees work in company A (industrial license) while they have a visa and work permit from company B (professional license)? Companies A and B have the same owner, sponsor, and brand. They are based in Dubai, mainland, and are private companies.

Q: Hello, I got a 2-month work visa stamped by the UAE consulate in India. Let's say the sponsor's name is ABC, based in Sharjah, but the company I'll be working for is XYZ, based in Dubai. Both companies are related, as they have the same partners/owners and operate in the same business. There are no issues with my designation. Can there be problems in the future?

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 On Evidence in Civil and Commercial Transactions (Law of Evidence) govern evidence in civil and commercial disputes in the UAE.