Q: Hi, I need advice on my end-of-service benefits. I have been working with an employer in Abu Dhabi for the last 2 and a half years. I recently resigned from my position and successfully completed my 2 month notice period on the 14th of August. Since then, the employer has not released my dues which were agreed on my last working day. Actually, they are forcing me to sign the cancellation paper before clearing any dues which I have refused as the cancellation paper clearly states that "I certify that I have received all of my dues". I have requested them multiple times over email and phone but still, they are giving invalid excuses and doing unnecessary delays. Can you please guide me on how I can tackle this situation as I urgently need to return to my country? I want to leave on happy terms without having any clashes at this stage. Please advise. Many thanks.

Q: Does an employee have to sign any paper with the employer to initiate his visa cancellation after the resignation and before last working day? My employer is asking me to sign a form named "United Arab Emirates Ministry of Human Resources and Emiratisation Electronic Work Permit Cancellation", where all my details are printed and written, "I certify that I have received all my dues up to date... Employee Signature". My notice ends on Aug 29th and they are yet to pay end of service...etc., and this is an unlimited contract and my employer is asking me to sign this paper saying this should be signed to initiate visa cancellation. But I am uncertain to sign as I haven't received my pay yet but the paper says so. Please suggest

Q: Hello Sir/Ma'am, I have been canceled by the labor department because my company did not cancel my visa, nor did they pay me my salary for 3 months or my end-of-service benefits. After the cancellation from the labor department, can I file a complaint against my employer for not paying me my salary and end-of-service benefits? Thank you!

Q: I joined the company (Media City free zone) on December 4th, 2023, and resigned on February 15th, 2025. We agreed that my last working day would be April 15, 2025, as my contract specifies a two-month notice period. Yesterday, March 25, 2025, I received an email from the HR department requesting that I sign the visa cancellation letter today or before receiving my end-of-service payment and final salary. I have researched the DMCC and UAE laws and found that I should not sign any visa cancellation letter until I have received my payment. I was provided with a final settlement letter from the company yesterday. The amount mentioned is correct; however, the letter includes clauses related to the payment that I do not agree with. According to my research, and in line with UAE law, there is no legal requirement for employees to sign an internal release or waiver to receive these statutory entitlements.

Q: My former employer in DIFC is delaying my visa cancellation process even after the completion of my notice period. They want me to sign the cancellation paper without getting paid the final clearance. What are my legal options?

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.

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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.