Request for legal guidance regarding employer harassment and premature asset retrieval demand (1)

Good morning,

Have a nice day.

The employer has no right to use such violence or threats. If she receives threats from her employer, she has the right to file a complaint against her regarding the threats directed at her.

Dear Client,

Thank you for reaching out regarding your friend’s employment matter.

Based on the information provided and by UAE Labour Law and guidance from the Ministry of Human Resources and Emiratisation (MOHRE), please find my legal advice below:

1. Premature Demand for Company Assets

Your friend is legally required to comply with the terms set out in her termination notice, which specifies a handover date of 20th June 2025.

Unless there is a written amendment to this agreement, she is not obligated to return company property before this date.

MOHRE’s advice is aligned with standard practice: assets should be returned during the official handover to avoid disputes over missing or damaged items.

Recommendation:

• Politely but firmly inform the sponsor (preferably in writing) that she will return all company property on or before the agreed handover date as per the termination notice.

• Retain all correspondence for her records.

2. Harassment and Hostile Environment

Repeated, unwarranted, and threatening communications from an employer may constitute workplace harassment under UAE law. The law protects employees from such treatment, especially during the notice period.

Recommendation:

• Document all instances of harassment (screenshots, call logs, messages).

• If the behavior persists or escalates, she may file a formal complaint with MOHRE. MOHRE has dedicated channels for reporting workplace harassment.

• If there are threats to her safety, she should also consider filing a police report.

3. Communication and Documentation

Maintaining a clear and organized record of all interactions is crucial. This documentation will support her position if the matter escalates or if she needs to defend herself against any false claims.

Recommendation:

• Continue to save all messages, emails, and call logs.

• Consider sending a formal, respectful written response to her sponsor, confirming her intent to comply with the agreed handover date and requesting that all future communications be in writing.

4. Emotional Distress

While UAE law does not specifically provide for compensation for emotional distress in employment disputes, the authorities take harassment claims seriously. MOHRE may mediate or take action against employers who create a hostile work environment.

Recommendation:

• If the harassment is severe, she may consult a medical professional for support and obtain a report if needed.

• This documentation can strengthen her case if she seeks further action.

5. Next Steps

• Respond to the sponsor in writing, confirming the handover date and her intention to comply.

• Continue to document all communications.

• If harassment continues, file a complaint with MOHRE and, if necessary, the police.

• Seek support from a professional counselor if emotional distress becomes unmanageable.

If you need any more help, such as drafting a formal response or filing a complaint, please don't hesitate to let me know. I am available to support you and your friend throughout this process.

Best regards

Dear questioner

Your friend is in a good position if she has clear documentation of the termination notice and the handover date.

Her adherence to MOHRE's advice and careful documentation of the employer's inappropriate behavior will be key if further legal intervention is required.

Tell her not to be intimidated and to continue to protect her rights.

Dear Inquirer,

Thank you for reaching out.

Based on the details provided, your friend may be facing unlawful pressure and potential workplace harassment.

If the termination notice clearly sets the handover date as 20th June 2025, the employer has no legal basis to demand early return of company property.

Repeated verbal threats and emotional distress may also constitute a violation of labour protections under UAE law.

Since MOHRE has advised the reaffirmation of the handover terms, this step should be documented.

However, for stronger protection and to address the harassment formally, we recommend appointing a legal representative.

To proceed, we invite you to book a consultation with Future Vision for Advocacy and Legal Consultancy or authorize us to act on her behalf to ensure her rights are fully protected.