Q: I was working in one of the biggest and renowned groups in the UAE for 12 years and I have resigned (due to delays in salaries every month) on 01.06.2017 and served a 1-month notice. After getting no response from the company for 5 months, I finally launched a complaint in TASHEEL. After the court hearing, I got a wrong judgment of settlement of 1 year instead of 12 years and was asked to raise an appeal against the judgment. Again, after 7-8 hearings, I got the judgment which states that the leave salary to be paid for 60 days as per the basic salary. But as per my company's policy, the leave salary was payable as per the gross salary. My dispute with the company was on the number of days of leave salary, which according to me should be 60 days and the company was paying for 37.5 days only. I have again raised an appeal (Something called ILTIMAS if I am not wrong) attaching a translation of the company's HR Policy also, which was eventually rejected by the court. I just want to know what is the next step to follow.

Q: One of our staff was on an Unlimited Contract. We gave him a 30 days' notice stating that we won't be renewing his contract. We paid him in cash his EOSB - 21 days for each year + Leave Salary (not basic, but full salary) + Ticket Money in Cash. He signed and it's mentioned in the company letter all full and final settlement received with no outstanding. Now, this employee has filed a complaint at the Labor Department and denied receiving any cash. I have raised this complaint to Dubai Courts. What are our chances of winning? Unfortunately, my accountant didn't take his signature on the Receipt Voucher. Kind regards, Mark

Q: An employee has not gone for his leave for 6 years on an unlimited contract and has resigned. How is the leave salary calculated, on the basic salary, basic + accommodation or total salary? And how many days salary can he claim for 60 days? Thank you

Q: An employee has worked for 1.5 years. He had taken only 30 days of annual leave in these years. He has been terminated. How to calculate his unused leave salary?

Q: Good evening Mr. Shoaib, I have a question regarding the annual leave calculation. If you have, for example, worked for 2 years at a company in the UAE, are you entitled to 30 days for each year of service? Or is the first year calculated at 2 days per month (24 days) and the second year calculated at 30 days per year? This is a point of discussion where I am working right now.

س: سيدي العزيز، أنهت الشركة عقد العمل الخاص بي مؤخرًا حيث عملت معهم لمدة عام و6 أشهر بموجب عقد محدد المدة. كنت أعمل في مجموع 6 شركات؛ 4 منها تابعة لصاحب العمل واثنتين لزوجته وبنته (عقد العمل لشركة واحدة فقط). عندي أكثر من 14 إيميل شكر من صاحب العمل، وتم إنهاء عقد العمل بشكل مفاجئ بسبب خلاف شخصي بتاريخ 15/09/2019. الراتب 14.000 درهم. أردت أن أعرف إذا كنت أستحق الحصول على تعويض عن فسخ العقد محدد المدة + الفصل التعسفي. مع الشكر والتقدير!

Q: Hi, Quick questions: 1- How is the annual leave calculated if someone has completed more than one year in service. a- Leave of 30 days in 12 months; i.e. 11 months of work + 1 month leave = 30 days in 12 months. b- Leave of 30 days after completing 12 months every year; i.e. 12 months of work + 1 month leave = 30 days in 13 months. 2 - Is the leave period considered for the calculation of subsequent leave entitlement? Or is it calculated from the date of rejoining after leave (leave period excluded)?

Q: Is leave salary calculation based on basic salary or full salary at the time of resignation or termination?

س: السلام عليكم، كيف أحسب رصيد الإجازات في نهاية الخدمة إذا أكمل الموظف أقل من سنة، وإذا أكمل سنة أو أكثر؟ نوع العقد: عقدعمل قطاع خاص.

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

سوف نستهدف هنا الوصول إلى كيفية احتساب مكافأة نهاية الخدمة بما يتماشى مع ما نص عليه قانون العمل في دولة الإمارات العربية المتحدة وما دأب عليه القضاء فيها، إضافة إلى طرح تعاريف الألفاظ التي أوردها القانون، للوصول إلى نتيجتين: الأولى؛ ما هو الأساس الذي تحتسب عليه مكافأة نهاية الخدمة، والثانية؛ كيفية احتساب حدها الأقصى.

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.

I believe that there is a similarity between medicine and law, and just as there is a way to ask a question to a doctor to get the most accurate and correct answers from him, which ultimately helps you receive the correct diagnosis, and therefore the correct treatment, there is a way to ask a lawyer.

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).