Q: I have been working in a group of companies which is an interior fit-out company based in Dubai. We have a factory with another name in Umm-Al-Quwain. At the beginning of my job, they tried to issue my visa from UAQ and I never agreed to that but they tried and it got rejected because of female rights issue so my visa got issued from Dubai. After 1 year, they moved my workplace to the UAQ factory and now asking me to shift to UAQ. If I don't do so, they are going to appoint another person. They told me that they will allow me to live in Sharjah and give me transportation as well. There are no amenities for female and not even privacy. What shall I do?

Q: I am an anesthesiologist who recently was terminated on organizational requirements. My contract (limited) started on 26 May 2016 until 25 May 2020, and unlimited contract from 31 May 2020 until 23 January 2021 in the same organization. The basic pay was 20000 Dh during the limited contract and 18000 for the unlimited contract. How will the gratuity be calculated?

Q: My employer put my salary in the agreement as 800 AED since 2012 and still the same. But, my present salary is 2000 AED. Q1: How they will pay my gratuity if I cancel my visa from the company? According to my agreement salary or my present salary? Q2: If they hold my passport after canceling my visa, then what can I do? Requesting your help in answering these 2 questions.

س: السلام عليكم، الرجاء المساعدة لرفع قضية عمالية! عملت في جروب لمجموعة من الشركات لمدة ٧ سنوات ونُقلت للعمل في شركة لمدة سنتين، ثم نُقلت بعدها لشركة أخرى في المجموعة لمدة سنتين ومن ثم نُقلت للشركة الأخيرة وعملت فيها لمدة ٣ سنوات وتُسدَّد مستحقاتي عند نقلي من شركة لشركة أخرى، مع العلم أن جميع الشركات لنفس المالك. هل لي الحق في المطالبة بالإجازات ونهاية الخدمة لدى جميع الشركات أم لدى آخر شركة عملت بها؟ عندي رواتب متأخرة لأكثر من ٦ أشهر. كيف يمكنني معرفة الرواتب المتأخرة لأن الشركة تدفع جزء من الراتب وليس كامل الراتب؟ عند الدخول إلى حماية الأجور، لم أجد الرواتب إلا لمدة ٦ أشهر مع العلم أنه لدي رواتب وأجزاء رواتب منذ عام ٢٠٢٠. ولكم جزيل الشكر!

Q: Dear Sir/Madam, I currently work in a group of restaurants in the UAE, which are owned by different owners but have an overall founder. My visa was sponsored by one of the branch owners and only lists the location of one branch. However, my sponsor wants to transfer me to work in another location that is not indicated on my contract or visa. Is there any way that I can protect myself from having to leave? Please help!

Q: Dear Sir, I started to work in a company on 28-Feb-2012. In 2014, due to a change in the name of the company/license, they canceled the visa and gave me a new visa to continue. While they changed my visa, they gave me 2 years of gratuity/EOSB. After that, in June 2020, my package was changed due to a specific contract & accordingly, the MOL contract document was changed for visa processing. The changed package is more than previous. Now I have resigned, Please advise; 1. What will be the timeframe to calculate the EOSB (from 2012 or 2014)? 2. Would I receive a gratuity based on my current basic income for the whole year of service (2012/2014 to 2023 Sep.) or my previous pay scale (up to year 2020) & 2020 to now with my current pay scale?

Q: Dear Lawyers, Have a good day! Do I have the right to claim my six years' gratuity even if I go on vacation after completing my 4-year contract?

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.

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).