FAQ Related to Employment Laws
in UAE

The employee has the right to obtain the return ticket to his country of origin if he is made redundant or leaves the country upon completion of the term of the agreed contract. But if the employee resigns, or is dismissed, in accordance with Article No. (120) of the Labor Law, he / she is not entitled to get a return ticket.

Absolutely yes, the company has the power to do this and the employee has the choice of when the annual leave will begin. The company can divide the annual leave in half (in the event of a business emergency) and therefore fix the remaining days to the following year.

Any extra-time is calculated based on the gross salary (main salary + agreed allowances). A salary increase of at least 25% is granted to employees entitled to overtime. And if the duration of overtime is between 9 p.m. and 4 a.m., the employee should be paid at least 50% of the salary.

Yes, any period exceeding the period of the annual leave is considered as an absence as stipulated in article (120) of the Labor Law; which stipulates that in the event of an absence of more than 7 days, the company has the power to dismiss the employee without prior warning, unless there are circumstances which prevented him from coming to work after the end of his/her annual leave.

Any Emirati employee who is not registered with the Pensions Authority will receive his end-of-service remuneration from the company from which he/she is retiring. An employee can only receive termination pay from the Pensions Authority when he/she register with the Authority.

The employee has the right to obtain the return ticket to his country of origin if he is made redundant or leaves the country upon completion of the term of the agreed contract. But if the employee resigns, or is dismissed, in accordance with Article No. (120) of the Labor Law, he / she is not entitled to get a return ticket.

Absolutely correct, only after getting a part-time work permit to work with another organization.

Absolutely correct, but only when they belong to the same sponsor and present the same job offer and the same benefits.

A limited agreement has a specified start and end date, while for an unlimited agreement, only the start date is specified. Both follow respective arrangements based on the situation.

Yes, the job details must correspond with the agreement.

The suspension period begins on the date of exit from the country or the date of change of status, and it must be cancelled from the start date after completing one year out of the country.

Company cannot refuse an employee’s resignation request, given the company receives due notice from the employee and has their signature on his /her resignation letter, nor forward the resignation letter by email, fax or post.

An employee who is sick is entitled to get a paid sick leave after the expiration of the probation period not more than ninety (90) days. Below is a breakdown of the period.

• The employee will get a complete salary for the first fifteen (15) days.
• The following thirty (30) days, the employee will get half salary
• The employee will not get paid for periods after the above.

There are three (3) languages which include Arabic, English and the employee’s language.

This is a service provided by the Ministry of Human Resources and Emiratization to any company or company in order to be able to cancel the work card of employees who leave the country for more than 6 months.