UAE Labour Law FAQs

Here are some of the most frequently asked questions regarding labour laws in the UAE.

Kindly note that these Q&As do not constitute legal or other advice. The information on this page is generic, and by using it, you agree to accept the terms and limits of liability available on Q&As. You should not rely or act on any of the information contained in these Q&As without getting a specific professional advice. You are solely responsible for any actions taken in connection with these Q&As. To the extent permitted by law, Jafza accepts no liability and disclaim all responsibility for the consequences of your or anyone else’s reliance on any information contained in these Q&As or for any decision based on it or by any reference to these Q&As.

What action a worker should take in case the employer refuses to have his expired labour card renewed?
Can a worker work for another employer although his sponsorship is still on the original employer but he has obtained a no-objection certificate to work for a third party?
Is it mandatory for a labour contract to be written in Jebel Ali Free Zone?
Shall a worker be entitled to any pay for working within the notice period?
What is the maximum length of the probation period?
Will the probation period be included in a worker's overall service if the worker has passed this period successfully?
Can a labour contract include a condition stipulating that a worker may not work for a competitor of the current employer?
What are the conditions that should be considered before adding clause related to not working for a competitor?
What are the maximum normal working hours?
What are the maximum working hours in Ramadan?
Is it permissible for an employer to lower the worker's pay scale without his consent? What procedures should be followed in case the worker gives his consent?
What are the official holidays scheduled for a worker for which he is entitled full pay?
When is a worker entitled for annual leave?
What is the pay given to a worker during his annual leave?
Is a worker entitled to a fully paid leave during the probation period?
What is the compensation to be paid to a worker who has been asked by the employer to work on official holidays?
How many days are granted to an employee as his annual leave? When are these days due?
Is it permissible for an employer to deduct advances or debts from a worker's pay?
How many days is the Hajj leave? Is a worker entitled to any pay for the leave?
Must an employer put the list of disciplinary rules in a conspicuous place at the worksite?
Is it permissible to impose a disciplinary penalty on a worker for an offence, which is committed outside the workplace and has nothing to do with the work, employer or manager?
Is it permissible for an employer to impose as a disciplinary penalty a fine on any worker that exceeds his pay for five days?
How a labour contract is terminated in Jebel Ali Free Zone?
Will the labour relationship come to an end when the firm is sold to another employer?
Will the labour contract be terminated if a worker is proved to be entirely incapable to perform his work based on a medical certificate approved by the UAE’s competent authorities?
Will a labour contract expire on the employer's death?
Does the employer have the right to terminate the labour contract at his discretion?
Does a worker have the right to willingly terminate the labour contract?
What is the pay on the basis of which compensation will be due in case the labour contract has been revoked without legal justification?
Does a worker have the right to obtain an end-of-service certificate from the employer?
Will the employer be committed to pay financial aid to the worker if the latter is proved to have sustained an industrial injury or an occupational disease that has prevented him from performing his duties?
What is the remuneration on the basis of which a financial aid is calculated in case a worker has sustained an industrial injury or an occupational disease?
What is the amount of compensation due to the worker's family members in the event of his death as a result of an industrial injury or an occupational disease?
In case a worker has sustained an industrial injury or an occupational disease, shall the employer be committed to pay the expenses of his medical treatment?
Shall the aid be calculated on the basis of the basic or gross salary?
How is a compensation for an industrial injury calculated?
What is the pay on the basis of which the worker's end-of-service gratuity is calculated?
Will the commission set forth in the labour contract be included in the calculation of the end-of-service gratuity?
Does a worker have the right to claim his dues if one year has elapsed from the date they were due?
Does a worker have the right to claim his deferred pay and leave allowances in case he is denied the end-of-service gratuity for whatsoever reason?
Does a worker have the right to claim his labour rights in the absence of a written labour contract?
How is the end-of-service gratuity calculated?
Are unpaid leaves included in the service period?
Is the end-of-service gratuity calculated for the fraction of a year?
Shall a worker be entitled to an end-of-service gratuity if he has died?
Do we have to update the Jafza Employment Contract if an employee has any change / amendment to his salary?