Labor Law
Your employment rights are not lost — entitlements, compensation, wrongful dismissal, or contract disputes. We recover the employee's rights and defend the employer under the new UAE Labor Law.
The new Labor Law changed the rules — do you know your rights?
Federal Decree-Law No. 33 of 2021 fundamentally reshaped the employment relationship in the UAE: fixed-term contracts only, new work modes (part-time, flexible, freelance), stronger wage protection via WPS, and tougher penalties for breaches. Many people don't know their rights have changed.
We represent both sides — employees seeking their rights and employers needing legal protection — with the same effectiveness. Our experience spans complaints before the Ministry of Human Resources and Emiratisation (MOHRE), labor courts, and the separate regimes in DIFC, ADGM, and the free zones.
Full-Spectrum Legal Services for Both Sides of the Employment Relationship
Integrated solutions for employees and employers in the private sector and free zones.
Employee Claims
Recovering unpaid wages, end-of-service gratuity, allowances, and the return ticket.
Employer Defense
Responding to malicious claims, organizing dismissal procedures, and legally protecting the company.
Wrongful Dismissal Cases
Proving unlawful termination and claiming statutory compensation under Law 33/2021.
End-of-Service Entitlements
Accurate calculation of end-of-service gratuity and claiming full entitlements.
MOHRE Complaints
Filing and managing complaints before the Ministry of Human Resources until settlement or court referral.
Drafting Employment Contracts
Contracts compliant with the new law across all work modes: full-time, part-time, flexible, freelance.
DIFC & ADGM Cases
Handling employee disputes in the financial centers under their separate legal regimes.
Executive Contracts
Drafting executive and C-suite contracts with custom protection clauses and entitlements.
A Methodology to Resolve Labor Disputes Fast
Four steps shortening the path from problem onset to receiving your right or closing the case.
Assess Contract & Facts
Reviewing the employment contract, salaries, correspondence, and confirming hire and termination dates.
MOHRE Complaint
Formally filing the complaint and following amicable settlement sessions within the 14-day window.
Labor Litigation
Referring the case to the competent labor court and presenting pleadings and a complete defense.
Enforcement & Collection
Enforcing the judgment against the employer and collecting entitlements or property/document delivery.
Your Questions on Labor Law
• Salary delayed or unpaid via WPS
• Termination without lawful cause
• Non-payment of end-of-service gratuity
• Breach of employment contract terms
The Ministry has a 14-day window for amicable settlement. If it fails, the case is referred to the labor court with the Ministry's report. This step cannot be skipped.
• Wrongful dismissal compensation: up to 3 months of total salary
• Full end-of-service gratuity for years of service
• Salary for notice period if not granted
• Unused leave pay
• Return ticket to your country (if you're not settling)
Don't sign any settlement before we calculate your full entitlements together.
• First 5 years: 21 days per year
• After 5 years: 30 days per additional year
• Maximum cap: two full years' salary
Many employers calculate it incorrectly — excluding years or using the basic salary wrongly. We audit the calculation and claim the difference if any.
• Duration: up to 3 years, renewable
• Automatic conversion: all old unlimited contracts converted to fixed-term on renewal
• Termination: available to either party with 30–90 days' notice
• Non-renewal: not considered wrongful dismissal if the term has ended
Review your contract with us to understand your real position under the new law.
• Freezing the company's license and refusing new visas
• Financial penalties accruing against the employer
• Your right to file a direct complaint with MOHRE
• Your right to leave employment without notice and claim full entitlements
If your salary is delayed more than a month, contact us immediately to take action.
• DIFC Employment Law No. 2 of 2019
• ADGM Employment Regulations 2019
They differ in: notice periods, gratuity calculation, dismissal procedures, and the competent courts. If you work in either, applying federal law to you may cost you rights. We are skilled in both regimes.
Your Labor Rights Are Not Negotiable
Whether you're an employee or an employer, legal clarity saves you from heavy losses. Contact us to assess your situation precisely and pick the right path before time runs out.