Labour & Employment Law
Protecting employees and advising employers on all aspects of UAE Labour Law — from contracts to disputes and MOHRE proceedings.
Services, process & frequently asked questionsEmployee Rights We Enforce
- Unpaid wages, overtime, and end-of-service gratuity recovery
- Wrongful termination and arbitrary dismissal claims
- Unlawful deduction from salary disputes
- Annual leave and sick leave entitlements
- Work injury compensation and HAAD/DHA claims
- Employment contract disputes and variations
- Non-compete clause enforceability analysis
- Whistleblower protection and workplace harassment
Employer Advisory Services
- Employment contract drafting and review
- HR policy development aligned with UAE Labour Law
- MOHRE (Ministry of Human Resources) compliance audits
- Disciplinary procedure guidance and documentation
- Termination strategy and risk mitigation
- Work permit and visa processing support
- Labour inspection defense and response
- Mass layoff and restructuring compliance
Key Outcomes
Our Process
Contract & Rights Review
Thorough analysis of your employment contract, offer letter, and UAE Labour Law entitlements to identify all claims.
MOHRE Complaint Filing
Filing and managing complaints with the Ministry of Human Resources — a mandatory step before court proceedings.
Conciliation Proceedings
Representing you in MOHRE conciliation sessions aimed at achieving a swift and favorable resolution.
Labour Court Litigation
Full representation in Labour Court where conciliation fails, including all hearings and pleadings.
Enforcement & Collection
Ensuring judgment amounts are actually paid through enforcement proceedings against non-compliant employers.
Required Documents
Fees & Pricing
Labour law matters are typically handled on a transparent fixed-fee or contingency basis depending on the nature of the claim. We discuss all fee arrangements clearly during your initial consultation.
Frequently Asked Questions
Under UAE Labour Law (Federal Law No. 33 of 2021), gratuity is calculated at 21 days' basic salary per year for the first 5 years, and 30 days' basic salary per year thereafter, capped at 2 years' total basic salary. Calculation depends on contract type and reason for termination.
No. UAE Labour Law strictly limits permissible salary deductions. Unauthorized deductions are illegal and recoverable through MOHRE or Labour Court. We have successfully recovered significant unlawful deductions for our clients.
Termination without notice, termination linked to a complaint or legal proceeding the employee filed, termination during maternity leave, and termination based on arbitrary grounds are all subject to wrongful termination claims. Compensation can range from 3 months to several years' salary.
UAE Labour Law permits non-compete clauses that are reasonable in scope, duration (max 2 years), and geographic area. Courts assess enforceability on a case-by-case basis. We analyze your specific clause and advise on enforceability and strategies to challenge it if needed.
Complaints are filed with MOHRE (Ministry of Human Resources & Emiratisation). MOHRE then notifies the employer and attempts conciliation. If conciliation fails within 2 weeks, MOHRE refers the matter to the Labour Court. We handle this entire process on your behalf.