Article 120 in the Uae Labour Law

Nice article.it is full of knowledge. But can you tell us more about that. What documents are required to support this as an employer and what documents are required to defend the crime as an employee? Thank you hello. I am mary thanks my employment contract expired on November 19, 2016, but my employment contract began on January 4, 2015 expired on January 03, 2016 I submit one month in advance so as not to renew my employment contract and I finish my last assignment on November 26, 2016, now my boss calculates my benefits 0 and, I owed 45 days, because he said I broke the contract – but everything I finished – what am I going to do? 3. Commits an error that has caused a significant loss to the employer and the employer provided that the employer informs the labour department of the loss or incident within 48 hours of becoming aware of the loss or incident. Article 120 of the Labour Code deals with dismissal without notice and any tip on separation from service on the grounds set out in that article; Here are the reasons/reasons mentioned in Article 120 of the Labor Code when an employee is working: In this article, you will learn all about Article 120 of the UAE Labor Code. Termination of contracts and dismissal are important concepts to consider when running a business and working in a company. In addition, we will talk about labour and labour lawyers, their differences and their importance for these procedures. This article requires companies and individuals to respect these rights. Article 120 of the UAE`s Federal Labour Act No. 8 was revised in 1980.

A company may suspend an employee in the following situations in accordance with Article 120 of the UAE Labour Code without notice. An employment lawyer may represent both employees and employers, while some labour lawyers prefer to represent employees or only employers. Labour lawyers are often both lawyers and lawyers. When looking for a lawyer, make sure you find the best representation in Dubai. If an employee does not heed workplace safety or safety instructions. The UAE Labour Ordinance stipulates that written instructions must be posted in a visible place in the workplace. If the employee is illiterate, the employer will communicate the rules orally. Employees and employers have specific rights under labour law. It encompasses all facets of employee-employer relations. Article 120 of the UAE Labour Code, which deals with the termination of employment contracts by employers, is one of the most important elements of UAE labour legislation. Hello Sir, I receive a letter of termination from the company, as article 120, as mentioned in cases 8 and 9. So, I want to know, is there a ban for me, can I go back to another company? nice article on UAE labor law, very happy to read your article and your knowledge about the law, I don`t know anything about tipping in the period of resignation or dismissal.

Please update on resignation and termination board. If you are dismissed or dismissed under Article 120 of the UAE Labour Code, there are no benefits, except that you pay a salary until your last day of work. You will not receive an EOSB tip for your services. Your accumulated leaves will be canceled. However, you will receive a one-way plane ticket for your return trip. A multinational company should keep in mind that an employee in the UAE may receive employment benefits under UAE law, as well as the laws of the employee`s home country. The employer violates whether it dismissed the UAE national for no reason, hired a foreign worker for a similar role, or failed to pay the employee what he or she was entitled to. If the employer has unlawfully dismissed such a UAE national employee, the ministry can block any new work permit issued to the employer until the matter is resolved by the courts. For each employee who will not change, the employer must comply with the provisions of the Labour Code, Federal Law No. 8 of 1980 and the United Arab Emirates Labour Code, Article 120 as amended. He started blackmailing since that day, either I pay 200 00 dhms, or he will make me spend 3 years in prison.

Later, I begged him to release or end my service. An August 2022 petition organized by the union and signed by hundreds of Google employees called for the protection of abortion rights, both for Google Search users and for the company`s temporary workers. [20] The above grounds are mandatory for the lawful dismissal of an employee by an employer without notifying or granting remuneration at the end of his or her period of service. If an employee believes that their dismissal is illegal and without legitimate reason, they can contact the Ministry of Human Resources and Emiratization to obtain redress for their complaint. He will try to settle the dispute amicably; If no agreement is reached, he may refer the matter to any court of competent jurisdiction to resolve the matter. I had a permanent contract and resigned with one month`s notice. The reason given is an economic slowdown. Can I claim three months` salary as compensation or call it an arbitrary termination because the company of 900 employees did not fire anyone for similar reasons. He said he knew I wouldn`t be able to pay that much money, so he will be asked to pay 14,000, which includes 45 daily salaries + visa fees + 5000 legal counsel fees. 7. Differences between labor and labor lawyers Dear Sir, I received a call from my deputy manager that our manager wanted to talk to me, and then when I went to the office, he said that the company no longer needed me because they could not trust me at all, because they said that my loyalty was not for them, so they advise me to sign the denunciation document with article 120, but I do not know what it is for. So I signed this termination document.

Please indicate whether your termination procedure without an offensive first letter instead of a direct termination is correct. I do not understand why they were fired. Thank you very much. Renelyn If I work as a saleswoman and this is a rule of the company, we are not allowed to accept gifts from the customer. But then the company found out that I had accepted a gift from the customer, such as a rice cooker. Then the company fired me. Told me my last day and I had my resignation paper signed. Was it legal and correct? The employer is obliged to bear the costs of returning the employee to his or her country of origin, unless the employee takes up a new job in the United Arab Emirates or resigns and can pay for the repatriation himself. In order to regulate the employer-employee relationship in the United Arab Emirates, specific laws such as The Labour Code No.

8 of 1980 (as amended) (the “UAE Labour Law”) are enacted. This Law applies to employment contracts concluded within private sector companies, with the exception of companies based at the Dubai International Financial Centre (DIFC) and the Abu Dhabi Global Market (ADGM) and other governmental organisations; They have their own rules and regulations to deal with these issues. 2. Dismissal takes place during the probationary period or at the end of the probationary period The employer can effectively dismiss an employee by not extending the employment contract for a new or longer period. If the employer or employee terminates the contract in violation of the Labour Code, he is obliged to pay compensation to the other party as follows: 1. In case of violation by the employer, the compensation is the lower value of three months` salary or the salary that would have been paid for the rest of the contract (unless: the employment contract provides for a higher amount); 2. and in the event of default by the employee, the indemnity is limited to half of the amount that the employer would pay in the event of default by the employer. 8.

Why is it necessary to consult an employment lawyer before firing employees? The decision to end an employment relationship for an employee and an employer is often difficult to make and stressful for everyone involved. This is reinforced by the obligation to ensure that the termination of the employment relationship is handled correctly and in accordance with applicable law. In support, we deal with key provisions of Federal Law No. 8 of 1980, also known as the Uae Labor Code, on the termination of fixed-term and open-ended contracts.