We advise employers and individuals on UAE employment laws, workplace compliance, and dispute management. Our support covers contractual matters, regulatory obligations, and employment-related issues, ensuring lawful and balanced outcomes for all parties.
Our Employment & Labour Law practice supports businesses and employees in navigating the UAE’s labour regulations. We advise on employment contracts, workplace policies, terminations, and dispute resolution, ensuring compliance with applicable laws and regulations. By combining legal precision with practical understanding of workplace dynamics, we help clients manage employment risks, protect rights, and maintain stable employment relationships within the UAE’s regulatory framework.
Attorneys in Charge
Founding Partner
Stanislav Gordeev
Founding Partner and Managing Partner of GGLC with over 25 years of legal practice in the UAE. Advises corporations, investors, and private clients on complex commercial, real estate, financial, and employment matters, delivering strategic and results-driven legal counsel.
FAQs
Does UAE labour law apply to free zone employees?
In most cases, yes. UAE federal labour law applies to employees working in free zones, unless a specific free zone has its own employment regulations approved by the relevant authorities. Even where free zones have internal rules, these typically operate alongside or in alignment with federal labour legislation.
Free zone employers and employees must therefore comply with applicable labour laws relating to contracts, termination, employee rights, and dispute resolution. Understanding whether federal law, free zone regulations, or a combination of both applies is essential to ensuring compliance and managing employment relationships effectively.
How is end-of-service gratuity calculated in the UAE?
End-of-service gratuity is a statutory entitlement for eligible employees who complete at least one year of continuous service, provided they are not dismissed for specific disciplinary reasons outlined in the law.
Gratuity is generally calculated based on the employee’s basic salary (excluding allowances). As a general rule:
• For the first five years of service, gratuity is calculated at 21 days’ basic salary per year.
• For each additional year beyond five years, it is calculated at 30 days’ basic salary per year.
The total gratuity is subject to a statutory cap. The exact entitlement may vary depending on factors such as the length of service, the reason for termination, and contractual terms. Careful review is recommended to ensure accurate calculation and compliance.
Which law governs employment relationships in the UAE?
Employment relationships in the UAE are primarily governed by Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, along with its implementing regulations and subsequent amendments. This law applies to most private-sector employees and employers across the UAE and sets out rules on contracts, working hours, leave entitlements, termination, and employee rights and obligations.
Certain categories of workers (such as domestic workers) are subject to separate legislation, and some free zones may have additional employment regulations. However, the federal labour law forms the core legal framework for employment matters in the UAE.
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