Employment and Immigration Law

Workforce advice for employers, and representation for employees, under UAE labour law.

Employment and immigration matters are closely connected in the UAE, but each involves distinct contractual, regulatory and procedural requirements. We advise employers, senior executives and employees on managing workplace relationships while ensuring that work-permit and residence arrangements remain properly aligned.

Our work covers employment contracts, workplace policies, remuneration, incentives, restrictive covenants, termination, restructuring and employment disputes. Immigration support includes work permits, employment-linked residence procedures, status changes, cancellations and related applications before the relevant authorities.

The applicable process may differ according to the emirate, employing entity, free zone and immigration authority involved. We coordinate the employment and immigration aspects of each matter to reduce operational disruption and avoid inconsistencies between contractual status, work authorisation and residence records.

What we do

• Contracts and policies — Employment contracts, offer letters, handbooks and policies compliant with the applicable regime, covering probation, working time, leave, and remote, part-time and flexible work models.
• Termination and settlement — Structuring exits so that they do not become claims, covering notice, cause, procedure, waivers and settlement agreements, and defending the claims that arise anyway.
• End-of-service and wage claims — Gratuity calculation and disputes, unpaid wages, commission and bonus entitlement, and claims for arbitrary dismissal compensation.
• MOHRE and labour court proceedings — Complaints before MOHRE, referral to the labour courts, and representation through to judgment and enforcement.
• DIFC and ADGM employment — Claims and advice under the DIFC and ADGM employment regimes, including their distinct penalty provisions for late payment of end-of-service entitlements.
• Restrictive covenants — Non-competition, non-solicitation and confidentiality provisions: drafting them so that they are enforceable, and enforcing or resisting them when someone leaves.
• Workplace investigations — Grievances, harassment and misconduct investigations, disciplinary process, and the documentation that will be needed if the matter is later litigated.
• Restructuring and redundancy — Workforce reductions, business transfers, changes to terms, and the consultation and notification obligations attaching to each.
• Immigration and Emiratisation — Visa and sponsorship matters, work permits, and compliance with Emiratisation quotas together with the penalties for falling short.

Who we act for

Employers of every size, from single-licence businesses to regional groups; senior executives negotiating entry and exit; and individual employees pursuing unpaid entitlements.

Common questions

How long do I have to bring an employment claim?

The limitation period is short, considerably shorter than for most other claims, and it runs from the end of the relationship. Delay is the most common reason good claims fail.

Is my non-compete enforceable?

It can be, where it is limited in time, geography and scope to what is genuinely necessary to protect a legitimate interest. Blanket restrictions tend not to be.

How is end-of-service gratuity calculated?

On basic salary, by reference to length of service, with different rules in the DIFC and ADGM. Allowances are generally excluded, which is where most disputes begin.

Can my employer cancel my visa during a dispute?

Visa status and employment claims are related but separate. Take advice before you resign, before absence is recorded as absconding, and before you sign anything on exit.