Certain Questions by Clients to Attorney

There are certain questions that should be asked of the employment lawyer. The first and common question is about job termination/employment termination. People want to find out whether filing a case is valid or not, as their employer fired them without giving them satisfactory reasons.

They also wanted to know whether they are eligible for compensation payments or if they were able to get the wages that are due from the employers’ end. Laws of employment vary in these cases; that’s why people should question them properly about what they are offering in their services. 

Example:

For example, when a service of the employer is less than one year, then annual tickets are not awarded, and the compensation for unfair termination can be 1 or 2 Months. When the service is more than a year, then compensation can be 3 months.

This rule is defined by UAE Labour Law Article 123, that if the termination has been arbitrary and proven in court, then the court will give a verdict ordering the employer to pay compensation to the employee.

A Technical Point

But this technical point needs to be defined by the advocate of a person who is planning to hire a labour and employment lawyer. The Labour and Employment Lawyers usually do not work with their clients. They have to maintain their grace, respect and quality. Therefore, Emirati or UAE-based Labour and Employment Lawyers are the No.1 priority of the clients, especially the well-established enterprises.

Attitude and Behaviour

Another question that should be asked is about the attitude and behaviour of an employer towards their employee. Physical and sexual abuse are top of it. They wanted to know that they would file a case against an employer who threatens them or physically abuses them.

They also wanted to know what things come under sexual harassment. If they file a case against them for sexual harassment, then what compensation can they get? In this case, strong pieces of evidence are required. It is a quite technical point where witnesses and proof from the workplace are required.

Ending

Last but not least, employees contact these labour and employment lawyers to ask them about their rights at the workplace.

In these questions, they ask about health insurance, sick leaves, maternity leaves, overtime compensation, etc. These matters look very small, and the majority of the employees don’t take them seriously, but the matter of fact is that these matters are very important to safeguard your rights at the workplace.

This will maintain a good relationship between the employer and employees, and they will be able to work to their maximum abilities.

Some people don’t go for legal actions but take matters into their own hands, which can get messy in the end, and they are left with nothing. So, if any situation arises, go for these lawyers for better guidance.

• Limited Contract can be terminated by either party, but the legal consequences can not be exempted. There is a penalty by the Labour Ministry of 45 Days and a Labour Ban of 1 year. An Unlimited Labour Contract allows a contract to be terminated, but only once the probation period has passed. Notice Period is the compulsory part where the employee has to serve a paid notice period. Such questions need to be asked by clients to a Labour and Employment Law Attorney.