Ask a Lawyer

If counterfeits of your brand are being sold in the UAE, you generally have several enforcement routes that can run in parallel. First, a registered trademark is the foundation — it gives you the clearest legal basis to act. From there you can file a complaint with the economic development department or the Ministry of Economy, which handle commercial-fraud and trademark matters and can inspect and seize counterfeit goods; pursue a civil claim to stop the activity and seek damages; or, for counterfeiting, support criminal action, since faking a registered mark can be a criminal offence under the federal trademark law. You can also record your trademark with UAE customs so that suspected counterfeit shipments can be detained at the border. The right mix depends on whether the goods are imported, warehoused, or sold in shops or online, and on the evidence you can gather. Acting quickly and preserving evidence — samples, invoices, listings, locations — strengthens any of these routes. A verified UAE IP lawyer on LEXAI can advise which combination of administrative, civil, criminal and customs measures fits your situation.

The UAE Labour Law (Federal Decree-Law No. 33 of 2021) introduced several work models, including full-time, part-time, temporary, and flexible work, and end-of-service gratuity applies to these too — but it is adjusted to reflect actual working time. For part-time and similar models, gratuity is generally calculated on a pro-rated basis according to the number of hours or days you actually worked relative to a full-time equivalent, using your basic wage and the standard 21/30-day accrual framework administered by MOHRE. In practice this means a part-time employee accrues a proportion of what a comparable full-time employee would receive for the same calendar period of service. You still need to meet the one-year continuous-service threshold to qualify, and the calculation uses basic wage with allowances excluded. Because the pro-rating mechanics for part-time and flexible contracts are detailed in the executive regulations, confirm the exact method for your model with MOHRE. MOHRE's official calculator and guidance cover the recognised work patterns. For an unusual arrangement, you can compare verified UAE employment lawyers on LEXAI.

A Certificate of Continuity (often abbreviated COC) is a document from your previous or current insurer confirming that you held continuous health cover for a stated period without a gap. In the UAE it matters most when you change insurers, because it can help carry over recognition of pre-existing conditions and avoid being treated as a brand-new applicant subject to fresh waiting periods. The certificate typically names the insured members, the policy start and end dates, and confirms there was no break in cover. To obtain it, contact your existing insurer or broker and request continuity documentation in writing before your old policy lapses. Health insurance in the Emirates is overseen at federal level by the Central Bank of the UAE for insurer conduct, alongside health authorities such as the Dubai Health Authority and the Department of Health – Abu Dhabi for mandatory cover rules. If an insurer refuses to issue continuity proof you are entitled to, raise a formal complaint with the insurer first, then escalate to the regulator. For a disputed claim tied to continuity, you can compare verified UAE legal professionals on LEXAI.

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), employees who are enrolled as students at an accredited educational institution in the UAE may be entitled to paid study leave to sit examinations, subject to conditions in the law. The entitlement typically requires a minimum period of continuous service with the employer and applies to employees who are genuinely affiliated with a recognised UAE institution. The standard statutory study-leave allowance is set at 10 days per year for eligible employees, intended specifically for exam periods rather than general study time. To claim it, you will usually need to show proof of your enrolment and your exam schedule, and give your employer reasonable notice. Because eligibility depends on service length and accredited enrolment, confirm that you meet the conditions before relying on it. If you qualify and your employer refuses, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE). For help confirming whether your institution and service qualify, you can consult verified UAE legal professionals on LEXAI.

Since Federal Decree-Law No. 33 of 2021 came into force, the old distinction between 'limited' and 'unlimited' contracts no longer drives notice rules — all private-sector contracts were moved to fixed-term (limited) contracts under MOHRE. For any current contract, the notice period is the one stated in your agreement, set within the statutory range of not less than 30 and not more than 90 days, and it applies equally to resignation and to employer termination. The early-termination penalties that used to differ sharply between limited and unlimited contracts under the previous 1980 law no longer apply in the same way; instead, the party who breaks the contract without serving notice generally owes compensation in lieu of the un-served notice. If your contract still uses old 'unlimited' language, it should have been converted, and MOHRE records reflect the current fixed-term terms. To be certain which rules govern your exit, check your latest MOHRE contract. You can compare verified UAE legal professionals on LEXAI if an old contract type is causing a dispute over your notice or end-of-service amount.

Employment disputes involving entities in the Dubai International Financial Centre (DIFC) are generally heard by the DIFC Courts, an independent common-law-based court system that operates in English, rather than the onshore Dubai Courts. If you have a claim — for example over unpaid wages, wrongful termination or end-of-service entitlements — it is normally brought under the DIFC Employment Law before the DIFC Courts, which include a Small Claims Tribunal designed to handle many employment matters efficiently. The process typically involves filing the claim with supporting documents such as your contract, pay records and correspondence, after which the matter may proceed through the appropriate track. Court fees, monetary thresholds for the Small Claims Tribunal and filing procedures are set by the DIFC Courts and can change, so confirm the current rules on the DIFC Courts' official channels before filing. Strict time limits can apply to employment claims, so act promptly. A verified UAE legal professional on LEXAI who practises before the DIFC Courts can prepare and present your claim.

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), the standard maximum working time for private-sector employees is 8 hours per day or 48 hours per week. These are ceilings, not targets, so your contract or company policy may set fewer hours. Certain sectors and roles can have these hours increased or reduced by decision of the relevant authority, and specific arrangements apply to work that runs in shifts. The daily count is the time you are actually required to be at work performing your duties; rules also exist on rest breaks so you are not required to work several continuous hours without a pause. During the holy month of Ramadan, normal working hours are reduced. If your employer schedules you beyond the legal daily or weekly limit, the extra time is generally treated as overtime and must be compensated accordingly. For your exact entitlement, check your employment contract and confirm with the Ministry of Human Resources and Emiratisation (MOHRE). You can also compare verified UAE legal professionals on LEXAI if you need advice on a specific situation.

No. An annual flight ticket home is not a statutory right in the UAE. It is a contractual benefit: some employers offer one, some do not, which is why practice varies so much between companies. The UAE federal Labour Law (Federal Decree-Law No. 33 of 2021) does not oblige a private employer to fly staff home every year, the way it guarantees annual leave itself. Many UAE employers do offer an annual or biennial ticket, but that comes from company policy, not from the statute. So when people talk about an "air ticket policy" or an "annual leave ticket policy" in the UAE, they are talking about rules their own employer set, not a national minimum. What the law does cover is repatriation at the end of service. When employment ends, the employer generally bears the cost of returning the worker to their home country, unless the worker moves to another employer in the UAE or the law places that cost on the worker because of how the employment ended. That is an end-of-service ticket, not a yearly holiday flight. The two are often confused, and only the first one comes from the law. Where a ticket does become enforceable is your own paperwork. If your offer letter, employment contract, or staff handbook promises an annual ticket, the employer must honour it. A written promise is a term of your employment even though no statute requires it, so re-read those documents carefully before you accept a "we don't offer that" answer. Practical steps: 1. Read the offer letter, the signed contract and the staff handbook, and look for any wording about a yearly or biennial ticket. 2. If a ticket benefit is stated in writing and is being withheld, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE) like any other contractual entitlement. 3. If nothing is written down, the employer is within its rights to decline. The benefit is negotiable at offer stage, but it is not something you can claim under the Labour Law. 4. If the wording is ambiguous, get the clause read by a professional before you file anything. For contract interpretation, you can consult verified UAE legal professionals on LEXAI.

The Green Visa's main self-sponsored categories are skilled employees, freelancers/self-employed professionals, and certain investors and partners, so a fresh graduate would typically qualify by entering one of these — for example by securing a qualifying skilled job or obtaining a freelance permit in their field. Separately, the UAE offers dedicated routes for students and high-achieving graduates, and outstanding students can be eligible for longer-term Golden Visa categories under defined academic criteria. There is also commonly a post-study or job-seeker entry option that lets eligible graduates remain in the country for a period to find work or set up self-employment, after which they can transition to a Green Visa or other residence. The right path depends on your grades, field, and whether you have a job offer, freelance plan, or investment. All routes are governed by the federal residency framework administered by ICP and the GDRFA, and the eligibility criteria and durations are set by the authorities and revised periodically — so confirm the current options on u.ae. A verified UAE legal professional on LEXAI can help you map your graduate status to the best route.

A key feature of the Green Visa is that it is self-sponsored, so unlike a standard employer-tied work visa, losing your job does not automatically and immediately cancel your residence. Because the visa is in your own name rather than your employer's, you generally retain it for its remaining validity and can seek new work or clients without first leaving the country. The Green Visa framework also provides a grace period for residents whose circumstances change, allowing time to adjust your status. That said, your eligibility category still matters at renewal — if you were granted the visa as a skilled employee, you will normally need to demonstrate qualifying status again when you renew. It is important not to overstay beyond any permitted period, as overstay fines are set by the immigration authorities. The exact grace period and renewal conditions are set by the Federal Authority for Identity, Citizenship, Customs and Port Security (ICP) and are revised periodically, so confirm current rules on u.ae. If your job loss affects your renewal eligibility, a verified UAE legal professional on LEXAI can advise on your options.