Dispute Resolution is the process of resolving disputes/conflicts between parties. The Various methods of dispute resolution includes; Litigation, Arbitration, mediation, negotiation and conciliation.

Abdulla Al Suwaidi Advocates has a large and market-leading dispute resolution practice lawyers. We have extensive experience of UAE, regional and multi-jurisdictional litigation and arbitration, as well as other forms of alternative dispute resolution and associated work such as investigation and evidence collection.

We Know How To Resolve The Toughest Disputes.

Our dispute resolution team intelligently studies your case and presents you with options. We advise you on the best approach that ensures your satisfaction and achieving the best possible outcome.

In addition to serving our clients, our dispute resolution lawyers serve as experts on Middle Eastern laws in both arbitration and litigation matters. Our Law firm is committed to guiding our clients through the court process with same level of professionalism that we would wish for our own family members. We are aware of the trust our clients place in us with the future of their family and we strive daily to earn it.

We Spread Our Wings Across All Borders Including :

Litigation
Our court advocates have extensive experience in UAE litigation. Our advocates have full rights of audience before the various UAE courts and tribunals.

DIFC Courts
Our registered DIFC practitioners are well-versed in the rules and regulations of the DIFC courts.

Arbitration
Our dispute resolution lawyers have extensive experience in domestic and international arbitration. We represent a broad range of clients in various UAE court appointed, ad hoc, DIAC, Dubai Municipality, ADCCI, DIFC-LCIA, LMAA, ICC, UNCITRAL, GAFTA and FOSFA arbitrations.

We have worked on many of the most significant and high-profile commercial litigation cases heard before the UAE and DIFC courts, and we act on complex, high value arbitrations. Our experience spans on all industry sectors.

Contact us now to see how we can help you.

UNLIMITED CONTRACTS

As mentioned in our last article, whilst Dubai lawyers might be familiar with UAE Labour Law, many residents and companies remain confused until they must defend their rights in court. A basic premise of UAE Labour Law we must all understand is the difference between a limited contract and an unlimited contract. In the article below we will look at the key points of an unlimited contract.

What is an unlimited contract?

An unlimited contract for employment has a start date, but does not have a set duration or expiry date. A limited contract may become an unlimited contract if both the employer and employee continue the employment relationship after a limited contract has expired, but do not execute a new written agreement. Also, any unwritten employment contract is considered unlimited. (UAE Labour Law, Articles 39 & 40)

For an unlimited contract, either party may terminate employment by providing at least thirty days notice; however, the reason for termination must be valid and work-related to avoid possible penalties. (UAE Labour Law Articles 113 & 117)

So, an unlimited contract does not end unless either the employee or the employer gives notice.

Remember that hiring a law firm with qualified local advocates in Dubai who are familiar with Dubai law and UAE Labour Law can prevent costly mistakes.

Contact Awsuwaidi Advocates for more legal advice.

LIMITED & UNLIMITED CONTRACTS

In Part I and Part II, we discussed limited and unlimited contracts individually. Although many Dubai lawyers are familiar with UAE Labour Law, residents and companies can be unsure of their rights until they are forced to defend those rights in court. Though fundamental differences exist between a limited contract and an unlimited contract, there are important core similarities.

What information is required for both limited and unlimited contracts?

No matter the type of contract, UAE Labour Law requires all employment contracts to contain certain information. Both limited and unlimited contracts must contain the following:

  • The date employment began
  • The type and place of work
  • The contract duration (if it is a limited contract)
  • The wage amount
  • The applicable probation period (from zero days to six months)
  • The applicable notice period (at least 30 days but no more than three months)
  • The amount of annual leave (at least 30 calendar days)

(UAE Labour Law, Articles 36, 37& 118)

Without this information, the Ministry of Human Resources and Emiritisation or the Free Zone Authorities whether limited or unlimited, will not accept a contract.

For further information from qualified local advocates in Dubai who are familiar with Dubai law and UAE Labour Law, contact us.