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the employment contract i have been offered seems ok to me, but is subject to Dubai law, not UK law. It's a UK business but I will be working for the Dubai based organisation on an open ended basis, not fixed term.

Is this a problem, eg does Dubai employment law work in the same way as UK employment law? Is it worth the paper it is written on is really what I am driving at.

Any thoughts? Better still, and a bit cheeky here, are there any employment law specialists on the forum who can take a look at it for me and advise specifically?

thanks.

Hi Red,

Your Dubai contract is a standard form issued by the Ministry of Labour. Labour law here is NOTHING like the UK I am afraid! However there are some good points. It is sort of pretty clear cut, the rules are actually written down and you can check them out at www.tamimi.com or at least look at the key points.

The up side is that the Ministry of Labour are often on the side of the employee rather than the employer as there are some less than scrupulous employers here with dodgy track records.

Open ended contract is standard, allows for easy renewal each year. Check on the back of the form under the 'Special Clauses' A & B as any restrictions MUST be listed there. These cover things like no compete agreements (although these tend to be a separate issue between employer and employee and should be presented to you at the start of the contract not when and if you decide to leave)

Check the Tamimi site. I think the most important part you will need to read is Clause 120, which covers starting and leaving a company.

I am sure there are others on the Forum who are recognised experts, but this comes to you from hard practical personal experience!



Knight

Article 120 covers employee termination by the employer (well termination of the contract); Article 121 covers employees contracts becoming invalidated due to the employer not keeping his end of the contract (not paying on time or assult on the employee).

Most of article 120's clauses can only be used by the employer as reason for termination if written complaints were previously made against the employee (and lodged with their contact at the Dept. of Labour) by the employer.

Some of the others items under 120 such as fraud, theft, intoxication etc, can only be invoked if an official police case has been opened against the employee, if no case has been opened and investigated the suspisions are simply hearsay and cannot be used as justification for termination.

RK

Dxbsoul is the guru on here for this sort of advice. You have been well advised.

arniegang wrote:RK

Dxbsoul is the guru on here for this sort of advice. You have been well advised.

thanks - dxbsoul, i'll be in touch