When Should You Hire a Construction Lawyer? Find Out
When should you hire a construction lawyer? If you are asking this question, chances are you are already facing a
When an employment dispute arises — whether you are an employee denied your gratuity or an employer facing a wrongful termination claim — every day without proper legal guidance increases your exposure. At Hessa Al Hammadi Advocates & Legal Consultants, our dedicated labor lawyers in the UAE handle employment matters from MOHRE complaints through court representation, protecting your rights at every stage.
We are ISO-certified, registered with the Dubai Courts, and have successfully resolved hundreds of labor cases across Dubai, Abu Dhabi, Sharjah, and UAE free zones including DIFC and ADGM.
Drafting and reviewing UAE-compliant employment contracts for all sectors and seniority levels — protecting employers and employees alike.
Advising employees on unfair dismissal claims and representing clients before MOHRE conciliation and UAE Labor Courts.
Calculating, claiming, and recovering unpaid or disputed end-of-service benefits — ensuring you receive every dirham you are entitled to.
Drafting and enforcing (or challenging) non-compete clauses, NDAs, and restrictive covenants in employment agreements.
Filing and managing employment complaints before the Ministry of Human Resources and Emiratisation — the first step in most UAE labor disputes.
Developing compliant HR policies, disciplinary procedures, and employee handbooks aligned with UAE Labor Law requirements.
Federal Decree-Law No. 33 of 2021 governs the UAE’s employment landscape, which came into full effect in February 2022. This landmark legislation replaced the previous labor code and introduced significant reforms affecting every employer and employee in the country.
End-of-service gratuity (ESG) is a mandatory payment to employees upon termination or resignation, calculated based on length of service and final basic salary. Under the new UAE Labour Law: 21 days’ basic salary per year for the first 5 years, and 30 days per year thereafter. Entitlement rules vary depending on the reason for termination. We calculate the exact amount you are owed.
Summary dismissal (dismissal without notice) is permitted only in specific circumstances listed in the UAE Labour Law, such as serious misconduct. If you are dismissed without proper notice or in circumstances not permitted by law, you are entitled to compensation including notice pay. We advise on whether your dismissal was lawful.
Before filing in the Labor Court, employees must file a complaint with the Ministry of Human Resources and Emiratisation. MOHRE attempts to resolve the dispute through conciliation within 2 weeks. If unresolved, MOHRE issues a referral letter allowing the matter to proceed to the Labor Court.
Free zone employees are generally subject to the same UAE Federal Labor Law protections. However, some free zones (notably DIFC and ADGM) have their own employment laws that may differ from federal law in important ways. We advise on the specific framework applicable to your employment.
Keeping you informed about the ever-changing legal landscape.
When should you hire a construction lawyer? If you are asking this question, chances are you are already facing a
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1704,1702, Al Saqr Business Tower Sheikh Zayed Road, PO box: 445197, Dubai, UAE
Most people delay seeking legal advice until their situation has significantly worsened. Early intervention saves time and money and often preserves evidence that would otherwise be lost.
| Trust Signal | Detail |
| ISO-Certified Law Firm | Processes meet international quality management standards |
| UAE-Registered Advocates | All lawyers are registered with the UAE Ministry of Justice |
| Bilingual Legal Team | Arabic and English fluency for complete understanding with UAE courts and MOHRE |
| Dual Representation | Deep insight into both employer and employee sides of every dispute |
| Proven Track Record | Successful resolution of cases involving gratuity, termination, wage claims, harassment |
| Free Initial Consultation | Case assessed at no cost before you commit |
| Transparent Fee Structure | No surprises — fees clearly communicated before work begins |
A: In the UAE context, “labor lawyer” and “employment lawyer” refer to the same legal professional— one who specializes in Federal Decree-Law No. 33 of 2021, MOHRE procedures, and labor court proceedings. At Hessa Al Hammadi, our labor law team handles the full spectrum of employment matters for both employees and employers.
A: You can file a labor complaint through three channels: the MOHRE website (mohre.gov.ae), the MOHRE smart app (available on iOS and Android), or by visiting a MOHRE service center in person. The complaint should include your employment contract, payslips, and any correspondence with your employer. MOHRE will assign a reference number and contact both parties within 3 to 5 business days.
A: Yes, you can file a MOHRE complaint yourself. However, having a labor lawyer represent you significantly improves your preparation, the strength of your case file, and your outcome at the conciliation stage. If the case proceeds to court, professional legal representation becomes even more important.
A: Under UAE Federal Decree-Law No. 33 of 2021, end-of-service gratuity is calculated as: 21 days’ basic salary per year of service for the first 5 years, and 30 days’ basic salary per year for each year beyond 5. Gratuity is based only on the basic salary, not on any extra pay. Employees who resign before completing a year are not entitled to a gratuity.
A: Simple cases resolved at MOHRE conciliation typically conclude within 2 to 4 weeks. Cases that proceed to the Labor Court generally take 1 to 4 months for smaller claims and 4 to 9 months for complex or high-value disputes. Appeals can extend proceedings further.
A: Compensation for wrongful termination typically includes: notice period pay (1 to 3 months depending on contract length), end-of-service gratuity, accrued but unused annual leave, and in cases of arbitrary dismissal, an additional award of up to 3 months’ salary as per Article 47 of the UAE Labor Law.
A: Federal Decree-Law No. 33 of 2021 applies to mainland UAE employment contracts. DIFC employees are governed by DIFC Employment Law No. 2 of 2019, and ADGM employees fall under ADGM Employment Regulations 2019. Our firm advises and represents clients under all three frameworks.
A: Legal fees vary based on the complexity of the case. Hessa Al Hammadi Advocates offers a free initial consultation to assess your case and explain applicable fees clearly before any commitment. We offer both fixed-fee arrangements for straightforward matters and hourly rates for complex litigation.
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