Employment Law
We advise employers and executives on all workforce matters — from employment contracts and disciplinary processes to complex tribunal litigation.
Employment relationships are the foundation of every business, protecting both people and organisations from day one.
At Right Clause, our employment law team acts exclusively for employers — understanding the commercial realities and time pressures that accompany every people decision. Whether you're handling a sensitive disciplinary matter, defending a tribunal claim, or restructuring your workforce, we deliver clear, decisive advice that keeps your business moving forward.
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Our Process
A clear, practical approach that resolves employment issues efficiently and protects your business long-term.
Situation Assessment
We understand your workforce structure, current employment law exposure, and commercial objectives before recommending any course of action.
Advice & Strategy
Clear, practical, and commercially focused advice on your employment law position — tailored to your industry, headcount, and risk appetite.
Documentation & Action
We prepare all necessary documentation — contracts, policies, settlement agreements, and tribunal responses — and implement the agreed course of action.
Ongoing Support
Continuous advisory support as your workforce and legal obligations evolve — keeping you protected, compliant, and ahead of employment law developments.
The Difference Expertise Makes
Employer-Focused Advisory
We act exclusively for employers — understanding your commercial pressures and providing advice that is practical, proportionate, and outcome-driven.
Tribunal Litigation Expertise
An exceptional track record defending employers in Employment Tribunal proceedings — from straightforward unfair dismissal claims to complex discrimination litigation.
Proactive Risk Management
We identify employment law risks before they become disputes — conducting audits, training managers, and keeping your documentation current and compliant.
Frequently Asked Questions
Under UAE Labour Law, a dismissal may be deemed arbitrary if it lacks a legitimate reason connected to conduct or performance. Employers can defend claims by demonstrating a fair and documented process: clear warnings, performance improvement plans, and consistent application of disciplinary policies.
Individual notice periods and end-of-service gratuity entitlements are strictly governed by Federal Decree-Law No. 33 of 2021. Gratuity is calculated based on basic salary and years of service. We advise on fully compliant redundancy processes and the documentation required to reduce exposure to legal challenge.
TUPE originates from UK and EU law and protects employees when a business or service changes hands. While UAE law does not have an identical statute, similar obligations can arise through contract terms, outsourcing arrangements, and the specific requirements of M&A transactions. We advise on all transfer-related employment considerations.
Article 44 of the UAE Labour Law permits summary dismissal without notice or gratuity for defined categories of gross misconduct, including fraud, intoxication on duty, and serious assault. The grounds must be precisely documented and the decision proportionate in order to withstand challenge before the Labour Court.
Most claims proceed through a mandatory MOHRE conciliation stage, typically 2 to 3 weeks, before referral to the Labour Court. First-instance judgments are usually issued within 3 to 6 months, with appeals taking a further 3 to 9 months. Early settlement is often the most commercially sensible outcome.
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Expert Employment Law Advice for Employers
Whether you're facing a tribunal claim, managing a complex redundancy, or simply want your employment contracts reviewed — our employment team provides the clear, practical advice your business needs.