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The worker is entitled to an end of service gratuity even if the contract does not stipulate it
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The Abu Dhabi Labor Court confirmed that the provisions of labor entitlements must include the end-of-service gratuity, whether stipulated in the contract between the employer and the worker, or not, because the source of their entitlement is the law and not the contract.

The court stated that Articles (132 and 133) of the Law Regulating Labor Relations, stipulated that a worker who completed a year of continuous service is entitled to a reward at the end of his service at the rate of 21 days for each year of the first five years of service, and a wage of thirty days for each year in excess of It is stipulated that the total reward does not exceed two years’ wages, indicating that the worker is entitled to a reward for the fractions of the year in proportion to what he spent at work, provided that he has completed a year in continuous service.

This came in the merits of a ruling it issued during its consideration of a lawsuit filed by a worker against an employer demanding that he be obligated to pay his labor dues, end-of-service gratuity, and travel tickets allowance to return to his country.

Explaining his lawsuit, he stated that he worked for the defendant in the profession of a housing guard for a period of up to 10 years and 11 months, explaining at the same time that his services had been terminated and an offer of service reward was presented in an amount less than what should be handed over to him, given the period of service he had served.

The court decided to refer the case to an accounting expert to determine the value of the money, who proceeded to complete the tasks entrusted to him. months and less than a year and thirty days, explaining that the expert’s report shows that the worker deserves an end-of-service gratuity with tickets to return to his country, which is what the court decides.