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Saudi Arabia · UAE · Syria

Employment Lawyer & Labor Law Advice

Practical employment advice for employers and employees involving contracts, wages, dismissal, compensation, workplace duties, and disputes. The review begins by identifying the country, competent authority, facts, documents, and any material deadline before a route is recommended.

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Overview

Understand the position before choosing the action.

Employment matters require careful review of the contract, policies, payroll records, notices, conduct, and applicable labor rules. We clarify rights, exposure, evidence, and the steps available before or after a dispute.

Who this service is for

Employers, executives, employees, HR teams, and business owners dealing with employment contracts, workplace decisions, termination, compensation, or labor disputes.

Scope of our services

Legal support across the essential parts of the matter.

  1. 01Employment-contract review
  2. 02Unpaid wages and benefits
  3. 03Termination and unfair dismissal
  4. 04Labor compensation claims
  5. 05Workplace policy and compliance
  6. 06Settlement and labor-dispute strategy
Common situations

Situations that deserve an early legal review.

The clearer the facts and documents are at the beginning, the more precisely the options and risks can be assessed.

  1. 01Employment has been terminated or termination is being considered.
  2. 02Wages, benefits, commissions, or end-of-service amounts are disputed.
  3. 03An employment contract or workplace policy needs review.
  4. 04A complaint, claim, investigation, or settlement proposal requires a response.
Jurisdiction-specific assessment

What changes your next step in each jurisdiction?

Separate wages already earned from termination compensation and other benefits. Identify the employment category, dates and payment evidence before signing a release or choosing a complaint route.

Saudi Arabia: prepare for amicable settlement

HRSD describes amicable settlement as the first stage of labour disputes, with referral to the labour court if settlement fails within the stated process. This is not a promise of payment within that period.

Documents to bring

Bring the employment contract, wage transfers, attendance, termination notice and an itemised benefits calculation.

Options and exceptions

Prepare a settlement position and evidence for referral. Confirm that the worker category falls within this service rather than assuming the same process covers every domestic or public employee.

Agreed deliverable

A component-by-component claim schedule and settlement submission outline.

Sources and scope

UAE: work permit and complaint status

MOHRE provides a complaint service for private-sector employees and identifies restrictions on duplicate pending complaints. Establish the work-permit authority and existing case status first.

Documents to bring

Provide the MOHRE contract or applicable employment record, permit details, salary evidence, notice and any complaint or court reference.

Options and exceptions

Distinguish pursuing unpaid rights from cancelling a work permit. Check free-zone, domestic-worker or public-employment procedures separately where relevant.

Agreed deliverable

A complaint-status review, financial claim breakdown and next-procedure recommendation.

Sources and scope

Syria: establish the employment record

WIPO Lex reproduces Labour Law 17/2010, including employment obligations and termination provisions. Use the employment category and actual relationship to frame the review, with current amendments checked locally.

Documents to bring

Collect contracts, payroll or receipts, start and end dates, job duties, employer identity and social-insurance records if available.

Options and exceptions

Reconcile unpaid amounts before discussing a release. Confirm the governing employment regime and current filing process; the archived text alone is not a verified compensation calculation.

Agreed deliverable

An employment chronology, payment reconciliation and list of statutory questions for local confirmation.

Sources and scope

Sources consulted: 7 September 2026. General information; the operative text and its application require case-specific verification. Consultation does not pause deadlines or automatically include representation; scope, fees, and any authorized local professional are agreed separately.

What we review

The documents and facts behind a reliable assessment.

You do not need a perfect file before contacting us. Share what is available and flag missing records or urgent dates; we will identify what the agreed consultation requires.

01

Employment terms

Contract, offer, amendments, job description, handbook, policies, and applicable collective terms.

02

Pay records

Payroll, bank transfers, commissions, benefits, leave, deductions, and end-of-service calculations.

03

Performance and conduct

Reviews, warnings, investigations, attendance, complaints, and disciplinary records.

04

Termination record

Notice, reasons, resignation, settlement proposal, handover, and final account.

05

Communications

Email, messages, meeting notes, HR correspondence, and grievance materials.

06

Proceedings

Authority complaints, claim forms, responses, hearing notices, and prior decisions.

What the consultation delivers

Clarity for the decision that comes next.

The final deliverable is defined by the legal question and agreed scope. It may be oral advice, a document review, a written memorandum, or an action plan.

01

Rights and exposure

Assessment of contractual and statutory entitlements, employer duties, defenses, and uncertainty.

02

Calculation issues

Identification of disputed wages, benefits, notice, leave, commission, or end-of-service components.

03

Response strategy

A proportionate plan for internal action, negotiation, settlement, complaint, claim, or defense.

04

Compliance steps

Documents, notices, policy corrections, evidence preservation, and deadlines requiring attention.

An initial review does not create a representation engagement or guarantee acceptance or a particular result. If the matter requires representation, an expert, or local counsel, that is addressed separately.

Paid online legal consultation

Four clear steps, with no office visit.

Start by WhatsApp or email and complete the consultation remotely, from sharing documents through discussing the legal direction.

WhatsApp → Email →
  1. 01

    Share the matter

    Facts, documents, authority, and relevant deadline.

  2. 02

    Initial review

    Define the legal question and information required.

  3. 03

    Confirm scope and fee

    Know the cost before final advice is prepared.

  4. 04

    Receive direction

    Analysis, options, risks, and practical next steps.

Legal leadership and institutional experience

Omar Al-Baghdadi leads legal assessment and directs the team.

Lawyer and Legal Counsel Omar Al-Baghdadi oversees consultation scope and the analysis of facts, documents, and legal options, drawing on more than 30 years of professional experience within a legal institution founded in Syria in 1957.

Explore the firm’s history and leadership →
Practice-specific FAQ

Before requesting labor & employment law advice.

Should an employment termination be reviewed before notice is issued?

Where possible, yes. Pre-termination review can test the legal basis, procedure, evidence, notice, final dues, communications, and avoidable risk.

Can unpaid employment amounts be calculated during the consultation?

The disputed components can be identified and reviewed against the available contract and records. Complex payroll, accounting, or jurisdiction-specific calculations may require additional inputs.

Can I request labor & employment law advice remotely?

Yes. Send a summary and documents by WhatsApp or email and complete the review and consultation remotely. If the file requires a local procedure or representation, the available options are explained.

What should I send to begin the review?

Send a concise timeline, the relevant jurisdiction or authority, the key documents, any approaching deadline, and the outcome you want to achieve.

How is the legal consultation fee determined?

The initial information is reviewed to define the legal question, document volume, required deliverable, and urgency. The consultation scope and fee are then explained before final advice or additional work begins.

How are my information and documents handled?

Information is handled confidentially under applicable professional, privacy, and data-protection obligations, subject to legally required or permitted disclosures. Do not send original documents or highly sensitive data before the appropriate handling method is confirmed.

Does the consultation include representation before a court or authority?

Contact or consultation alone does not accept representation. Any filing, appearance, notarisation, negotiation mandate, or formal representation is separately engaged with the professional authorized for the competent forum.

Does legal advice guarantee a particular outcome?

No case or dispute outcome can be guaranteed. The consultation explains the legal position, options, risks, and practical next steps based on the information and documents provided.

Need legal direction?

Begin with a clear summary of your matter.

We will review the initial information and explain the consultation scope and next step.

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