Whether negotiating the acquisition of a multibillion-dollar company or assisting a small Internet start-up company, corporate lawyers are involved in advising businesses on their numerous legal rights, responsibilities, and obligations. General corporate practice involves handling a wide range of legal issues for businesses.

It points to the key difference between a legal opinion and legal advice—i.e., that a legal opinion is an attorney's analysis based on past or present facts, while legal advice is an attorney's counsel and guidance as to what future actions the client should take.

Your lawyer is a resource and asset. At Middle East Alliance, we are ready to answer your queries about your business, from how to deal with your employees explaining Labour Laws of UAE, to explaining what a contract means in English as well as in Arabic. We will draft documents that make the deals you strike legally enforceable. We will defend you in court when you’ve been wrongfully attacked or minimize the damage. We will file suit on your behalf pronto, and make sure that the people who have wronged you are held responsible. We might do all of those things, or more—it’s our job to know the law, explain it to you, and act as your guide and protector—all so you can focus on your business. we will assist you to explain the key point of writing will and it’s our responsibility to register your will and collect it from ADJD (Abu Dhabi judicial department) as well.

You should hire a corporate lawyer because it’s your right to know your rights—not the law. corporate lawyers always help you to draft your contracts, review them, explain them to you. Incase of any breach of contract by any other party a corporate lawyer is always there to help you give a legal opinion. Regardless of what brings you to us, at the Middle East Alliance, it’s our job to handle the legal stuff.

For some reason, most lawyers are notoriously tight-lipped about their fees. They don’t publish their rates. When you ask what something costs, they’ll tell you, “It depends.” That’s a true answer, but it’s not a helpful one. As a business owner, you need to be able to budget, and to plan. At Middle East Alliance we believe in value-based billing. we offer a Value Billing Guarantee for hourly work. we never charge for first consultation. Middle East Alliance also offers a variety of alternatives to the billable hour, including monthly plans, flat fees, secondments, contingency arrangements. Across all of the options available, we do our best to make sure that our interests are aligned with those of our clients, and—above all—that our clients receive value from our representation.

Middle east Alliance is one stop shop for all your legal needs. We are a team of experts and we work in an extreme collegiality. The work assigned is according to the availability of the litigator as well the type of work and the availability of that expert.

The length of the case is from the initial free consultation, to filing, till resolution. In all that process many government offices are also involved. As far as the internal file work is concerned, we draft your case within one business day.

Yes! we will be available for all your legal queries.

The employment visa is issued by the General Directorate of Residency and Foreigners Affairs office in Abu Dhabi and the file is with the Abu Dhabi office of the General Directorate of Residency and Foreigners Affairs. Therefore, the employee should apply and obtain a residence visa for his family from the Abu Dhabi office of the General Directorate of Residency and Foreigners Affairs. Employee may present a tenancy contract of a residential premises which you have rented, to the Abu Dhabi office of the General Directorate of Residency and Foreigners Affairs.

According to Article 47 of the Federal Decree Law No. 33 of 2021 (Labor Law), It is unlawful for an employer to terminate an employee for filing a complaint with MoHRE or bringing a lawsuit against the employer that has been proved to be valid. If an employee is arbitrarily dismissed, the competent court may order the employer to pay him compensation. The value of compensation will be determined by the court based on the type of work, the extent of the employee's damages, and the length of his employment. In all cases, the amount of compensation shall not exceed the employee's wage for a three-month period, calculated on the basis of the most recent wage to which he was entitled. In addition to compensation, the employee has the right to sue his employer for his gratuity, notice period dues, and any other outstanding dues.

In the UAE, dishonoring a check due to insufficient money in a bank account is no longer a criminal offense. As a result, the provisions of Federal Decree Law No. 14 of 2020 amending Certain Provisions of Federal Law No. 18 of 1993 Concerning the Commercial Transaction Law (the 'Amended Commercial Transaction Law') and the provisions of Attorney General Office of Dubai Public Prosecution Circular No. 9 of 2021 Concerning the Disposition of Decriminalized Cases of Issuing Cheques in Bad Faith and Refusing to Pay (the 'Circular No. 9 of 2021') shall be applicable.  When a person is told by the competent court that execution procedures have been initiated against him or her in the UAE, he or she may be required to pay the execution amount within 15 days. If the execution amount is not paid within this time frame, the court may proceed with standard execution procedures, including as freezing bank accounts and attaching movable and immovable property in the UAE.

As per the prevailing provisions of the New Labor Law, for all employees working in private sector entities registered under the federal laws of the UAE, the retirement age is 65 years.

An employer must provide the new employee with an employment letter which is in consonance with the standard employment contract that is issued by the Ministry of Human Resources and Emiratisation (MOHRE). The employment letter must be signed by the employer and employee. Accordingly, article 1 of the Ministerial Decree No. (764) of 2015 states: "The employment contract specimen is henceforth adopted for use as a standard employment contract. Tentative approval to admit a foreign employee for the purpose of employment in the UAE cannot be granted until an employment offer that conforms with the standard employment contract is presented to and duly signed by the employee." Additionally, the article 4 of the Ministerial Decree No. 764 of 2015 states that "The employer must retrieve from the ministry system a standard contract that captures exactly the terms of the employment offer and obtain the employee's signature on the contract prior to presenting it for registration with the ministry. No alteration or substitution of terms may be entered unless such alteration or substitution benefits the employee and after the alteration or substitution is approved by both the employee and the ministry."