Saudi Arabia’s Minister of Justice, Walid Al-Samaani, has said the newly approved Enforcement Law introduces a more structured and transparent framework for executing judicial rulings.

The law, endorsed by the Council of Ministers, establishes a balanced system governing the rights and obligations of creditors and debtors. It incorporates clear judicial safeguards while ensuring that enforcement procedures remain efficient and effective. By strengthening mechanisms for asset disclosure and tracking, the legislation aims to improve clarity and accountability across enforcement processes.

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Top Lawyers Registry is a trusted legal directory featuring leading lawyers and law firms across the United States and the United Arab Emirates. The platform connects individuals and businesses with verified legal professionals across major practice areas, highlighting expertise, experience, and professional achievements. It serves as a reliable resource for discovering top-tier legal talent in both jurisdictions.

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Tenants in Dubai often encounter additional charges during the annual renewal of their rental contracts, including administration or service fees imposed by real estate agencies. While such charges are common in the emirate’s property market, their legality largely depends on what is specified in the tenancy agreement and the provisions of Dubai’s tenancy laws.

In Dubai, the relationship between a landlord and tenant is governed by a formal tenancy contract that sets out the terms and conditions of the lease. The legal framework regulating this relationship is primarily established under Law No. 26 of 2007 regulating the relationship between landlords and tenants in the emirate of Dubai, as amended by Law No. 33 of 2008.

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Intellectual property (IP) is being created daily across businesses through branding, technology, software, content, designs and internal know-how. However, legal and business experts warn that many companies still fail to properly identify, protect or manage these assets, exposing themselves to significant legal and commercial risks.

As intangible assets increasingly underpin company valuations, IP audits are emerging as a key tool for businesses seeking to understand what they own, how it is protected and whether it can be commercially exploited.

An IP audit is commonly described as a systematic review of a company’s intellectual property portfolio. Much like a financial audit, it aims to identify assets, assess ownership and evaluate risks. Without such a review, businesses may remain unaware of weaknesses until disputes, investments or exit negotiations bring them to light.

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A former employee filed a case against his ex‑employer seeking Dh120,000, claiming reputational, financial, and psychological harm caused by a termination letter. However, an Abu Dhabi court has dismissed the lawsuit, finding it lacked a legal basis.



The Abu Dhabi Family, Civil and Administrative Claims Court rejected the claim in full, noting that the plaintiff had participated in the employer’s internal investigation procedures and had not demonstrated any actionable fault by the company.


The employee alleged that he had been wrongfully accused of “gross misconduct” and a “serious violation of company policy” in the termination letter, which he argued damaged his reputation. Following a grievance filed with the Ministry of Human Resources, the employer amended the letter to indicate that the dismissal was at the employer’s sole discretion, a change the plaintiff claimed proved the initial allegations were unfounded.


As part of his evidence, the plaintiff submitted the original termination letter and documents from the Ministry grievance, including a settlement agreement between him and the employer. The company argued that the claim was without merit and requested that the plaintiff be ordered to pay legal costs.


The court observed that, under UAE Civil Transactions Law, a party causing harm is generally liable for compensation. However, the plaintiff’s claim rested on the assertion that the termination letter constituted wrongful conduct.


The judge noted that the dismissal was later amended by mutual agreement and that the plaintiff had agreed to the internal procedures. Considering the signed settlement, the court concluded the employer had not acted in a manner warranting compensation.


The lawsuit was dismissed, and the plaintiff was ordered to bear the legal costs and expenses.

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