Hello I got miss understanding with my boss and he...

It should be noted that after reviewing your inquiry and legal scrutiny we would like to inform you that termination of an employment contract by the employer shall have conditions in accordance with the provisions of the Labor Law in accordance with the following:

First: The employment contracts that are definite, and which the law determined a specific reasons for their termination by the employer. In the absence of such reasons, the employer becomes obliged to compensate the worker for the damage caused as a result of the termination of the employment contract without prejudice to his right to pay end of service indemnity and flight tickets or any other benefits, These reasons are:

Article (115)

Where an employment contract is for a definite term and the employer revokes it for reasons other than those specified in Article (120) he shall be required to compensate the worker for any damage the latter sustains, provided that the amount of compensation shall in no case exceed the aggregate wage due for a period of three months or the remaining period of the contract, whichever is shorter, unless otherwise stipulated in the contract.

Article (119)

If either the employer or the worker reduces the period of, or fails to serve a notice of termination on the other, the forbearing party shall pay the other a “compensation in lieu of notice”, irrespective of whether or not the other party has sustained damage as a result of such failure or shorter notice. The said compensation shall be equal to the worker's wage in respect of the entire or reduced period of notice. Compensation in lieu of notice shall be calculated on the basis of the last wage received, in the case of monthly, weekly, daily and hourly paid workers, and on the basis of the average daily wage referred to in Article 57 of this Law in the case of those paid on piecemeal.

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