This case involved the assessment of continuous employment of an employee who had three separate fixed term contracts and how these applied to the calculation of benefits on termination of service on areas such as end of service gratuity and flight ticket allowance. Also discussed was whether the DIFC employment law applied in this case as it was argued these were contracts for the suppy of services or genuine employment contracts. Whether the employee who was a fly-in, fly out employee was actually based in the DIFC and if DIFC employment law applied.