Q: In 2013, I was working in the UAE on an employment visa. I had to return back to India in short time with the intention of joining back in a week's time but the situation didn't permit. Hence, my visa was not cancelled. I also had a horrible employer and they used to deduct money from my salary for mistakes that happened or losses that occurred to the company because of my negligence. That way I had AED 600 due to them. I don't know whether they have put any ban on me or whether they reported me as absconding or if any other charges have been framed against me. Just when I informed them that I am not joining back, they sent an email asking me to send my passport for cancellation and pay AED 600. However, I couldn't trust sending the passport by courier for visa cancellation. Now, I would like to travel on a visit visa to Dubai with my family. It's been more than 4 years now but I am afraid if there is any kind of case filed against me then I will be detained at the airport or will be asked to pay a heavy fine.

Q: Dear Sir, I have come on vacation on Jan 2010 from Dubai and didn't go back to the UAE. Will I be facing any ban entering the UAE?

س: عملت مع شركة في دبي لمدة 22 يومًا، وغادرت لبلدي بسبب ظروف عائلية طارئة، ودفعت تعويضًا كما ينص عقد العمل ( مرتب 45 يومًا كتعويض). بعد ستة أشهر من تاريخ مغادرتي لدولة الإمارات، بدأت أطلب من الشركة القيام بإلغاء التأشيرة وبطاقة الهوية الإماراتية، ولكنهم يتجاهلون ذلك، لا يرغبون في أن أعود للإمارات مرة أخرى. هل بإمكانك إرشادي بخصوص هذا الأمر؟

Q: Dear Sir/Madam, My employee was working on a limited-term employment contract. He left the company without notice or resignation and absconded. For more than a year, he has been working in the UAE as a freelancer (without our NOC), as seen on his social media profiles, including LinkedIn. Is this allowed? What action can be taken?

Q: Hi, I am a salon owner. A staff member, without informing me, went to work at another place. The CID caught him and charged me with a criminal case and a fine of AED 50,000. What should I do now?

أقرت دولة الإمارات إصلاحات تشريعية كبيرة أسفرت عن إدخال 40 قانونًا وتعديلًا جديدًا على قانون الشركات والقانون الجنائي وقانون الأحوال الشخصية وغيرها. تهدف هذه التعديلات إلى تطوير الهيكل التشريعي في مختلف القطاعات، وكان أحدثها قانون العمل. نحاول في هذا المقال إلقاء الضوء على التعديلات التي أُدخلت على قانون العمل الجديد وتأثيرها على كلٍ من صاحب العمل والعامل.

The provisions of this Law, known as "UAE Labour Law", govern the relationship between employers and employees and other labour matters in the United Arab Emirates. There are special labour related regulations applicable in some of the free zones in the UAE.

The provisions of this Decree-Law, known as "New UAE Labor Law", govern labour relations in the private sector of the United Arab Emirates. The New Labor Law repeals the previous UAE Labor Law (Federal Law No. (8) of 1980).