Q: I had signed an unlimited contract with a Dubai based company. In the offer letter, I was given a designation as Business Manager with salary AED 30,000/month. However, in the MOHRE contract, my designation is showing Sales Executive having 4th/5th level skill. When I inquired from them, they told me that the designation in MOHRE contract will not have any adverse effect during my stay in Dubai and they have mentioned 4th/5th level skill in the contract because my certificates ( B Tech ) are not HRD attested ( in India ) and they will not be able to wait for long for this attestation. My questions are:- a) Is this procedure legal i.e. getting a person of Engineering degree in 4th/5th level skill set? b) Will it be possible to change the skill level in MOHRE contract if I get my degree attested by HRD and UAE consulate after I land in Dubai? c) What are the possible issues that I will face?

Q: Dear Sir/ Madam, In my offer letter, the designation is Accounts Manager; however, since I have not attested degree certificates the employer promised to give me Archive Clerk Visa. They took my thumb impression and signature on blank paper and later they issued me a Messenger Profession Visa. When I inquired about the same and refused to accept the Messenger Visa, they are blaming me that I agreed to this Messenger Visa and asked me to pay the visa costs and leave. I sent the resignation and agreed to pay the visa cost, but the visa cost is double what they have quoted. Note: the visa is not stamped on my passport. Will I get any ban from MOL, if the visa is cancelled? Kindly advise... Thanks in advance

س: السيدة / خان، مرحبًا، لقد استلمت مؤخرًا عرض عمل، ولدي سؤالين بشأنه. 1. المسمى الوظيفي المنصوص عليه في عرض العمل هو "مهندس"، بينما المسمى الوظيفي في عقد عمل وزارة العمل هو "مندوب مبيعات". بعد التواصل مع قسم الموارد البشرية في الشركة للتوضيح، أخبروني أنهم أصدروا التأشيرة بمهنة " مندوب مبيعات" بسبب التوطين "الأمرتة" ولإصدار التأشيرة بصورة أسرع، ثم بعد مرور ستة أشهر أو سنة فيمكن أن أتواصل معهم ويتم تغيير المسمى الوظيفي المنصوص عليه في عقد العمل الخاص بوزارة العمل. سؤالي هنا هو هل يمكن أن يتم تعديل الوصف الوظيفي المنصوص عليه في عقد العمل في المستقبل، وما مدى سهولة أو صعوبة عمل ذلك؟ ما هي العيوب (إذا وجدت) والتي من الممكن أن أواجهها إذا حصلت على تأشيرة بمهنة "مندوب مبيعات"؟ 2. لقد قم بالتوقيع على عقد العمل الصادر من وزارة العمل وأرسلته إلى الشركة، لقد مرت سبعة أيام ولا أزال أنتظر الموافقة على تصريح العمل. أليس هذا بطيء بعض الشي بالنسبة للحصول على موافة تصريح العمل؟ عقدي هو عقد محدد المدة. شكرًا لكِ.

Q: Dear Sir/Madam, I am a tennis coach in Dubai. I have been with my company for 9 months and am seeking to resign. I have been approached for a position with another company. I am yet to receive an offer of employment. I would like to enquire if the issues I have with my company as stated below are legal: 1. My original employment contract between myself and the company is not signed by me. Is it deemed valid? 2. I also noticed that my job description differs from my employment contract (tennis coach) and visa (telecommunication assistant). 3. My employer has deducted funds from my salary for visa contributions that they state I am liable for. Is this correct? 4. Can I resign with immediate effect, and what are the implications thereof? 5. If yes, what is the process I need to follow? 5. What do I need to have in place before I resign?

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).

This Decree sets the rules and conditions for the termination of fixed-term (limited) or unlimited (not term-bound) employment contract between employer and worker in the United Arab Emirates.