س: مرحبًا سيدتي، طاب مساءك. أعمل حاليًا في إمارة رأس الخيمة وأقيم بها. أعمل لدى شركة تنظيف داخلي بموجب عقد عمل محدد مدته عامين. لقد بدأت العمل لدى هذه الشركة في 9 أكتوبر 2019. كنت أحمل تأشيرة زيارة في ذلك الوقت وكان هذا هو نفس التاريخ الوارد في خطاب عرض العمل الذي قدمته لي الشركة. لقد أخروا تقديم الطلب لاستخراج تأشيرة العمل وبطاقة العمل الخاصة بي. حيث أنهم قدموا الطلب لاستخراج تأشيرة العمل وبطاقة العمل في 6 يناير 2020، والآن يقولون إنه يجب عليّ العمل وفقًا لبطاقة العمل الخاصة بي والتي تنتهي صلاحيتها في 5 يناير 2022. ولكن وفقًا لخطاب عرض العمل، لقد انتهى بالفعل عقد العمل الخاص بي البالغ مدته عامين. يرجى تقديم المشورة لي بشأن ما يجب عليّ فعله. هل يجب عليّ أن أعمل وفقًا لبطاقة العمل أم يجب عليّ التوقف عن العمل حيث أن لديّ وظيفة أخرى والشركة ترفض إصدار وثائق الإلغاء؟

Q: Dear Sir/Madam, My wife has been requesting the cancellation of her labor card for 10 days. Now when we check online on the website, it says, "Electronic Work Permit information not available for the given number." What does that mean?

Q: Hi, I have been working in a company for more than 1 and a half years. They provided me with a visa, Emirates ID, and everything. Also, my offer letter has been submitted, and I got my work permit for 2 months initially. However, now I checked the MOHRE app and found that my labor card has not been submitted until now. When I asked my colleagues, some of them are in the same situation. What consequences might I face if caught by the government? Also, what can I do right now to submit my labor contract by the employer? If I file a complaint, will it be confidential?

Q: Hi, My employer has still not updated my labor card, and it still shows as expired in MOHRE and UAE Pass, even though my Emirates ID and residence visa are valid. When I checked the fine on the labor card, it was 400 AED. I have informed the PRO and the employer about this problem several times, but they are ignoring it. I am now considering resignation with a notice period according to protocols. Is this 400 AED fine on me or them? Please guide me!

Q: My employer revoked my labor card on 10-10-2024. I found out once I tried to log in through my UAE pass what my legal status was. Does it affect my legal status or Emirates ID? If yes, how much time will I have to correct my status? I am outside the Emirates, and my family is also under my sponsorship. Is it possible for me to return to the Emirates to adjust my status? So, even if I want to check my visa status, which platform or authority should I contact?

Q: Dear Lawyers, When should the company cancel me if my contract and labor card have expired, but my ID is still valid?

Q: Hello, Can my company cancel my contract with my permission?

Q: Hello, I've been working in the company for the past 18 months, and I have submitted my resignation after receiving a good offer from another employer. My labor card is showing as expired in MOHRE (it seems the PRO didn’t process it properly at the time of visa stamping for the two-year labor card). Meanwhile, my Emirates ID is valid and active. Should I wait for the cancellation paper (even though my labor card is expired) after completing my notice period? Is there any issue for me in getting the cancellation if the employer doesn’t respond?

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 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).

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.

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.