Q: Dear Sir/Madam, I resigned from my position after working for 6 months (limited contract) because I was not satisfied and the company was not providing the basic conditions of employment. The accommodation was not provided as stipulated in the contract, transportation to and from work was not provided, medical insurance was not provided, and my salary was always paid in installments. I submitted my resignation to serve a one-month notice period, but the company refused to allow me to serve the notice period and instead demanded that I resign immediately. I have requested that my visa be canceled and my passport be returned to me (which has been in their possession), but they are asking me to pay for the visa costs. Is it legal for them to deduct the visa charges from my salary that I earned before resigning? Appreciate your response in this matter!

Q: Dear Sir/Madam, I had an employment contract for 3 years, but I worked for only 6 months and then resigned. The employer refused to cancel my visa and asked me to pay the recruitment fee of 5,700 AED, which was to be paid by me and my new employer. I don't have the money to pay, and my new employer is not willing to pay for me. What can I do now? I have already complained to the UAE Labour.

س: هل يتم حساب راتب الإجازة على أساس الراتب الأساسي أو الراتب الإجمالي عند الاستقالة أو إنهاء الخدمة؟

Q: This is my case right now. I finished my 2-year contract with a company. They decided not to renew me anymore. My work is as a waiter. My renewal date is supposedly December 6, 2024. I had my last day with them last November 2, 2024. I should be doing a handing over for 1 month but I did not fulfill this, since I already started in my new company. Questions: 1. Can they sue me for absconding? 2. Will I still pay the company for the remaining days that I did not do the handing over or they will just not pay my salary for the handing over month and will not give me my gratuity?

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.

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.

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).