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, My employer signed an offer letter from a different company, adding a clause stating that if the employee resigns, he needs to give one month's notice and refund AED 5000 as visa charges. However, I have already signed a contract from another company and received my EID, with no such clause mentioned. Now that I resign by giving one month's notice, my employer has not paid any salary or benefits even after completing one year and three months. Additionally, they are demanding AED 5000. Please advise!

س: مرحبا، لدي مخاوف بشأن التسوية النهائية. لقد وظفنا موظفين أكملا فترة الاختبار التي تبلغ 6 أشهر ولكنهما لم يكملا عامًا واحدًا بعد. لقد أنفقنا ما يقرب من 20000 درهم إماراتي على كليهما. والآن استقالا من منصبيهما. لقد أنفقت على التفاصيل كما يلي 1. التأمين الطبي + 2. رسوم الهروب + 3. مدفوعات الإقامة الزائدة + 4. رسوم التأشيرة. هل يمكنك من فضلك تأكيد المبلغ الذي يمكنني خصمه من التسوية النهائية الخاصة بهما؟

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.

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).