Q: Salam, My company has filed a complaint against me in MOHRE related to training fees. This is the clause mentioned in my contract: "The Second Party shall be obliged to pay back the value of the training (which is estimated at an amount of 10000 AED) when they terminate the employment contract based on their own free will (within One Year) from the date of commencement of their contract, without prejudice to the First Party's legal or contractual obligations. (the amount agreed on for the value of the training period must be commensurate with the employment period of the employee)" My question is: 1. I served 11 months in the company. Can they demand the full 10,000 or it should be less due to 11 months (as per the last line of the clause)? 2. I didn't even get training from the company. I learned normally by working on projects with seniors. No training session was conducted for me. Should I still have to pay? My case is in MOHRE. Thanks

Q: Salam, I resigned from my company but after the notice period was complete, they didn't cancel my visa and filed a complaint claiming training fees. I didn't get any training from the company. I also filed a labor card cancelation but it was kept on hold due to their pending training claim. Later, MOHRE gave a final decision and rejected their claim. But I still haven't received an update on my labor card cancelation appeal. Now, the company has appealed in court against MOHRE's decision on training. 1. What would be the next step in the Labor Judicial Court and normally how many days does the court take to give a final decision? Can they change the decision? 2. What will happen to my visa cancelation now, can MOHRE still cancel my labor card since a decision has been made or will it be delayed due to a court appeal by the company? I want my visa cancelation asap. What should I do?

Q: Dear Sir/Madam, What if I resign from the company during my probation period? My contract, Article 4, mentions that I have to pay 6,000 AED in training charges if I leave within one year of the contract. My offer letter states that training charges will be compensated, if incurred. Will I be able to leave the company, or can they file a case against me?

Q: Does HR need to prepare an addendum to the contract if there is only a reporting line change according to UAE legislation? Note: internally, there is no policy requiring us to do so.

Q: Hello, A month ago, I joined a company with a probation period of six months, but now I have received another opportunity that is better for me. However, my contract states that I must pay 5,000 AED to my current employer for training and visa costs if I choose to terminate the contract of my own free will. However, I have not received any training so far. The contract states: The Second Party shall be obliged to pay back the value of the training (which is estimated at an amount of 5,000 AED) when they terminate the employment contract based on their own free will (within one year) from the date of commencement of their contract, without prejudice to the First Party's legal or contractual obligations. (The amount agreed upon for the value of the training period must be commensurate with the employment period of the employee). Can I resign from my current company and join another without paying?

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.