Q: Hi. I am working in Umm Al Quwain as a sales assistant, and I hold JAFZA visa. I joined one month ago now I have resigned. The company is telling me that my notice period is 90 days. I am still in probation period, and the offer letter which I have received states that the notice period is 30 days. Please help.

Q: Hi, I joined a company one week back, and as per my employment contract, it is clearly stated that both parties can terminate this contract anytime without any notice. However, I have resigned and the company is not accepting /replying to my email, and they're asking me to pay compensation or serve the notice period. Is there something that the company can demand? Because in the contract, nothing is mentioned on the same.

Q: Respected advisors, Please guide on the consequences of breaching an unlimited Mohre contract by an employee. He worked only for four months and resigned. Shall he compensate for the visa cost? Notice period? He wiĺl join a free zone company.

Q: Is an employee, if resigned, required to serve a notice while on probation? Kindly clarify!

Q: Hi Sir, Is it possible to resign before the probation period ends? How many days are to be served as a notice period? Which article in the labor law mentioned all these queries? Kindly advise

Q: Good afternoon, I have a question. I have an unlimited employment contract with a company in RAKEZ Free Zone. In this employment contract, it states that I have a 6- months probation period with 1-day notice during the probation. Then, I have another employment contract from the company and it states a different probation period (3 months). Which contract is legally the correct one? And when I resign (I am in my 5th month now), can I use the 1 day notice period? Thank you so much for your help!

Q: Hi I have joined a company on 19 September 2021 and took unpaid leave (after approval) for 9 days. As per the offer letter, probation is 3 months but in the labor contract, it's 6 months. They have been back and forth on my completion of the probation period so I don't know if I did complete the probation or not. I resigned on 14 March 2022 and they asked me to serve a notice period which is until 31 March (if I didn't complete my probation why did they ask me to do a notice period?). I took one day as sick leave and 1/2 day off due to an emergency. Am I entitled to an annual leave payment during settlement? If so how much? Basic: 6000, Housing: 3000, and travel: 3000.

Q: Dear Lawyers, I was employed by a private company during a six-month probation period ending on July 11, 2024. On July 1, 2024, I submitted a resignation letter with the intention of providing a notice period until July 26, 2024. However, my employer refused to accept the notice period and stated that I am only obligated to work until the end of my probation. They are requiring me to pay for the visa expenses incurred during my employment before they will cancel my visa. My offer letter specifies that the first six months are considered probationary, allowing both parties to terminate the contract without notice or liability. However, the offer letter also mentions adherence to UAE labor law. I have the following inquiries: - Notice Period During Probation: Does UAE labor law require a notice period during probation, even if the offer letter states otherwise? - Visa Expenses Liability: Am I legally obligated to pay for the visa expenses incurred during my probationary period when I resigned?

The UAE has adopted a major reform in its legislative system that brought about 40 new laws and amendments to the company law, criminal law, personal status, among others. The amendments aim to develop the legislative structure in various sectors, the labor law being one of these, was the most recent. We try in this article to shed light on the changes introduced with the new labor law and their significance on both, the employer and employee.

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).