Q: My company terminated me even though I did not violate any rules or do any misconduct or any of the reasons in the UAE Law to be terminated. They also know that it is not my fault. They hired me last August 2016 as a bus attendant under the sponsorship of RTA Dubai Taxi. Now, they terminated me before my probation ends without notice for the reason that I was underage in which they can't issue the permit. They did not inform me that there is an age requirement during the interview process and yet they hired me. They also let me pay for the visa. Now, I want to go back to my home country. I would like to ask, can I get a repatriation expense if I'm terminated under probation? And what other things I can do in this situation? Thank you so much.

Q: I have an unlimited contract with the employer and I have not completed the probation. Can I leave the company without notice or do I have to give notice, and can they ban me from working after that or not?

Q: I am on unlimited contract with my company and this is the 3rd month but if the company terminates me within probation period stating that my performance is not good then do I need to repay the company for visa air tickets and training cost??? During recruitment, the company has got my signature stating that if I leave the company before 3years, I have to repay them visa, airfare and training cost. Please advise me.

Q: Dear Ma'am, I want to ask. My employer terminated my contract within the probation period, but before that, I completed 10 years on a different employment visa in Dubai. Is there any labour ban on me? Thanks

Q: Dear Sir, I was on the probation period and my company terminated the contract without any notice and stopped my services the same day. Now, please guide me. Can I claim any compensation salary for the upcoming month(s)?

Q: Hello, We had terminated an employee during his probation period due to non-performance. We did not give notice as per Article 120 clause 2. The employee requested us verbally to keep the visa till the time he finds a new job. We kept his visa for the next 4 months when he finally requested us to cancel his visa (meanwhile the probation period also got over). After his visa was canceled and everything was sorted out, he is asking us to pay his salary for these 4 months and compensation for arbitrary dismissal whereas he has no evidence that he worked for the company during these 4 months. We want to know that if the employee has stopped working for the company, then is the company liable to pay for salaries? Regards,

Q: Hi, I was notified as terminated by my company on 04/Feb/2021 after 5 years. I have a limited contract under JAFZA. The reasons for termination as per the termination letter is due to my unaccepted management style. My termination came after raising a complaint against the management to the HQ for being discriminated against. As per the termination letter, the notice period is 2 months Garden Leave per the contract, 2 months termination compensation and my EOS. I filed a complaint against them to claim 3 months termination compensation instead of 2, my full bonus and the unused leave balance in lieu. Currently, I am in my home country after I have informed them. So my questions are, Is there any risk that my employer can report me as absconded? The court fees are calculated based on the total unpaid values, or only the additional values I am requesting? For the bonus, is it likely to be paid based on article 1 of the UAE labour law that defines the wage as whatsoever paid on a regular basis? Thanks, A.

Q: Can the employee take sick leave during the notice period?

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

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).