Q: I am working on a limited contract with a company. I have signed a 2-year limited contract and I have completed 9 months. I was trying to negotiate with the company. I wanted to leave back to home country due to family issues and I was ready to serve a notice period and 45 days' salary or even 3 months' salary, so that the employer does not put a  ban on me. They replied they will put a ban and they don’t need a notice period. They will follow the UAE law and they have already removed the system access from me. They have emailed me, now due low performance we have suspended you for two days. What’s the best solution to get rid of them and avoid a ban? Will this suspension affect me? What’s the best solution you can suggest for me?

Q: I am currently working for a free zone company in DAFZA. The job is not going well for me and I would like to leave. I signed a three-year contract and it has been nine months so far. My contract states that I need to give one month notice but my employer wants me to stay for two months. He says it is company policy not to accept the breach of contract compensation, hence I must serve two months without pay. I am supposed to pay him for three months half pay, and he is refusing to allow me to pay that and serve one month notice. I am even thinking of just absconding and going back to my country. Will I get a labour ban and immigration ban? I received an offer from one of our clients as well, but my contract has a non-competition clause. Does this apply, given that the two companies are in different industries, one is a supplier of products and the other is a consultancy service provider? I am considering going back to my home country as my employer is being unreasonable on the 2 months notice.

Q: There it is an unlimited contract in a free zone. The main employment contract states that the employee should render not less than 30 days' notice. However, an addendum has also been signed by both parties stipulating that the employee should now render a notice for 3 months. In such a case, which document must be followed, the employment contract or addendum?

Q: Dear Jassim, I am an employee with a private firm on an unlimited contract. I have resigned and my contract mentions a notice period for 60 days, however, I want to serve only 30 days due to other issues. The company force me to serve full 60 days period. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can they company (if they want) still put a one year ban on me? Regards

Q: Hi Sir/ Madam. I'm working as a civil engineer in Fujairah. I renewed my second visa on 26.05.2021. I'm resigning from my job and submitted one month notice period, but my agreement is a limited period contract and mentioned that: "Should either party desire to terminate the renewed contract, such party shall notify the other party of such desire within 3 months prior to the date of termination." Such period shall be similar for both parties. Both parties agreed that the termination wage to be paid by the terminating party to the other party shall be equivalent to the value of the worker's total wage in 3 months. Such wage shall be similar for both parties. But my company informed me to work for 90 days. Please give me some suggestions to leave easily from the company. I am ready to compensate the company for the remaining 2 month notice time.

Q: Hi Sir/Madam. I am working in a construction company. I gave a resignation letter to my company for one month notice. But in my agreement (should either party desire to terminate the renewal contract, such party shall notify the other party of such desire within 3 months prior to the date of termination. Such period shall be similar for both parties. Both parties have agreed that the termination wage to be paid by the terminating party to the other party shall be equivalent to the value of the worker total wage in 3 months. Such wage shall be similar for both parties. But my present company informed me that I am not allowed to go now. I'm allowed to go only after the completion of 90 days. Please can you give some suggestions on how can I be released from my current company?

Q: Hi Maha, I am an employee with a private firm on an unlimited contract. I have resigned and my contract is for 60 days, however, I want to serve only 30 days due to other issues. The company force me to serve full 60 days contract. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can the company (if they want) still put a one year ban on me? Regards

Q: I have been working in Dubai as a manager in the facilities management industry for the last 16 years. Now I got a government job in the UAE and I submitted my resignation with one month notice period. My employer refused to accept my resignation and asked me to provide 6 months notice period. My residence visa will expire 65 days from the date of my resignation. I convinced my new employer to wait until my visa expiry. My current employer threatens me that he will file a case against me to delay my cancelation to stop joining a new company. Kindly advise what I can do in this situation!

Q: Can I file a resignation without prior notice because I got an offer letter and a better opportunity from a different company? If so, what are the consequences?

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).