Q: Hi, I would like to resign from the company where I had worked for almost 3 months. I am still under the 6-month probation period. I gave a 1-month notice in my resignation letter. My contract is limited. Would the employer ask for any compensation and issue an immigration ban? Thank you!

Q: I have just joined a company with a limited contract. I signed an MOL, but haven’t done the medical tests. I am currently working and it’s been 15 days. Can I resign during this period or not? What might be the problem that I could face? Will there be any ban?

Q: Hi, I am working in a company in DMCC with a limited contract. I am in my probation period right now and I would like to leave the company because of the toxic work environment. I am ready to give 30 days notice period. This is my 3rd company in the UAE and this is the first time I want to leave in my probation period. Is there anything more I need to do other than the notice period? Should I pay any money? Would be there any ban? What would be the other procedures?

Q: Dear sir/madam, I am a British National who has spent 90 days on a Tourist Visa (30 days extended) in Abu Dhabi. At the end of my 90 days, I was offered a working position and began at a new place of employment. I now have a working visa and Emirates ID. However, I am finding the workplace challenging and wonder if I decided to terminate my work contract (within employer guidelines and within probation periods) - what does this mean for me and my residency here? Do I have to leave the country and return again on a Tourist Visa? Do I have a grace period to find alternative work? Are there any financial penalties? I'd be grateful for some advice!

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).