Q: Hello, I received a job contract and I'd like to know if it is legal in terms of the UAE labour law to put such a statement in it: "The employee will bear the visa expenses, relocation expenses and all other applicable expenses incurred by the agency during the recruitment phase, in case of leaving before completing the first year". In case I sign such a contract, will I be legally obliged to pay visa expenses for leaving the job before completing one year period? Thank you.

Q: I am working as a trainee for an LLC company in Dubai since May 13, 2018, but I received my appointment letter as sales coordinator on June 2, 2018. I got my company visa only in Aug 2018. Until August, I was working on my visit visa, since the company asked me to do so. Now, I am under 6 months probation period. My job designation on the visa is Sales Executive even though I was appointed as Sales Coordinator. I want to quit my job desperately since I am unable to handle the work pressure. I am handling the sales coordinator as well as executive job and office jobs at the same time, but I still didn't finish my probation period. My employment contract is unlimited. So will I get a ban or am I supposed to pay visa expenses to the company if I resign before the completion of my probation period? Will I have to serve notice period if I resign? Also, what will happen if I am terminated? Please answer.

Q: Am I responsible for paying all expenses like visa which my employer paid for me? Because I want to quit the job, I'm just 4 days working under probation.

Q: Dear sir, I am an employer of a ladies' salon. I want to ask for advice on this below matter. Recently, we have hired an employee in Nov 2019. She has not completed the probation period; her contract is an unlimited contract. The employee does not have any discipline, how to talk with her? On 02/04/2020, without a notice period, I received a resignation in addition to asking to cancel the visa. So, in this case, how can you help me? For early resignation, are there any rules to get compensation from the employee (45 days)? Please advise, your advice will be highly appreciated! Thanks!

Q: Hi, In my offer letter, which I signed, it is written that the visa cost of AED 5000 will be incurred if the employee leaves before visa expiration. After 6 months, I have given resignation with two months’ notice period according to my unlimited term employment contract. Do I have to give AED 5000 as a visa penalty? My boss says that he won’t accept my resignation until I pay the company 5000 AED. It has been 16 days since he didn't accept my resignation. He is forcing me to give 5000 AED and threatened to ban me if I do not pay. Can I go to MOHRE? If I launch a complaint to MOHRE and the matter is still not resolved and it is referred to the court, do I have to hire a lawyer then?

Q: Is it necessary to pay visa money when you want to cancel your limited visa before it is finished?

Q: Hi, One of my employees, who has been with us for the past 2 years and 4 months, decided to resign. The thing is we have just renewed her visa and it has only been 4 months. I know we cannot legally ask her to recover the visa cost, but is there a way we can make up for that loss?

Q: Hi, I worked for a company for 8 years and 4 months. I got another job opportunity and I resigned on July 13th, 2022. I served my 30 days notice period and my employer asked me to stay till 20th Aug 2022. I agreed and I followed up for the EOSB and my cancellation paper. The company did not give me till 25th Aug 2022. On 25th Aug 2022, the company asked me to get balance confirmation (outstanding payments) from my clients, which is not possible in one day. Then I filed a complaint in MOHRE. MOHRE tried to resolve the issue amicably. But the employer refused to settle. Now the case has gone to court. My Employer is asking the following things: 1. Insurance company has paid for my daughter for the last 4 years. They want to deduct that amount. 2. They want me to get one letter signed from the client stating that they will pay the company within a certain period. My next job is getting affected; the new company might not wait for this long. I might lose my next job.

Many people opt to go for litigation without hiring a legal professional, mainly because they can't afford it. This article provides a brief summary of the steps and procedures of litigation. As the process itself can be confusing to many, even after getting a favorable judgment, we present some tips to help them execute judgments issued by the court and get their rights if an amicable solution has not been reached.

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.

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).