Q: Hello. My employer is asking for 45 days compensation and it's a limited contract, I have worked for 5 months and I am under probation. I submitted my resignation and there was no mention of the penalty clause in the acceptance email. I replied saying I am in no position to pay the money and I can serve a notice. How do I get out of this situation without having to pay my compensation? Also, I would like to know if the compensation is on the basic salary.

Q: Hello Sir/Madam, I am currently working for an Abu Dhabi private company. My contract is a limited contract and I completed 10 months of service in this company. I don't like this company, how to cancel my visa legally and how much will I pay to my company? My basic salary is AED 500 and overtime AED 350, so how much in total I will pay for the cancellation process? please clarify me

Q: Dear Ahmed, My sister is working for a catering company based in a school and she didn't get her salary since May. She doesn't wish to continue with this company. Her contract is limited and joined in September 2017, but the contract is dated 04/12/2017. As per article 121, she has the right to resign without notice, however, another article says that she needs to pay the employer “early termination compensation”. How can we proceed without losing the money? Thank you. Maya 0503183185

Q: Mam, I want to know in a limited contract if an employee will not go for leave after one year due to staff shortage in the company or any other issue like Covid, so when the visa expires after 2 years, will the employee get leave salary along with gratuity?

Q: Dear Sir/Madam, Where specifically in the law can you find this answer: If an employee terminates the limited contract before the expiry date, they are not eligible for any benefits like gratuity, leave salary, and ticket. Instead, the employee has to compensate the employer with 45 days' salary if the employer makes a claim for it.

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).