Q: I found a job in JLT a month ago and now I got a better offer from a Mainland company, which I want to accept their offer. I am still on probation with a 2-year contract, but it clearly mentions that both parties can terminate the contract within the notice period. So not sure if it's a limited or unlimited contract. Didn't inform the employer yet. What will the process look like? Will I be banned? Should I pay a fee?

Q: Hello Sir! I worked as a Logistics Coordinator from Sep. 2017 - Feb. 2018 in a free zone company in Dubai. I resigned with a 30-day notice before my probationary period ends because of unpaid salary and my employer accepted my resignation. It's been 5 months since I left the company, but my visa has not been cancelled by my employer which is fine for me as I am still looking for a new job as at this time. My previous employer did not pay me my last 2 months' salaries and has not responded on any of my follow-ups. My question is at the time that I get to find a new job and need cancellation of my old visa, what if he does not respond? Will the free zone company still cancel my visa even without my old employers NOC?

Q: Hi I was working with a company for last 3.10 years. In 2018 and because of the financial problems, the company was struggling to pay salaries to the employees and most of the employees got terminated or resigned. I also started searching for a new job as I was getting half of my salary for 6 months. Fortunately, I got a new job and the company asked me to join immediately. I requested my current company to cancel my visa as soon as possible and they agreed. I cancelled my family visa and they ask me to sign the cancellation paper and the settlement will be processed within 2 weeks. Because of the urgency, I signed the paper by believing the company. But now they are not paying the amount and simply avoiding me with some excuses. I was struggling with my family for 6 months with half a salary and now they cheated me also. Please advise me, what do I need to do with this?

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.

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.

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).