Q: Dear Madam, I am a doctor, working on a limited contract in a private hospital. I finished one contract of 2 years + one more year. I am planning to terminate the next contract in the middle. In the contract, it is mentioned 3 months notice period with 3 months full pay compensation for either party. I understand, as per the UAE labour law, only half of 3 months notice period with 45 days compensation. Please clarify & advise. Thank you, With regards Dr N.

Q: I am working with one of the companies in DMCC- JLT and want to resign from it. However, as per my colleagues who left the company earlier, they say I need to pay them 45 days' salary or need to work 45 days without salary. Is it true, although nothing is mentioned in my contract? I am working with the company for 9 months and successfully completed my probation period. Please advise, I want to leave at the earliest. Thank you

Q: What is maximum compensation for employment contract for 5 years but where after 1st year the original owner divested of the business but never gave a termination notice to staff?

Q: Good evening, Can I terminate my limited contract within the probation period? My visa status is a cleaning worker, but actually working as an admin assistant. If I resign from my limited contract, then should I give a notice period or not? Please let me know. Thank you

Q: Hi! I need your suggestion and advice regarding my case. I'm about to file a resignation letter to my current employer. I was working with them as a regular employee for 5 years. Previously, I signed a new limited contract for 2 years and I got a new offer letter to a new company. May I know what are the sanctions they will file on me once I file my resignation and also my 1 month notice period?

Q: I have resigned under a limited 3-year contract after completing 2.6 years in DSO Free zone. I have already completed my 1 month notice period. My company is not providing me EOS papers. HR is calling me and threatening that I need to pay a huge compensation saying that one of the projects lost because I have left the company (I have checked with the customer and they told me that it is not correct information). I contacted the Free Zone authority and asked for the court referral papers. I have already informed them that I accept paying 45 days' basic salary for breaking the limited contract. They say that if I didn't pay that in cash, they will put a personal case on me. Kindly suggest if going to DXB courts is a good option for me or not. Also, what is the number of times I should send emails to my company stating that I can extend my stay after the notice period if they can provide me with EOS papers? (they don't want to provide that and only want me to continue working after the notice period).

Q: Dear Sir/Madam, I have been working in a company in Jafza for the last year and six months on a limited contract of three years. I would like to resign from my current job since I got a better job offer from a company outside Jafza. I have some doubts to clear before I submit my resignation. Do I have to pay compensation to my company to cancel my visa? If yes, how much would it be? Is it possible to get any type of ban on me? If it is possible, what kind of ban would it be? Will it be applicable outside the Jafza free zone? Hope you can help me with my queries. I look forward to your reply!

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).