Q: There it is an unlimited contract in a free zone. The main employment contract states that the employee should render not less than 30 days' notice. However, an addendum has also been signed by both parties stipulating that the employee should now render a notice for 3 months. In such a case, which document must be followed, the employment contract or addendum?

Q: Hi. I am working in Umm Al Quwain as a sales assistant, and I hold JAFZA visa. I joined one month ago now I have resigned. The company is telling me that my notice period is 90 days. I am still in probation period, and the offer letter which I have received states that the notice period is 30 days. Please help.

Q: Hi Anita, Can the employer force the employee to render 3 months notice, even if the employee is willing to pay the visa fees and only render one month? Can the employer file absconding case against the employee for not taking 3 months notice?

Q: A Jafza employee is on probation and has not completed his notice period. He is asked to leave without completion of the probation period. The offer letter specifies that either party may leave on a single-day notice. To support the employee as per Jafza rules, will the employee qualify for any notice period pay + claim on leave credit? The employee will not have any job in hand, in this case, how does the Jafza law protect the employee?

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).