Q: I am on a limited contract and in the probation period. My UAE offer letter says one thing, and the company contract another, including that where there is any discrepancy, the UAE law will prevail. I want to resign within the probation period, giving as little notice as possible, as I don't trust my employer. I don't care about a ban, but I don't want to be liable for any costs incurred. What is your advice? Thank you.

Q: I have a notice period of 90 days as per my offer letter, whereas as per my labour contract registered with JAFZA it is 30 days. Please let me know which one will prevail over the other. I would also like to mention that it is specified in my offer letter that in case of conflict between the labour contract and the offer letter, the terms of the Company's offer letter will prevail.

Q: I work for an IT company in Dubai which doesn't belong to any free zones. I am working for last 4 months. My probation is getting over on the 19th of May 2018. I am on my spouse's visa. The company has only issued me a labour card. I have conceived recently and I wish to resign due to health reasons. I want to understand the law in such case, notice period, and the actions that the company can take.

Q: If an employee has been terminated after 6 months probation, should he serve the notice period of 1 month?

Q: Dear madam, I am working in a private firm as an accountant (sales executive in the visa). My labor contract is limited. It has already expired on 06 Jan 2020 and my visa expired on 24th Feb. I submitted my non-renewal letter on 28th Dec 2019 through the mail. After that, my company requested me to work till the end of Jan. Then they requested me to work till the end of Feb. A few days ago, they recruited a new person and ask me to work a few days more to handover the work to him, otherwise, they will file a case against me and hold my final settlement until the handover is over. So what should I do? Kindly advise me! Please!

Q: Hi I have joined a company on 19 September 2021 and took unpaid leave (after approval) for 9 days. As per the offer letter, probation is 3 months but in the labor contract, it's 6 months. They have been back and forth on my completion of the probation period so I don't know if I did complete the probation or not. I resigned on 14 March 2022 and they asked me to serve a notice period which is until 31 March (if I didn't complete my probation why did they ask me to do a notice period?). I took one day as sick leave and 1/2 day off due to an emergency. Am I entitled to an annual leave payment during settlement? If so how much? Basic: 6000, Housing: 3000, and travel: 3000.

Q: Dear Concern, I would like to seek assistance. I am newly hired by a company, but I have not signed my offer letter yet because I am planning to go on an annual vacation in December. Am I entitled to file for vacation leave even though I am newly joined?

Q: I have been terminated for redundancy purposes due to internal restructuring. I have served 10 years as a Managing Director based in UAE. Q1. Am I eligible for any severance pay? Q2. As per my contract, I have to serve 6 months of notice period. Can I ask for my notice pay to be converted to severance pay?

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).