Q: Hi, I would like to resign from the company where I had worked for almost 3 months. I am still under the 6-month probation period. I gave a 1-month notice in my resignation letter. My contract is limited. Would the employer ask for any compensation and issue an immigration ban? Thank you!

Q: Dear sir, I am an employer of a ladies' salon. I want to ask for advice on this below matter. Recently, we have hired an employee in Nov 2019. She has not completed the probation period; her contract is an unlimited contract. The employee does not have any discipline, how to talk with her? On 02/04/2020, without a notice period, I received a resignation in addition to asking to cancel the visa. So, in this case, how can you help me? For early resignation, are there any rules to get compensation from the employee (45 days)? Please advise, your advice will be highly appreciated! Thanks!

Q: I am under a limited contract with a DMCC company. The contract has been generated on the 5th of September 2017. Both parties signed on the 19th. The first day of work was the 25th of September. Which date is considered the official date of joining, so I can know if I am still on probation? What do I have to pay to my employer if I resign on probation? What is the compensation? Do I have a risk of getting a ban? Nadine

Q: Hi, I am working in a firm in Dubai for almost 3 months now. I have a probation period of 6 months as per my contract, however, I am currently not happy at the workplace. I am not under the company's visa. If I quit during the probation period, not for any new employment right away, but just because I feel this is not the perfect job for me, what will be the consequences as per the UAE labor law?

Q: Salam Alaykom, My wife just came to Abu Dhabi. Let's skip the fact that her company is so bad, they took too long to prepare her documents. Eventually, she got her visa and the flight was paid for by her company. She has 4 years of experience, but we were surprised to find that her initial salary offer stands at just AED 3500, no benefits, no nothing! She is required to work six days a week, with 8 hours each day, and there is no possibility for remote work. She went to work today. I stopped a taxi for her and the taxi was AED 100, so her job is far away from where we live. She showed me the place, it's dirty and not a work environment. She also told me it smells bad. Anyway, I have to save her from that place. So please let me know what can we do.

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).