Q: Hi, Good Day! I would like to inquire regarding my case. I have a limited contract under MOL and I'm planning to resign before the end of my contract (remaining 4 months). I am worried if I resigned that my current employer will put a ban on me. I have read in the Ministerial Decree 766 that the employee can still have a work permit as long as he is qualified as Skill Level 1, 2 and 3. Can I ask for advice?

Q: I had signed an unlimited contract with a Dubai based company. In the offer letter, I was given a designation as Business Manager with salary AED 30,000/month. However, in the MOHRE contract, my designation is showing Sales Executive having 4th/5th level skill. When I inquired from them, they told me that the designation in MOHRE contract will not have any adverse effect during my stay in Dubai and they have mentioned 4th/5th level skill in the contract because my certificates ( B Tech ) are not HRD attested ( in India ) and they will not be able to wait for long for this attestation. My questions are:- a) Is this procedure legal i.e. getting a person of Engineering degree in 4th/5th level skill set? b) Will it be possible to change the skill level in MOHRE contract if I get my degree attested by HRD and UAE consulate after I land in Dubai? c) What are the possible issues that I will face?

Q: Hi, I was on a visit visa in Dubai in September 2016, I got a job and my employer applied for my employment visa in Oct 2016. When signing contract although I'm a real estate broker and that what is written in my offer letter as well, they put my visa under archives clerk as to avoid the cost of RERA certification. Also, the company was telling me to sell financial products which I have no experience in, so I resigned and left for India as my tourist visa was about to expire, my previous company is not ready to cancel my visa. Does this automatically put a 6 months ban on me and will it affect my ability to get a visit visa as my sister is based in Dubai? Please note that I have not entered UAE on their visa and it's expired on 17 Dec 2016.

Q: Hello, I have processed cancellation myself. The 30-day period has been over. I have received my decision 8 days ago but the amount is pending. Now, my visa has been canceled, and my new company is taking days to take out the new visa because the new company's visa quota is temporarily blocked. Will I undergo a labor ban?

Q: Dear Mam, I am currently working in Ras Al Khaima as a limited contract staff. Currently, I am in probation period and have finished my 4th month of probation. In the present condition, the job role is different from what the employer told me at the time of joining. I would like to know, am I able to resign after my probation period? And should I pay anything for my company? And will be there any problem for submitting resign before the completion of my contract? Kindly requesting your advice, Thank You!

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.

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.

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).