Q: I wish to resign during my probation. I am not the right fit for the company, and my job responsibilities and scope have massively changed since my boss was fired. I have been expected to just step in with no support, no additional resources and no change to my contract, job description or remuneration. My calls to my HR Director go unanswered so I have emailed my resignation today. He has replied saying he cannot accept an email. I will have a meeting with him tomorrow to confirm my resignation. 1. Can they refuse to accept my resignation? 2. Do I need to give notice? I will offer a week's transition to ensure a professional handover but I have read that the Labor Law states one month despite the fact they could fire me without notice. 3. Could I face a labor ban? I am on an unlimited contract. I hold a degree and will be moving my visa to a Freezone. Many thanks!

Q: I am in my probation period. My visa is a free-zone visa and my contract is an unlimited contract. The company is giving me additional work which is out of my job description due to the resignation of an old employee. I am really struggling to complete all the responsibilities including mine and that of the ex-employee. Can I resign without getting a labour ban? Do I need to pay them anything?

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!

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).