Q: I have a limited period contract for two years and I want to resign as per the internal contract (2 months). I received another offer from a different company, and both companies are in Dubai. Can the employer impose a labour ban on me? If I get a labour ban, and since the new company is a free zone company, will the labour ban has effect as well?

Q: In a meeting with my boss, I was informed that my employment with the company will end on the 4th of December, one week later I received the termination letter together with my end of service benefits statement.My question is which date will be legally considered for my end of employment? The date of the verbal notification or the date of receiving the written notification?

Q: Is an employment contract with a term of 3 yrs a limited contract, or limited contracts are only limited to a term of 2 yrs?

Q: Salam! I have a Limited Labor Contract with LLC company in Dubai till 01.05.17 as a Project Manager. The salary that is stated in my labor contract is much less than I agreed with CFO to work for. Never was paid in full as per our "Gentleman's Agreement". After I raised this matter to CFO of the company they urgently want to terminate my contract. There was no Letters nor Warnings! What am I entitled to in this case and what is the algorithm of my actions? Thank you very much for your advice!

Q: I am working since 5 months on a limited contract of 2 years, and suddenly the employer asked me to sign the termination paper due to restructuring and the company could not find me a suitable position. Is this a reason for an automatic ban in the UAE?

Q: Dear Sir/Madam I am a Relationship Manager In a bank in Dubai. My employer has terminated my services (discontinuation of services) with reason as unsatisfactory performance during 2017. They have given me 30 days' notice period and have mentioned in the letter that I am exempted from attending office during the notice period. I seek your valuable advice, can I claim 3 months' full salary for my such termination where it was done all of sudden without alerting me with warning letters. Also if you can advise me how to file a case against the employer in order to claim 3 months' salary. Thanks and regards

Q: Dear Ms Rajasree, I am working for 6 years and 6 months and recently my new manager has terminated my services by giving me two warning letters within a month, stating that I did not submit invoices in time. It was in direct coordination with dept. heads, and at the third stage was the termination. I have signed and acknowledged all these docs i.e. the warning letters and termination. Kindly advise if as per the UAE Labor Law I am entitled to 3 months notice salaries. Kindly note that my contract is limited. Looking forward to your kind advice. Regards

Q: I seek advice as I have been terminated under Article 117. I was under a limited contract. My company was not paying me full salary which was 13k. They were only paying 10k without any amendments to the contract. I have served the company for a year and 9 months. For 9 months, I received my full salary after which they started paying 10k. Further, I would like to understand if I am eligible to have 52 days pending paid annual leave, 3 months salary, and gratuity. If I take this case to the court, how long would it take? Your prompt response and guidance would be highly appreciated!

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

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).