Q: Dear sir/madam, I have an unlimited contract. The service period completed is 11 months. Can I resign? Or there is any compensation amount to be given to the employer?

Q: I am in an unlimited contract. My visa expires in December 2022. But I do not wish to continue with my current employer. Do I need to serve a notice period of 60 days? How can I switch jobs without any hassle?

Q: Hi, Good Day I would like to inquire regarding my case. Currently, I have a limited contract with 3 months notice period. My first contract started in November 2020 and ended in 2022. I recently (December 2022) renewed my limited contract after finishing my first contract with the same company. Now I got an offer from another company with a 50% hike in salary and the new company can hire me only if I join within a month's time. My present company is having 3 months notice period. I am willing to serve 1 month's notice period and ready to compensate for the remaining two months. My current employer is not accepting this and asking me to serve 3 months. Is there any option that I can move out after serving one month's notice period and without getting a labor ban? Kindly advise.

Q: Dear Sir/Madam, I live in Dubai. I have been working for a private company in the UAE for the past 9 years. I want to resign from my job, and I have already sent a resignation email to my company with a 30-day notice period. However, my company is asking me to serve a 90-day notice period instead. How can I cancel the 90-day notice period? I have a limited contract with my company.

Q: Dear Sir/Madam, I’m quitting my job with a 90-day notice period, but I’m only going to work for 30 days of the notice period. Should the compensation for the remaining days be calculated according to my MOL contract, or can they force me to also pay what was mentioned in the offer letter as extra expenses such as transportation fees and overtime?

Q: Hi there. I have resigned in March. My last day is June 12th. When I finish I will have completed 11 months. I have offered compensation in lieu of notice. My company has rejected it. Is this legal for them to reject? Secondly - as said the last day is June 12th. My employer told me today they will not pay me my May salary in May. Instead, they will hold it and pay in my settlement in June. Is this legal? I work in a free zone but their employment rights they have said are as per MOHRE.

Q: Dears, Can I leave the company 5 days before the final notice period date, mentioning to deduct it as a notice in lieu and that I already got a new job? Will it work?

Q: Hello, I renewed my visa with my current employer last year (June 2024). I would like to resign and give a one-month notice. However, according to my labor contract, my notice period is three months. Our salaries have been delayed for three months and are now almost four months overdue. What should I do since I need to join a new company in one month?

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.

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).