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: What is maximum compensation for employment contract for 5 years but where after 1st year the original owner divested of the business but never gave a termination notice to staff?

Q: If an employee resigns within the first year of employment, is he entitled to a gratuity payment?

Q: Good day Madam/Sir My contract will be finished in March and I have no plan to renew again. I just want to ask if I'm covered to receive a gratuity pay from my employer. Actually, this is my 2nd contract with them and I already have 5 years working with my employer. What if my employer did not give my gratuity pay after I finish my contract? What should I do next? Thank you

Q: Dear Sir, My contract finishes on 16 Jan 2019. I gave resignation in December before one month, but still, the company did not give me ticket and gratuity. I have too many problems. Please help me. What will I do?

Q: Dear Sir, I have resigned from my company on Sep. 18 and agreed to serve a notice period of 1 month. I joined them on Aug. 17 and served around 1 year and 2 months. My releasing month was Oct,18. However, they have not released my final settlement until now. Moreover, they're creating a dispute now, over F&F on gratuity. They're trying to threaten me with Article 116 clause of forfeiting 45 days salary instead. I am still on their visa (limited visa of a free zone) and running the last 4 months without salary in the UAE. This thing has really exploited me. I am getting sick of it now and want to take it to the next level. I want legal assistance. I want to sue them if it allows me to do so. Regards

Q: Dear Sir, I am working in the UAE for 5 years with one employer under a limited contract. This is my 3rd contract. If I terminate the contract before expiry, am I eligible to gratuity and how much compensation I need to pay to the employer?

Q: Dear Sir, I am working with Jafza company as a product development manager under a limited contract. Today, I am giving my 30 day-notice period against my contract. My contract will end by July 2021. I heard that I need to pay 45 days' salary to the company because of contract breaching. I would like to know: 1) If I am giving an advance 30-day notice period, then why should I pay 45 days' salary to the company? 2) Currently, am I not doing my job as per Jafza attested contract? 3) After a year, the company changed my job profile without any amendment in Jafza attested contract? I look forward to your valuable feedback. Best Regards, S.D

Q: If an employee breaks his limited contract after 5 years and 9 months, does he need to pay 45 days' salary to the company?

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).