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: Dear Sir, My company terminated my contract under probation period. My visa was stamped in the month of Feb 2018, and in the month of May 2018, I got terminated Is there any labour ban on me to work in Dubai, because I have a better offer in Dubai? If I have a labour ban, how can I lift it? (Please note that I only have an undergraduate degree) Waiting for your answer.

Q: I am in a Skill Category 1 corporate role in Dubai, on a 2-year limited contract. My probation period is 6 months. If I want to leave my current role WITHIN the 6-month probation period for another role at a different organization (similar role, but more pay, better/larger organization, better future prospects). What will be the consequences with my current employer's side or from the UAE government? Also, how much notice would I have to give? And is there a possibility of a ban of any sort? My current employer has paid for my relocation from abroad and also all my visa expenses.

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.

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 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).