Q: Sir, I am currently in India. An offer letter was sent to me by an employer and I have signed it. Later, I came to know that this company tortures the workers and even salaries are not paid in time. I am scared. A week ago, they sent me an email asking me to sign "prerequisite for the issuance of work permit", which I have not yet responded. Will I have to face a ban if I do not sign it? Can they issue a visa for me without me signing it? Please help me.

Q: Dear Sir, I am an Endodontist Dentist from India. I got offer letter on 29 July 2016. The HAAD licence for a specialist dentist was complete on 14 October 2016. I contacted my employer regarding employment visa but every time he gave me an excuse! Now is 23 January 2017 till now there is no proper response from the employer about the employment visa. How should I move out of the situation? What legal procedures can I follow so that the employer either get me employment visa or let me move out to search any other job without getting work ban? Kindly help me in the situation.

Q: I have just received a termination letter from my employer after 4 months from the day my visa was issued. The reason for termination is not meeting my sales volume target at the position of a sales executive. I have signed the termination notice, effective after one month. Will I get a labour ban in this situation?

Q: Hello, my friend works at the clinic. Her employer (doctor of the clinic) sent her offer, and she signed it, but she never signed the agreement. The initial deal was that she gets a visa then license for beauty therapist. The doctor was forcing her to do procedures without the license, on top sexually harassed her by touching and sending some texts over whatsapp. She wants to quit the job as she is under stress and not willing to work in that environment. Now the doctor says she has to cover all costs for visa etc. Is there a way to avoid that? What are her rights and what she has to do? Pls advise.

Q: I was working for Boutique 1, it's an LLC company. I left the company in October 2015, after working with them for 11 months. So I got a one-year labour ban from them. Then I joined another company which is in a free zone, so my visa got processed and faced no issues in October 2015. I have been with this company for 1 year and 9 months and now I have a job with Landmark which is an LLC as their marketing manager. So I cancelled my visa and applied with them but it got rejected because it says I have a 1-year ban. Now, the ban is from my old employer Boutique 1 (the ban should have finished last year), but since I didn't leave the country and rather changed my visa within the UAE the ban period never begun. I have filed a request with Tasheel but I don't think that will help. I have everything needed to lift the ban. The labour contract with my salary a lot more than AED 12,000 attested bachelor's degree & if necessary I can get NOC from Boutique 1 as it's been almost 2 years since I left them. Need urgent help!

Q: I joined a Co LLC, Fujairah in Sep’13 and signed 3 yrs contract. As per my contract letter, my notice period was 3 months. I resigned on 8th Aug’15 but the company rejected my resignation and forced me to complete the contract. The company also started threatening me so somehow I served the notice period of 3 months and managed to escape from there. Now the company is not giving me my 22 days Nov’15 & leave salary of 19 days & Bonus pending till March’15, and also is not cancelling my visa. I already contacted the Indian embassy but they failed to resolve the issue. Can I come again to the UAE and can I do the job or cancellation is compulsory?

Q: Hi Rajasree, Greetings for the day. I have got a labour ban on 22 June 2019 from my previous employer. Now, I have got an offer from another company for 9000 + mobile and petrol. So, I wish to get the same removed if possible. Please guide me in the same context. Thanks

Q: I am a doctor working with a reputable company and on probation. I wish to change to another hospital as I am getting a better salary and perks and other benefits. Will I get a labour ban if I leave the company in probation?  Also, since my contract said that there is a notice period in probation, do I have to pay the company anything in compensation? Would I get a labour ban for changing job in probation?

Q: I have signed an offer letter from a company (A). After working for 2 days, I spoke to the PRO regarding visa and he said they can't provide it at the moment for some reason. Now can I transfer to a company (B) if I receive an offer?

Q: Dear sir/madam, Is it possible to ban an employee permanently in the UAE?

Q: To whom it may concern: I came here to Dubai on a visit visa. I found a job and started training Dec 22-31. I officially started working on January 1 but they just gave me a Job Offer from MOHRE on January 11 which was sent only via WhatsApp and I never signed because they did not ask to sign it. Yesterday, January 17, I decided to not continue working with them as I cannot endure the sickening attitude of my manager. They told me that I need to serve a 30-day notice period plus I need to pay 6000 DHS because they already processed the visa. I asked them where is the visa and I told them that I never signed the Job Offer, and they did not reply to me anymore. Can I immediately leave the job or do I need to render a notice period of 30 days plus the 6000 DHS they are asking? Is there any legal agreement between us even if I did not sign the job offer? By the way, my passport is also with me. Please help me enlighten my mind on this situation. Thank you and more power to your firm.

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.

As the bilateral relations between India and the United Arab Emirates have witnessed a rapid growth in the recent past, and to further augment their strategic partnership, the Central Government of India has on January 17, 2020, declared the UAE to be a reciprocating territory for the purposes of Section 44A of the Code of Civil Procedure, 1908 (CPC).

Within the framework of judicial collaboration, India and the United Arab Emirates (UAE) entered into an agreement in October 1999 on juridical and judicial cooperation in civil and commercial matters for the service of summons, judicial documents, commissions, execution of judgements and arbitral awards (the 1999 Agreement).

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.

According to this Decree, tentative approval to admit a foreign worker for the purpose of employment in the UAE cannot be granted until an Employment Offer that conforms with the Standard Employment Contract is duly signed by the employee and presented to the Ministry of Labour.

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).