Q: Dear Madam, I am a doctor, working on a limited contract in a private hospital. I finished one contract of 2 years + one more year. I am planning to terminate the next contract in the middle. In the contract, it is mentioned 3 months notice period with 3 months full pay compensation for either party. I understand, as per the UAE labour law, only half of 3 months notice period with 45 days compensation. Please clarify & advise. Thank you, With regards Dr N.

Q: Hi Mam, I had terminated my 2-year limited contract with properly giving a notice of one month and serving the notice period to the best of my abilities. My employer has still not paid my 2 months salaries and now has blocked my number. I have filed a complaint with the labour and they are contacting him over the phone but to no avail. I have been given an appointment at Tawafouq centre now. Please advise on the procedure.

Q: I am working in Jebel Ali Free Zone with a limited contract. As per my offer letter I have to serve the notice period of 60 days and 45 days of basic salary. But I came to know my employer is charging 45 days of gross salary after serving the complete notice period. Just wanted to check, is it legal to ask for 45 days of gross salary in case I serve the complete notice period?

Q: Dear Sir/Mam, My brother is working in Jebel Ali Freezone. He has planned to put resignation as he got another job. His notice period is 30 days as per the contract. He wants to join a new company soon so he would like to compensate for the unserved notice period days. He would like to know if it is his right to claim to pay the compensation to the company or employer and exit early?

Q: Hello, I would like to seek your advice regarding my situation. I have recently resigned from a Freezone company. I have a Fujairah visa. I was able to complete my first contract of 3 years. This year, I have renewed my contract and after 6 months, I decided to resign. I've completed my render period of 30 days. Now, my boss is telling me that in lieu of my contract termination, I am not entitled to receive gratuity and cannot encash my unused leaves as I have to payback my visa renewal and medical fees including the cancellation. He also mentioned that I am reliable for the "early termination compensation" which means I have to pay half of three months salary and allowances. I have tried to call MOHRE but they said that Freezone is not part of their scope.

Q: My contract is limited. I want cancelation because before 2 years.

Q: Hi sir/madam, Recently, I joined a company as a digital marketing executive. Now it is 1 month over and my visa is in process & my status changed to e-visa. I am in a limited contract and have a 6 month probation period. But now I don't want to continue here because I am getting different works. It is not based on my carrier and my position. So I would like to resign from this company. Based on my offer letter, there is a 3-month notice. Is it necessary to put 3 months' notice? Or is it possible to resign without notice? My visa is not stamped yet and my medical is not over. Do I get any labor ban? Please help me with this issue?

Q: Can I resign 5 months after the renewal contract and what are the requirements for the employee and the employer?

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.

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.