Q: Dear Sir, Good day! I am working in an LLC company under a telecom company and I am under probation for 3 months. I started newly, 1 month now in my probation and I have an unlimited contract. But in my contract, I have only a 1-year contract period, I just want to know if I resign early due to my personal matters where my brother got jailed now in police authority. Does my company have the right to impose on me a ban and recover all the expenses they had processed on my visa? Thank you in advance for the feedback.

Q: I joined a company in Abu Dhabi three months before. Due to some quota issues, they gave me a messenger visa on my passport. Now, they don't have a project and want me to search for another job or they will cancel my visa. My contract is limited-term and my visa is a messenger. Question is if they cancel my visa, will there be a labour ban?

Q: Dear sir, I am an employer of a ladies' salon. I want to ask for advice on this below matter. Recently, we have hired an employee in Nov 2019. She has not completed the probation period; her contract is an unlimited contract. The employee does not have any discipline, how to talk with her? On 02/04/2020, without a notice period, I received a resignation in addition to asking to cancel the visa. So, in this case, how can you help me? For early resignation, are there any rules to get compensation from the employee (45 days)? Please advise, your advice will be highly appreciated! Thanks!

Q: Hi. My new employer renewed my ID and visa. The only thing is that when my Emirates ID and visa were done, they didn't show me any contract nor did I sign it. They didn't provide me with a copy of it. So I want to ask if I can complain regarding this matter? Thanks in advance.

Q: Hi ma'am, A company has released an offer letter to me to work in Delhi for interior projects. I joined the organization in Delhi and worked on 1 project which is nearing completion and is in the handing-over stage. As there is no office in Delhi, I was working from home in Delhi. No joining formalities were made. As the situation was getting difficult day by day. I asked them to allow me to work from my home town (approx 3k KMs from Delhi), they said Ok but no work was assigned nor they were making my salary payment even for the month I worked at Delhi. To join this company, I have resigned from an organization where I served for 5 years 6 months. Please suggest the way forward to deal with this issue, please!

Q: Hello, My colleague and I worked at a restaurant in Dubai Marina in November 2021. We are owed over 20,000 AED each by this establishment and have not yet received payment. Recently, the restaurant changed owners. I would like to add that we made the mistake of working without a signed contract. However, we have communication, including work schedules, contract drafts, invoices, and emails/texts exchanged between managers and financial employees. Could you please advise if there is anything we can do to obtain our money?

س: السلام عليكم، عملت في منشأة خاصة لمدة شهر بدون تصريح عمل حيث تهربت المنشأة من أي إجراء قانوني كإصدار تصريح عمل أو عقد ثم تخلوا عني بعد شهر. الآن أريد المطالبة براتبي عن طريق النيابة العامة. هل يترتب عليّ أي عقوبات؟ كنت أطلب من صاحب العمل إصدار عمل عقد أو تصريح عمل شفهيًا ولكنه كان يتهرب.

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.

An interview-format article covering the topic of employment issues and laws during COVID-19 in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).