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: Good morning Ma'am. I am R. L. and I am working as an engineer in one private project in Dubai. I have a pending salary issue at our company. I have given a complaint against my company one month before in MOHRE. In the compromise centre, my company got 1 month of time and also it was expired. Now, my company is telling me to go to court and the sponsor will decide. So, how can I handle this situation? Can I forward my compliant to court in this case? I am looking a reply Ma'am.

Q: Dear madam, I am working in a private firm as an accountant (sales executive in the visa). My labor contract is limited. It has already expired on 06 Jan 2020 and my visa expired on 24th Feb. I submitted my non-renewal letter on 28th Dec 2019 through the mail. After that, my company requested me to work till the end of Jan. Then they requested me to work till the end of Feb. A few days ago, they recruited a new person and ask me to work a few days more to handover the work to him, otherwise, they will file a case against me and hold my final settlement until the handover is over. So what should I do? Kindly advise me! Please!

Q: Dear Lawyer, I am a part of the HR Team of a company on the mainland. In our company, in order to terminate a contract, a notice of 3 months has to be served. We need to terminate the contract of an employee and only two months remain for the completion of the contract. We have mentioned the below statement in our contract: "In case the company is the party who desires the termination, the company shall notify the employee in writing, three months prior to the termination date or for the remaining period of the contract, whichever is shorter. However, if the company fails to serve the above-mentioned notice, the college shall compensate the employee with three months aggregate salary or the remaining period of the contract, whichever is shorter." So please confirm if two months' notice is enough and this employee has no standing to challenge us in the court.

Q: Dear Sir/Madam, I worked under a probationary period in DMCC, which is a free zone, and I was terminated without any prior or written notice. I need advice. Thank you!

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 filing an employment court case 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.

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).