Q: Dear Khubaib, I am an employee working in a private firm with an unlimited contract. I have resigned and my contract determines 60 days as a notice, however, I want to serve only 30 days due to other issues. The company forces me to serve full 60 days. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can the company (if they want) still request a one-year ban on me? Regards,

Q: Hi Sir/Madam. I am working in a construction company. I gave a resignation letter to my company for one month notice. But in my agreement (should either party desire to terminate the renewal contract, such party shall notify the other party of such desire within 3 months prior to the date of termination. Such period shall be similar for both parties. Both parties have agreed that the termination wage to be paid by the terminating party to the other party shall be equivalent to the value of the worker total wage in 3 months. Such wage shall be similar for both parties. But my present company informed me that I am not allowed to go now. I'm allowed to go only after the completion of 90 days. Please can you give some suggestions on how can I be released from my current company?

Q: Dear Jassim, I am an employee with a private firm on an unlimited contract. I have resigned and my contract mentions a notice period for 60 days, however, I want to serve only 30 days due to other issues. The company force me to serve full 60 days period. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can they company (if they want) still put a one year ban on me? Regards

Q: Hi Sir/Madam, I am working with an E-Commerce company. I gave a resignation letter to my company for one month's notice. But in my agreement, it is stated that: The Employee is required to give 60 days prior written notice to the Employer to terminate this Contract. In the event that Employee gives notice of resignation, this Contract will terminate (the "Termination Date") 60 days from the effective date of the resignation (the "Resignation Date"). From the time of notice until the Termination Date, Employee shall cooperate in all respects in providing transition services to the Company to a standard of professionalism appropriate to Employee's current position in the Company. The Company and Employee may, by mutual agreement, elect to make Termination Date effective at some time shorter than two months from the Resignation Date. Please, can you give some suggestions on how can I be released from my current company? Since it's an unlimited contract and I've been working with the company for 7+ years.

Q: Hi Sir/Madam, I work for a private firm in Dubai and now I got an opportunity and I want to resign. As the new job is outside the country, I am requesting my company for 2 weeks' notice and I agree to pay compensation. But the department head is forcing me for a 1-month notice. I need your expertise advice on this, please.

Q: Dear sir/madam, I have been working as an accountant in a private company since October 30, 2019. The company visa was issued on 20th March 2020 and I had a 2-year unlimited contract. My visa will expire on 20th March 2022. I got a new job offer and they asked me to join after 18 days and accordingly, I submitted 18 days notice period and on November 1, 2021, I signed the offer letter of the new company. The resignation was submitted via email on November 2 and a hard copy was also submitted to HR. On November 6, my company owner called me and told me that I would not be allowed to go and if I am trying to go, he will ban me for 5 years.

Q: My contract is an unlimited contract. I have been working for the company for 8 years till this coming December 23, 2021. I have just passed my notice through email last November 20, 2021. I am not seeking to renew my contract anymore. My visa will expire on January 29, 2022. Since I have passed my notice last November 20, 2021, can I stop working with them on December 20, 2021?

Q: Dear sir/ma'am, My employment contract ended on Nov 18, 2022. After the contract expiry, I sent a letter to my company that I will not renew my contract but they didn't agree to my non-renewal advice and told me that they can't release me until mid of January 2023. Is it right? Am I breaking any labor laws if I don't go to work after serving my 30 days notice period? Please advise. Thank you in advance!

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.

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.

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.

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).