Q: Dear Sir/Madam, I am on an unlimited contract and completed 2.8 years as an accountant in a private company. I gave my resignation on the 7th of September and completed my 30 days' notice period. Then, the company refused to cancel my visa and I went to labour for cancellation. They transferred the case to the court. First hearing was held on the 4th of November 2018, and then the court extended the case to the 9th of December. I would like to know, is it possible to release my passport from my employer as they are holding my passport? Also, is it possible to go back to my home county for an emergency if there is a labour case aganist my company? Thanks and regards Rahul Nair

Q: I have just been hired last April with unlimited contract and 6 months probation. I have a question about visa and processing costs. After signing the job offer, they asked me about my attested documents and my passport, so I gave the original for the processing. Then I started working on May 3. Today May 31, I have received my employment visa and expecting to receive my first salary. However, our accounts told me that there would be AED 559 deduction due to Visa Status Change (Which I believe that employer should be the one covering the fee). In addition to this, I have also paid AED 210 for the translation of my papers. Until now, all original documents are with my employer. I plan to resign if he insists on the deduction. Questions: 1. Is it legal to charge me 559 for visa status change and 210 for translation? 2. Should I take my original documents from him? 3. If we have an understanding and we cannot agree, can I not continue the employment? I am still under 6 months probation period.

Q: Can I sue my employer for not giving me back my passport? I requested the contract cancellation which I was granted at the labour office, but my employer refused to handover the cancellation paper after I exceeded my 30 days grace period.

An interview-format article covering the topic of an employer demanding to hold an employees passport. 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).