Q: Dear Sir, I'm Satheesh from Abu Dhabi. For the past 3 years, I was working for a free zone company in Dubai. Our company have clients from both Dubai and Abu Dhabi and doing medical billing services for hospitals and medical centres. I was working with one of the company's clients which is a government hospital in Abu Dhabi (please note - govt is removing our company by Sept.). My concern is that the hospital is interested to recruit me as their employee. But I already signed a limited contract with my company which has "Non-competition non-solicitation agreement". My contract states that I cannot join their clients or competitors for 24 months after my visa expiry or end of service. If I violate this law they will take legal actions and they can ask for compensation (Law no. 8 of 1980 for UAE and Law no. 5 of 1985 for Dubai). My visa is expiring by Aug 25th, so I'd like to join there. Can I join this Abu Dhabi government hospital or not? If I join, is there any legal issue I have to face from my company?

Q: I have a non-competition agreement signed with my previous company. Based on that, I cannot work in the same field or anything related. I was an office assistant but I was given a title as sales so the agreement can be effective on me. I want to know, will that agreement get me into trouble if I work with a competitor?

Q: Good morning. An American company is working as an advisor for the Dubai government. The company has got employees to sign a non-competition clause document, prohibiting them from working for the same clients for a period of 1 year. Now, employees resigned and might work directly or indirectly with the same clients. The company is threatening to sue the former employees for non-compliance with that clause and make them obtain the company's legal authorization to do such work. Can you please advise the level of legality and also what is the appropriate next step?

Q: If my labour contract does not include a non-compete clause, would article 127 be enforceable? What is the view on the employer holding the payment of final settlement and visa cancellation upon signature of a “settlement agreement“ that stipulates non-compete obligations along with other conditions? Noting that I filed a complaint against the employer refusing to pay the final settlement as per the Labour Contract, whilst the employer filed a complaint against me for refusing to sign the aforementioned “settlement agreement”. What articles/clauses can I cite in the first hearing at the MOHRE to support my rights? My hearing is tomorrow morning and I will greatly appreciate any help

Q: I am a doctor on a limited contract in Abu Dhabi for 18 months. The hospital has mentioned in the contract a possibility of 2 years' ban for the reason of conflict of interest if I leave them any time (Art.127 under labour law no. 8 of 1980). I got a better job. Can they impose this ban or not? Also, they mentioned 3 months' notice in the contract. Does this apply or it can be 1 month only? Please advise. Thanks

Q: Hi Can an NDA which is signed in Singapore be enforced in the UAE? The company I worked for is UAE based but worked for them in Singapore for 5 years.

Q: I have a notice period of 90 days as per my offer letter, whereas as per my labour contract registered with JAFZA it is 30 days. Please let me know which one will prevail over the other. I would also like to mention that it is specified in my offer letter that in case of conflict between the labour contract and the offer letter, the terms of the Company's offer letter will prevail.

Q: Hi, Good morning! I just want to get information regards the non-competition clause on the labor contract. The company mentioned 2 years period after termination or resignation from the company. Kindly advise how to overcome this. Thanks!

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.

The provisions of this law, promulgating UAE Civil Code, govern the civil transactions in the United Arab Emirates. The commercial transactions remain subject to the laws and regulations applicable in their regard.

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).