Q: Hello, I joined a company in March and worked for one month on a visit visa. Later I exited the UAE and came back on April by employment permit. My visa was processed in the month of June and the date of residence visa as stamped is June 18. I want to know, which period will be calculated for my probation confirmation? Will it be April or June or March itself? Moreover, if I am to resign now, will I face an employment ban? I am ready to serve the notice period for 45 days but will I get paid for the same period? If the company is relieving me of my notice period by reducing days, do I have to pay money to the company? Please suggest me a solution as I'm looking for a job change. Thank you

Q: Good day Ahmed, Offer letter Contract signed between me and the company (Joining date of work): 24/6/2018. MOL Contract was signed: 17/7/2018 (Which says I entered country 26/7/2018 valid 2 years limited contract until 25/07/2020. Last day in the company: 7/7/2019. Did I complete a year? Since when will the court calculate? Thanking you!

Q: Sir, I am on a limited contract working for a company in Dubai. I have a problem getting the exact date of my contract completion. I want to know from which date the contract period starts. It is mentioned in my visa 22/03/17 and ending on 21/03/19. But in my signed contract paper it is mentioned as "it is on wednesday corresponding to 08/02/2017 in the UAE." I would like to know the ending date. Also, do I have to serve for another month after this period if the company makes me do?

Q: Hello, Which date is considered the official start date for employees in a company: is it the date stamped by MOHRE on the contract, or the date the residence visa is issued? Additionally, which date should we use to begin calculating the end-of-service benefits? Is it mandatory to provide written notice of termination for employees after their contract ends, especially if the company does not intend to renew the contract? Thank you for your assistance!

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.

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).