Q: Hi, In my offer letter, which I signed, it is written that the visa cost of AED 5000 will be incurred if the employee leaves before visa expiration. After 6 months, I have given resignation with two months’ notice period according to my unlimited term employment contract. Do I have to give AED 5000 as a visa penalty? My boss says that he won’t accept my resignation until I pay the company 5000 AED. It has been 16 days since he didn't accept my resignation. He is forcing me to give 5000 AED and threatened to ban me if I do not pay. Can I go to MOHRE? If I launch a complaint to MOHRE and the matter is still not resolved and it is referred to the court, do I have to hire a lawyer then?

Q: I am a nurse. My joining date is June 20, 2018, and I will be resigning on Dec 24, 2018 (I gave my 1-month notice last month). My contract is unlimited. The company is asking me to compensate them for the cost of my visa...etc. Is it legal? And is their an automatic ban? Thanks

Q: Hi I resigned in my probation period as per the notice period of my contract. I have an unlimited contract. My HR is asking me for AED 3300 to cancel the visa. Please assist me with what I need to do.

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.

According to this Decree, tentative approval to admit a foreign worker for the purpose of employment in the UAE cannot be granted until an Employment Offer that conforms with the Standard Employment Contract is duly signed by the employee and presented to the Ministry of Labour.

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).