Q: I am an auditor employed by my current employer on an employment contract of unlimited duration. I have completed 3 years and 10 months of employment. Recently, I received a job offer from another company and I am eager to take it up. I resigned from the employment with my current employer and served them a notice period of 30 days and agreed to pay in lieu of another 30 days as my employment contract states 60 days' notice period if any of the parties intends to terminate it. My current employer accepted my resignation but has asked me to comply with the 60-day notice period mentioned in my employment contract. Can my current employer restrain me from leaving the employment prior to the completion of 60 days notice period?

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 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 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: 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: I am in an unlimited contract. My visa expires in December 2022. But I do not wish to continue with my current employer. Do I need to serve a notice period of 60 days? How can I switch jobs without any hassle?

Q: Hi, Good Day I would like to inquire regarding my case. Currently, I have a limited contract with 3 months notice period. My first contract started in November 2020 and ended in 2022. I recently (December 2022) renewed my limited contract after finishing my first contract with the same company. Now I got an offer from another company with a 50% hike in salary and the new company can hire me only if I join within a month's time. My present company is having 3 months notice period. I am willing to serve 1 month's notice period and ready to compensate for the remaining two months. My current employer is not accepting this and asking me to serve 3 months. Is there any option that I can move out after serving one month's notice period and without getting a labor ban? Kindly advise.

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 UAE has had tremendous economic development over the last two decades, which can be attributed to the country’s expanding market and large inflow of investments. The demonstrated level of preparedness and equanimity is evident in the legislative framework, characterized by the ongoing and systematic updates of laws. This proactive approach aims to align the legal landscape with the dynamic trajectory of economic advancement, ensuring continual synchronization with the prevailing progress.

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).

The provisions of this Decree-Law, known as the "New E-commerce Law", govern E-commerce regulations in the United Arab Emirates. The New E-commerce Law repeals the previous UAE E-commerce Law (Federal Law No. (1) of 2006 Concerning Electronic Transactions & Commerce).

Cabinet Resolution No. (28) of 2023 on the Executive Regulations of Federal Decree-Law No. (46) of 2021 on Electronic Transactions and Trust Services