Q: I am working now as a Data Entry Clerk/Medical Transcriptionist in Dubai in a free zone company for more than 2 years under an unlimited contract. I finished the contract of 2 years (limited contract) and renewed for another year in which it became unlimited. I sent my resignation in July 2019 with a notice period of 1 month, but my employer rejected it. On 24 October 2019, I sent my resignation again, and he rejected it again saying that he did not receive the letter and accidentally saw it when he came, as he is out of the country. I am sending my resignation through email as my employer is not usually coming to the office and it is impossible for him not to receive it as my second resignation was twice and the PRO confirmed that he received it as I put him in CC. What should I do? And how can I respond to my employer?

Q: Hi, I am a nurse. I am working in the same company for more than 5 years. According to my contract, I have 3 months notice period. My contract is ending in November so I submitted my resignation now. It is 3 months prior. But they rejected my resignation. The reason is that they are not getting staff. I have an offer from a government firm. In this case, what can I do? What is the legal option?

Q: I am working in a construction company as an engineer with a limited contract visa. Now, there is a 4-month salary pending, Due to this, I am facing a huge financial crisis. I got a better opportunity, I had given my resignation to the current employer. They didn't even reply to my resignation letter regarding when they should release me. What should I do now? If they don't release me, I will lose my new job offer!

Q: Dear Lawyers, I submitted my resignation 30 days ago, but the company has not given any response and is not relieving me. As per UAE labor law, am I supposed to continue even after notifying my employer and serving the notice period?

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).