Q: Good evening, My name is Dr Randeep Singla. I joined one hospital in Abu Dhabi in November 2016. Due to some family crisis, I had to leave my job one month after and came back to India without visa cancellation. The employer threatened me with an absconding case at that time. Since 2016 I have not travelled to the UAE. Currently, I have another job offer from the UAE and want to pursue it. Is it possible to check for labour ban or blacklist status before I apply for my next visa? Kind regards, Dr R. S. Passport number - [---------] Nationality - Indian

Q: I was working for Boutique 1, it's an LLC company. I left the company in October 2015, after working with them for 11 months. So I got a one-year labour ban from them. Then I joined another company which is in a free zone, so my visa got processed and faced no issues in October 2015. I have been with this company for 1 year and 9 months and now I have a job with Landmark which is an LLC as their marketing manager. So I cancelled my visa and applied with them but it got rejected because it says I have a 1-year ban. Now, the ban is from my old employer Boutique 1 (the ban should have finished last year), but since I didn't leave the country and rather changed my visa within the UAE the ban period never begun. I have filed a request with Tasheel but I don't think that will help. I have everything needed to lift the ban. The labour contract with my salary a lot more than AED 12,000 attested bachelor's degree & if necessary I can get NOC from Boutique 1 as it's been almost 2 years since I left them. Need urgent help!

Q: Good Afternoon Madam, This is N. from Pakistan. On the 8th of November 2019, I left Dubai and I have a ban for 1 year. At the time of leaving at the airport, I paid all my fines. Can I come back to Dubai? How can I check it? Thank you, waiting for your reply.

An interview-format article covering the topic of things to consider when leaving the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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 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.

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.

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).