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 am working with an E-Commerce company. I gave a resignation letter to my company for one month's notice. But in my agreement, it is stated that: The Employee is required to give 60 days prior written notice to the Employer to terminate this Contract. In the event that Employee gives notice of resignation, this Contract will terminate (the "Termination Date") 60 days from the effective date of the resignation (the "Resignation Date"). From the time of notice until the Termination Date, Employee shall cooperate in all respects in providing transition services to the Company to a standard of professionalism appropriate to Employee's current position in the Company. The Company and Employee may, by mutual agreement, elect to make Termination Date effective at some time shorter than two months from the Resignation Date. Please, can you give some suggestions on how can I be released from my current company? Since it's an unlimited contract and I've been working with the company for 7+ years.

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: Dear sir/madam, I have been working as an accountant in a private company since October 30, 2019. The company visa was issued on 20th March 2020 and I had a 2-year unlimited contract. My visa will expire on 20th March 2022. I got a new job offer and they asked me to join after 18 days and accordingly, I submitted 18 days notice period and on November 1, 2021, I signed the offer letter of the new company. The resignation was submitted via email on November 2 and a hard copy was also submitted to HR. On November 6, my company owner called me and told me that I would not be allowed to go and if I am trying to go, he will ban me for 5 years.

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'm under an unlimited contract. I'm already 8 years in the company. My visa and ID will expire on Jan 29, 2022. My labor card will expire on Dec 19, 2021. On Nov 20, 2021, I already sent the notice thru email that I'm not seeking for renewal. If that is so, when is my last day of work? Please I need your advice. Thank you

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, I have a visa from a private company in Dubai. I now have an opportunity in a different field. What is the company notice period, and if I resign using a government website like MOHRE, will I face a ban in Dubai?

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.

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).