Q: Hi, I was terminated on 1 May. I was on probation at that time and had completed almost 5 months. I have been told that I will be given 2 months' salary and my visa will remain valid for 3 months to search for another job. On my request to extend my visa for some more time, HR Head discussed with management and after 2 days, the HR executive told me that my visa can be extended for 1 more month i.e. it will remain valid for 4 months on 1 condition that my 2 months salary will remain on hold till that time. I said yes, but later, I realized that it won't be possible for me to survive. So, I called HR Head on the same day and said no to this and asked to find a mid-way solution. When I haven't got any response, I requested them to release my 2 months' salary as per process and keep my visa valid for 3 months. Today I got a response: "We regret to inform you that we are unable to proceed with your request, as the company's policy will not enable us to issue any payment until the work permit and visa are canceled."

Q: Can the employer (in Jebel Ali Free Zone) extend the visa of an employee after the termination of the contract beyond the 30 days mentioned in the rules on humanitarian grounds? If yes, under what law or rule?

Q: Job termination & visa cancellation: Is there any time binding/relaxation between labour cancellation and residence visa cancellation? Can the employer give relaxation to his employee to find a new opportunity for some time?

Q: Hi, I have been terminated from employment and my employer said that they will keep my visa until 7 November to give me time to find a new job. If I don’t find a new job by then, they will cancel the visa anyway. It is unlikely I will secure a job by the 7 November deadline. I understand you have a 30-day grace period to change your status after visa cancellation. My plan is to change to a tourist visa. My question is, if I want to go back home (U.K.) for a while (say 20 November to 4 Jan) and continue applying for jobs from England, what do I need to do regarding my visa? If I exit the country on 20 Nov (within the 30-day grace period) is that sufficient? I’ll still have my apartment, bank account, etc. here. To formerly ‘exit’ after residence visa cancellation, do these also need to be exited/closed? Or is it as simple as I need to exit within 30 days of 7 Nov. so I can fly out mid-November and when I come back in Jan I just get a tourist visa?

Q: Hi Sir I have been working in my current company for the last four years, Recently, they renewed my visa for another 2 years, but suddenly I heard they will demobilize me within the next two months. My question is how long can I stay after my visa cancelation? Is it possible to stay here for up to 180 days without exit? (New 180 days stay for jobless people is applicable for me in this case).

Q: Hi, An employee resigns during the probation period in the private sector of education, and the two weeks notice period has been served. 1. How long can the employee remain in the country to find another job? Does the employee need to leave the country for three months and then return? 2. Can the employee change the visa status to tourist with a border run and stay in the UAE to find a job? Thank you

Q: Dear Sir/Madam, I wish to ask if my labor card expired 9 months before my residency visa, does my contract end after the 9 months that my labor card expired, or will it end after my residency visa expires?

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).