Q: I want to resign from my current employer because the work environment is not good and telling me to work in the office a minimum of 10 hrs a day without any overtime. I'm on a limited term employment contract with my current employer and my probation is running. If I resign, will they ask for the visa charges or something else? And what is the period of serving the notice period for resignation? Please clear my doubt.

Q: Hi Sir/Madam I have given resignation during my probation period (within three months), and I want to know if I have to pay any compensation to the company.

Q: I wish to resign during my probation. I am not the right fit for the company, and my job responsibilities and scope have massively changed since my boss was fired. I have been expected to just step in with no support, no additional resources and no change to my contract, job description or remuneration. My calls to my HR Director go unanswered so I have emailed my resignation today. He has replied saying he cannot accept an email. I will have a meeting with him tomorrow to confirm my resignation. 1. Can they refuse to accept my resignation? 2. Do I need to give notice? I will offer a week's transition to ensure a professional handover but I have read that the Labor Law states one month despite the fact they could fire me without notice. 3. Could I face a labor ban? I am on an unlimited contract. I hold a degree and will be moving my visa to a Freezone. Many thanks!

Q: Dear sir, This question is for UAE lawyers. My employer has written in our limited contract that I cannot work in any competing business in the UAE for one year if the contract is terminated by me or him and also 1 more line that says I have to pay 3000 AED as training fees if the contract is terminated before a year of the contract (I haven't received any training whatsoever). Is there any way I can terminate the contract before 1 year without any fines or ban? (The reason for terminating the contract is overtime for 16-hour duty with very poor living conditions). Kindly answer me!

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.

An interview-format article covering the topic of employment contracts in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of limited and unlimited contracts, like the end of service, notice, arbitrary dismissal...etc.

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).