Q: I signed a limited contract and it states that I may work under probation of six months. If I resign, will I get a labor ban and be required to compensate my employer?

Q: Hi, I would like to resign from the company where I had worked for almost 3 months. I am still under the 6-month probation period. I gave a 1-month notice in my resignation letter. My contract is limited. Would the employer ask for any compensation and issue an immigration ban? Thank you!

Q: I am in a Skill Category 1 corporate role in Dubai, on a 2-year limited contract. My probation period is 6 months. If I want to leave my current role WITHIN the 6-month probation period for another role at a different organization (similar role, but more pay, better/larger organization, better future prospects). What will be the consequences with my current employer's side or from the UAE government? Also, how much notice would I have to give? And is there a possibility of a ban of any sort? My current employer has paid for my relocation from abroad and also all my visa expenses.

Q: I want to resign from my job during my probation period due to my mental health issues. I'm on a limited contract for 2 years and I've only been working with this company for 3 months. Will I face an employment ban? Or what are the consequences that I will face? I'm a master's degree holder.

Q: Good morning, I have a question regarding a new offer letter, that I received in March 2022 (after the new labor law has come into effect in February 2022). I have joined a new company and the offer letter states it is an UNLIMITED contract, although I understand that this type of contract does not exist anymore under the new labor law. So in case of resignation during the probation period, and in general, does the new labor law apply or the contract that I signed? Also, do I get a labor ban when I resign during the probation period (my position is Sales Executive)? Thank you

Q: Hi Mr. Younis, Hope you doing good. I see a lot of amazing replies from you where you give a clear picture of what needs to be done next. I would like to thank you for this support. In my case, I am working with a private company called [----]. I have to leave the country and go back to my hometown due to an emergency on an immediate basis. I have not finished my probation period and the contract is limited. I have completed 5 months with the company. Will I get banned? Please help.

Q: Dear sir/madam, Can I leave the company during the probation period? If yes, can I take a visit visa after the visa cancellation? Can I join a new company immediately after leaving the old company?

Q: Dear Sir/Madam, I am on probation period in a limited contract. Can I resign during my probation? Or what will be the suitable time to resign?

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).