Q: In a meeting with my boss, I was informed that my employment with the company will end on the 4th of December, one week later I received the termination letter together with my end of service benefits statement.My question is which date will be legally considered for my end of employment? The date of the verbal notification or the date of receiving the written notification?

Q: I have been working in JLT free zone (DMCC) company. As per my employment contract with the company, the notice period is 90 days. However, as per the law, the notice period is 30 days. Could you please advise me which period will prevail in this case?

Q: I am currently working for a free zone company in DAFZA. The job is not going well for me and I would like to leave. I signed a three-year contract and it has been nine months so far. My contract states that I need to give one month notice but my employer wants me to stay for two months. He says it is company policy not to accept the breach of contract compensation, hence I must serve two months without pay. I am supposed to pay him for three months half pay, and he is refusing to allow me to pay that and serve one month notice. I am even thinking of just absconding and going back to my country. Will I get a labour ban and immigration ban? I received an offer from one of our clients as well, but my contract has a non-competition clause. Does this apply, given that the two companies are in different industries, one is a supplier of products and the other is a consultancy service provider? I am considering going back to my home country as my employer is being unreasonable on the 2 months notice.

س: أعمل لدى شركة في الإمارات. بعد أن أُجري تعديل وضع وتصريح عمل وتوقيع عرض عمل، أكملت شهر ونصف وقدمت استقالتي رسميًا لصاحب العمل قبل فحص الدم و إجراءات الهوية، إلخ. صاحب العمل لم يلغِ تأشيرة العمل، بل سمح لي في الفترة المتبقية من الـ ٦٠ يومًا بالبحث عن عمل آخر، وحين أجد عمل، سيتخذ اللازم لتحويل الإقامة. الأسئلة: ١. هل يلزمني شهر إنذار إضافي كما هو موضَّح في عرض العمل؟! علمًا بأن الفيزا مدتها ٦٠ يومًا فقط مضى منها شهر ونصف عمل ولم أوقِّع على العقد الرسمي. ٢. كم عدد أيام السماح بعد إلغاء فيزا العمل (٦٠ يومًا) لتعديل وضعي بعمل زيارة جديدة ؟ ٣. هل سينطبق عليّ قانون الحظر التلقائي لمدة سنة و لم أوقِّع على العقد الرسمي بعد؟! وشكرًا!

Q: Good Day! I want to know the notice period we could ask the employee to serve in limited and unlimited contracts on resignation and termination.

س: هل يمكن استخدام رصيد الإجازات في حالة الاستقالة؟ بمعنى إذا تقدَّم الموظف باستقالته ولا يريد قضاء شهر فترة الإنذار، فهل يجوز استخدام رصيد الإجازات باعتباره بديلاً عن فترة الإنذار ولا يعمل؟

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.

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 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.

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).