Q: Hi, I am an employee in an LLC company and my contract is going to expire on 19 June 2021. Can you please guide me about the timeline for my current employer to cancel my visa as I have to join another company on 20th June 2021? My current visa will expire on 24 July 2021. Is it legal to work after the contract expiry? Can my current employer force me to do that? Thanks!

Q: Hi, I work on an unlimited contract and completed 1 year. I want to resign so I have one question regarding that. After resignation, when does my employer start with the visa cancellation?

Q: I am employed on an unlimited contract with my current employer. It is 1 month for the notice period (as per the labor contract). I got an offer from a new employer and, therefore, resigned a month ago. Now, one month has passed since my resignation but the employer is not canceling my visa and wants to extend more. Kindly advise on what I should do now since my new employer sends a labor offer and is asking for my canceling papers.

Q: I'm currently working in a transport company as a customer service executive for the past two years. Now my visa expires on 10 March 2022 and I decided to not renew the contract and submitted the non-renewal letter to HR 4th MAR 2022. Now they are saying they will not release me due to I need to inform one-month prior notice. I am ready to work for one month from my non-renewal notice but they are not accepting and said that they will go legally. Could you please advise?

Q: Dear sir/ma'am, My employment contract ended on Nov 18, 2022. After the contract expiry, I sent a letter to my company that I will not renew my contract but they didn't agree to my non-renewal advice and told me that they can't release me until mid of January 2023. Is it right? Am I breaking any labor laws if I don't go to work after serving my 30 days notice period? Please advise. Thank you in advance!

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 law promulgates UAE Civil Procedures Code (Civil Procedure Law) which governs civil procedures in the United Arab Emirates, including the prosecution before the courts, litigation and execution.

The provisions of this law, promulgating UAE Civil Code, govern the civil transactions in the United Arab Emirates. The commercial transactions remain subject to the laws and regulations applicable in their regard.

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).