Q: I found a job in JLT a month ago and now I got a better offer from a Mainland company, which I want to accept their offer. I am still on probation with a 2-year contract, but it clearly mentions that both parties can terminate the contract within the notice period. So not sure if it's a limited or unlimited contract. Didn't inform the employer yet. What will the process look like? Will I be banned? Should I pay a fee?

Q: Dear sir, I am an employer of a ladies' salon. I want to ask for advice on this below matter. Recently, we have hired an employee in Nov 2019. She has not completed the probation period; her contract is an unlimited contract. The employee does not have any discipline, how to talk with her? On 02/04/2020, without a notice period, I received a resignation in addition to asking to cancel the visa. So, in this case, how can you help me? For early resignation, are there any rules to get compensation from the employee (45 days)? Please advise, your advice will be highly appreciated! Thanks!

Q: Dear Sir, I had joined the company on 15th March 2018 and the company has given me the visa on 15th of May 2018. Now, today 25th June 2018, They sent me the termination letter all of the sudden without any reason. I am still on the probation period. Is there any ban applied to me? My contract is unlimited. Thanks Vaibhav

Q: My wife works in a private school in Abu Dhabi. After the first 2-year contract, her contract is now being renewed every year. Her new one-year contract came with a revision of salary and position title and was given to her in the last week of the academic year. As per the contract, both employer and employee are obligated to provide a 3-month or 90-day notice period. In this case, a revision of the contract without giving the notice period is legal or not? If she resigns without accepting this offer, it leaves her without a job for a year as all schools are done with recruitment for the next academic year. How can we address this issue?

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).