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 Rajasree, Hope you are doing well. I just got employed with a new company on a limited contract. It's been 4 months now I'm working with them, and I believe I am still in probation period. If I resign within the probation period with a limited contract, do I get banned? What will I do to avoid the ban? Thank you

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: 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).