Q: I was working with a company in Dubai. As I got termination with the company I was trying for another job. Unfortunately, I had debts for the credit card and the bank filed case against me. My friends told me that I will get only a few months punishment if I surrender to the police. In addition, I don't want to pay back to the bank. I surrendered there to the police and they took me to the court. The court sentenced me a month and they released after that, then the police took me to the immigration jail as they informed me that my company put my name on the absconding list. I was there at the immigration jail till I arranged my ticket, and they deported me to my country upon arranging the ticket with a lifetime ban from entry to the UAE. How can I lift my lifetime ban as it wasn't my mistake? Please reply.

Q: Hi Sir/Madam, I work for a private firm in Dubai and now I got an opportunity and I want to resign. As the new job is outside the country, I am requesting my company for 2 weeks' notice and I agree to pay compensation. But the department head is forcing me for a 1-month notice. I need your expertise advice on this, please.

Q: I am an auditor employed by my current employer on an employment contract of unlimited duration. I have completed 3 years and 10 months of employment. Recently, I received a job offer from another company and I am eager to take it up. I resigned from the employment with my current employer and served them a notice period of 30 days and agreed to pay in lieu of another 30 days as my employment contract states 60 days' notice period if any of the parties intends to terminate it. My current employer accepted my resignation but has asked me to comply with the 60-day notice period mentioned in my employment contract. Can my current employer restrain me from leaving the employment prior to the completion of 60 days notice period?

Q: Hello, Is it a violation when some employees work in company A (industrial license) while they have a visa and work permit from company B (professional license)? Companies A and B have the same owner, sponsor, and brand. They are based in Dubai, mainland, and are private companies.

Q: Hi, I am running a startup company in a home renovation business. We have some laborers coming on a daily basis and working on the site and they are paid on a daily basis. Our company is not their sponsor and we simply hire them for a few days to do some labor work. The question is during the work (e.g., while drilling or demolishing) if something happens to one of these laborers, will we be responsible? given they are not directly employed or sponsored by us, should they have their own health insurance while working? How can we protect the business?

Q: Hi, I have a visa from a private company in Dubai. I now have an opportunity in a different field. What is the company notice period, and if I resign using a government website like MOHRE, will I face a ban in Dubai?

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

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.

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.

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).