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: Hi Sir/Madam, I am working with an E-Commerce company. I gave a resignation letter to my company for one month's notice. But in my agreement, it is stated that: The Employee is required to give 60 days prior written notice to the Employer to terminate this Contract. In the event that Employee gives notice of resignation, this Contract will terminate (the "Termination Date") 60 days from the effective date of the resignation (the "Resignation Date"). From the time of notice until the Termination Date, Employee shall cooperate in all respects in providing transition services to the Company to a standard of professionalism appropriate to Employee's current position in the Company. The Company and Employee may, by mutual agreement, elect to make Termination Date effective at some time shorter than two months from the Resignation Date. Please, can you give some suggestions on how can I be released from my current company? Since it's an unlimited contract and I've been working with the company for 7+ years.

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: Hi Sir/ Ma'am, This is A. I work in a beauty salon in Dubai as a beautician since 2020 and my visa will expire on 15 January 2023. I don't want to renew my contract here in my current company because I have got a good opportunity in another company. According to my contract, it is written if I want to terminate my contract, I need to write a letter before 90 days. But I don't want to renew my contract here anyhow. So please suggest to me what I should do.

Q: Dear Sir/Madam, A colleague of mine still has an unlimited contract with a private entity. The company has expressed its desire not to renew his visa. They are asking him to resign because of this. What is the proper procedure for both the company and the staff member?

An interview-format article covering the topic of employment contracts in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of limited and unlimited contracts, like the end of service, notice, arbitrary dismissal...etc.

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.

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 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.

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.

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).