Q: Hello. I'm from India. I have accepted a job offer with a firm in Dubai. I have signed the offer letter with the company and submitted my degree document for attestation from Ministry of Foreign Affairs, UAE. Now, I have received a better offer from a different company in Dubai which I want to choose. At this point, I have received a 'Job offer for Unlimited Term Employment Contract' which I'm being requested to sign to apply for e-visa from the first company. Will I be able to reject the offer from this company at this point? Will I be facing a ban by rejecting the offer? I want to know the legal consequences at this point before I take a decision. (P.S - I'm willing to bear the cost incurred by the first company in the onboarding process/acquiring work permit)

Q: I'm a German national who got an offer for a job in JAFZ, which I subsequently accepted by signing an "Employment LOI" starting 09.04.17. On 10.05.17 the LOI was revoked because my work permit got rejected by the DNRD. The reason for rejection was not given and I was told by company's PRO that I'm not allowed in Dubai. I have never been in Dubai before the rejection. I contacted JAFZA and found out that the PRO made mistakes in submitting the application. A company letter was requested and was never provided. The PRO convinced the company that my father's religion "Shiite" and my birthplace "Lebanon" is the problem. I was then told by the PRO that I'm not allowed to enter Dubai. I was able to enter on 15.05.17 without any problems. 1. Is the LOI legally binding? It does not state any conditions concerning the visa. 2. Can I sue the company under the anti-discrimination law and demand compensation? 3. Can I find out why DNRD rejected the application as the company is refusing to ask for clarification?

Q: If I have signed an offer letter with an organization and I didn't send all the required documents. Now I want to cancel with this organization. Can I cancel or will I be legally sued?

س: السلام عليكم ورحمة الله، أريد معرفة الوصف القانوني لمَن يوقِّع تعاقدًا حصريًا ثم يحاول التهرب منه بأي وسيلة ويرسل رسائل واتساب بصوته يقول: 'أنا لا يلزمني عقد" ويقول "أنا لا ألتزم بعقد". شكرًا جزيلاً!

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.

خضع تنظيم عقد العمل لتعديل وتحديث مستمر في الإمارات العربية المتحدة نظراً لأهميته في تنظيم العلاقة بين العامل وصاحب العمل ليعكس إراتيهما الفعلية ويلحظ كافة التفاصيل التي تبقي على التوازن في العلاقة العمالية. لذا يتوجب على كل من العامل وصاحب العمل البقاء على اطلاع دائم على التعديلات المتعلقة بهذا الشأن لتفادي أية عواقب ناجمة عن تصرفات قانونية معينة.

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.

According to this Decree, tentative approval to admit a foreign worker for the purpose of employment in the UAE cannot be granted until an Employment Offer that conforms with the Standard Employment Contract is duly signed by the employee and presented to the Ministry of Labour.

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).