Q: Hi Sir, I am an Architect Engineer and I am writing to you because I am too much discouraged and blackmailed by my employer. I was selected for an office and I worked there for 3 months and then, due to workload, my employer transferred me 2 times. When he was doing that, he said that he will pay for my rent in the first month and, in the 2nd month, he will increase my salary and, with that, he transferred me. After 1 month, when I asked him for the rent, he didn't pay me the rent. In the second month when I called him, he started shouting and fighting but at last, he paid me for the rent. Now it has been 3 months and he didn't increase my salary. When I text him, he didn't reply and when I call him, he says that he is in a meeting. I have a limited-term contract. When I sent my CV to another office for new opportunities, my current employer called me and blackmailed me that he will ban me for 1 year. I got another job offer double the salary. Can I join?

Q: Sir, I am M. S. holding a limited contract - engineer visa, and working in a private company. My labor contract will expire on September 24. I got a better opportunity with twice of salary which I am getting previously. I sent the non-renewal letter on 19 August 2021, with 30 days notice period. I need to join the new company on or before Sept 19. The new company can hold the offer maximum till September 2021. My company is not willing to give the release within 30 days. They will delay the release and this will lead to losing my job offer. Can I join the company after completing 30 days?  Kindly advise. Regards, M. S.

Q: Hi mam, Good afternoon! An employee completed 6 years. His last contract is limited. He finished his contract. Should he pay 45 days' salary to the company?

Q: Hi, I'm working in a private company in Dubai. I'm for 6 years with them, and I'm planning not to do the renewal. My contract ends on 27 May 2023 and my visa is until 23 June 2023. Which one should I follow, the contract end or the visa end? Which is the best month to render the notice period?

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.

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 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.

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).