Q: I am currently working for a free zone company in DAFZA. The job is not going well for me and I would like to leave. I signed a three-year contract and it has been nine months so far. My contract states that I need to give one month notice but my employer wants me to stay for two months. He says it is company policy not to accept the breach of contract compensation, hence I must serve two months without pay. I am supposed to pay him for three months half pay, and he is refusing to allow me to pay that and serve one month notice. I am even thinking of just absconding and going back to my country. Will I get a labour ban and immigration ban? I received an offer from one of our clients as well, but my contract has a non-competition clause. Does this apply, given that the two companies are in different industries, one is a supplier of products and the other is a consultancy service provider? I am considering going back to my home country as my employer is being unreasonable on the 2 months notice.

Q: Hi Anita, Can the employer force the employee to render 3 months notice, even if the employee is willing to pay the visa fees and only render one month? Can the employer file absconding case against the employee for not taking 3 months notice?

Q: Hi. I have worked as an accountant in one company in Abu Dhabi since Oct 2014 under an unlimited contract. Last Jan 8, 2022, I have submitted my resignation, handed over all the data and completed my notice period on Feb 6, 2022. Now my employer is saying the data are not proper and you have to wait until they finalize the financials. They refused to cancel my visa and they hold my passport. Is it legal? Can you advise on what I can do?

Q: I am working in an offshore company and I have initiated my resignation, but the company has requested me to extend for 10 to 15 days. Can I ask the company to initiate my visa cancellation and still extend the 10 days after the cancellation? Will the National Guard Security Pass still be valid after visa cancellation?

Q: I am writing to clarify the situation regarding my resignation. I officially resigned on December 31st, 2024, and according to my understanding and the initial agreement, my notice period was to end on January 31st, 2025. However, my contract has been amended a few months back to reflect a two-month notice period. I would like to emphasize that I have not signed this amendment, and the employer is blaming me for not signing the amended contract which will be taken against me. Please let me know how you would like to proceed, as I am eager to ensure a smooth transition and complete all required handover tasks within the original notice period. I have already completed my notice period, but my employer is still forcing me to serve one more month which I can not as I have another company to join on 14 February. I can't afford to lose this opportunity. Currently working in the aviation industry in Sharjah and my visa is a free zone. Your prompt response will be highly appreciated.

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 UAE government introduced the new Unemployment Insurance Law under the Federal Decree-Law No. 13 of 2022 Concerning the Unemployment Insurance Scheme for Unemployed People. The law aims at providing a sort of financial support in case of unemployment for a brief period, probably to help employees who got terminated find another job and avoid failing in other financial obligations.

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).

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.