Q: Hi sir/madam, Recently, I joined a company as a digital marketing executive. Now it is 1 month over and my visa is in process & my status changed to e-visa. I am in a limited contract and have a 6 month probation period. But now I don't want to continue here because I am getting different works. It is not based on my carrier and my position. So I would like to resign from this company. Based on my offer letter, there is a 3-month notice. Is it necessary to put 3 months' notice? Or is it possible to resign without notice? My visa is not stamped yet and my medical is not over. Do I get any labor ban? Please help me with this issue?

Q: I am a Registered Nurse working in a plastic surgery clinic here in the UAE. I am on a limited-term contract and working for 14 months but the situation is not good between me and my employer. I would like to know if they can ban me in case I resign with a notice period.

Q: Good Afternoon, I'm working as a filing clerk and my visa is limited. So is it possible to resign from the company as I have completed 13 months? Do I have to complete my notice period after my resignation? Advise me, please.

Q: Dear Sir, Good afternoon, First of all, thank you for helping people by giving your expert advice, really appreciated. My name is B. T., working with a private company in the Emirate of Abu Dhabi since Sep '20. I am having a limited contract for two years which is going to end on Sep. '22. Now, I want to switch the company and I am planning to resign from this company in the month of April ’22 (4-5 Months before contract completion) and I will serve 1 month's notice period as per the contract. So I want your advice on the below matter (Considering the applicability of Labour Law). Would I need to pay 45 days’ salary to the current company? What is the eligibility of compensation (Like Gratuity / Leaves) plus any exit process formalities I should follow? Thanks in advance for the support.

Q: Hello Sir, I have a limited-term contract of 2 years. I have worked for 1 year and 3 months already. I want to resign. Will I have to pay my employer any fees or I will be entitled to any gratuity?

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.

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 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.