Q: Dear sir/madam, I want more explanation of clause 3 of article (9) of the Federal Decree-Law No.33 which states the following: If the worker wishes to move during the probationary period, to work for another employer in the State, he shall notify the original employer of the same in writing within not less than one month from the date of his wish to terminate the contract. then, the new employer shall compensate the original employer for the costs of recruitment or contracting with the worker, unless otherwise agreed upon. What do "the costs of recruitment or contracting" mean?

Q: The court issued a preliminary judgment to involve the expert in the reports. However, based on preliminary judgment documents I submitted my request for labor to cancel my labor card from the company. After the process, the legal advisor from labor said, the court judgment is not final so the company has the right to refuse the cancellation, therefore, they dropped the cancellation request. Please advise if what the labor did is correct. And how can I cancel my visa to let another company proceed with the visa?

Q: Good day! I just want to ask a few questions. Where should I request an NOC so that I can work for another company while waiting for my case? I forgot to inform the judge yesterday. During my hearing yesterday, my previous employer did not attend. The judge informed me that he would issue his judgment after two days. What is the meaning of that judgment? Thank you in advance!

Q: Dear Sir/Madam, I filed a labor complaint, but the company did not pick up the phone when they called twice. We did not discuss the issue mutually, so I was advised to go to court. I gave a notice period from August 17, 2023 to September 17, 2023. My actual notice period is 3 months, but I did not receive my salary for 4 months. If I get a job offer letter while the case is in court and want to cancel my visa, will they accept it? If not, what should I do? Will there be any complications in joining another employer?

Q: Dear Sir/Ma’am, I hope all is well with you, and I trust you can assist me in this situation. I was employed by a private company before I resigned, and my last working day was on September 30. The issue is that they do not want to cancel my employment and provide my gratuity and settlement. Additionally, my labor card expired on October 6, 2023; will I incur fines for this? I filed a court case last November, and its second hearing is scheduled for December 26. I have already obtained an NOC from Al Adheed Center. Recently, I received an offer letter from a free zone, and they are prepared to issue me an employment visa. My current visa is set to expire on December 26, 2023. Can I personally process the cancellation of my visa and labor card so that the Free Zone company can legally proceed on my behalf while my case is ongoing? Thank you!

Q: Dear Lawyers, How long will it take to get the NOC from the court for the new visa? How much do I need to pay to the court to obtain the NOC? I have civil and criminal bank cases, and I am availing of Amnesty.

Q: Hi, lawyer. I have a travel ban and an ongoing case. My labor card is approved. I want to know if I can still process my visa, noting that I already have a travel ban due to the investigation.

Q: Hello, I am switching jobs soon. Can my current work visa be canceled if I still have a personal loan and credit cards that I am making payments on?

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 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.