Q: Good day, I had a labour case for which the judgement has already been issued from the court of the first instance in my favour in Nov 2018. I have opened an execution file in mid of Feb 2019 & is currently under 15 days notification period. I have now got a new job offer & they want me to join at the earliest. 1) Can I cancel my labour card & residence visa since the judgement is already out so that the new employer can initiate the visa proceedings from the new company? 2) What documents would I need? 3) Will it affect my execution court case in any way since I have not received the EOSB till now & don't want to lose it? 4) During cancellation, do I have to sign that I have received all my EOSB if in case my company PRO cancels it & would it affect the case? I have approached Tasheel/Amer & different people are giving different opinions & I am confused now. Can you please guide me? Thanks, K.K.

Q: Hello Madame, Good Evening! Just want to ask what will I do if my company is asking me to sign my cancellation papers without giving my end of service/gratuity? Is it allowed in the labor law? Thank you so much!

Q: Hello, I have resigned from my company and it has been 2.5 months now. They are asking me to sign a letter which says that if any recovery doesn’t happen with the vendor, they can legally claim it from me. I have an offer from another company but since I am not getting the cancellation papers, I am not able to join them. What should I do?

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.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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.