Q: I am working at a clinic since March 2018 and got a limited-period contract 3 Jul 2018 to 2 Jul 2020, and a probation period of 6 months until 2nd Jan 2019. Because of the employer torture, I want to leave the job without intimating. They were asking me to pay the visa charges also. What will be the effect on me and do I have to pay the visa charges or not?

Q: Hello, I got terminated from my company under 6 months probation, My PRO said he got the approval for visa and immigration cancellation. Then the company said they needed to confirm it and it would take 2 days, the 2 days are over. If both, visa and immigration cancellation received approval and papers were already signed, why is my visa status on the channel of the MOI website is still not showing my visa is expired or cancelled? It still says "converted to a resident" help me please, I gotta leave the country soon.

س: مرحبًا، أعمل بشركة في منطقة حرة بدبي منذ ثلاثة أشهر بعقد غير محدد المدة وفترة اختبار تمتد لستة أشهر. والآن لا أشعر بالارتياح في العمل معهم وأريد أن أستقيل حيث أنني وجدت عملاً بشركة براتب جيد بفارق ثلاثة آلاف درهم بالإضافة إلى المواصلات. هل أنا مجبر على دفع قيمة التأشيرة حيث أن هذا مثبت في رسالة العرض التي استلمتها عند إجراء المقابلة، ولكنه غير مذكور في العقد؟ الرجاء النصح ولكم جزيل الشكر!

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.

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.

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).