Q: Dear sir/madam, I filed a case against my employer on Apr-21 for arbitrary dismissal. I won the case in the first court and second court. Even the report from the expert appointed by the court was in my favor. I filed for execution which was appealed by my employer, but they lost the appeal as well. During Jul-21, I obtained NOC from the court to work elsewhere (my wife’s company) and got a 1-year temporary work permit to work during this time. The employer has further appealed to the supreme court on Apr-22. My questions are: 1. My visa is expiring in Jun-22 and I want to travel in Jul-22. I am afraid the judgment may not come until then. I want to cancel my current visa and obtain another visa (under my wife's sponsorship as she holds Golden Visa). What is the procedure for cancellation? And will it have any adverse impact on my case or new visa application? 2. Will the employer be liable to pay the execution order amount as they have lost the appeal? Many thanks in advance!

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, My spouse joined the current company under a DWC visa (unlimited) on 11/6/19. He resigned on 29/8/19 and served a notice period of 40 days (his contract says 60). Since then, he has not been paid for AUG, SEPT-OCT (8 days). The probation period is 6 months. He is holding a new offer. The current employer is not paying dues and is saying that he will ban my spouse. Please advise the best way to solve this and join the new employer. Can he join the new office if the process is under complaints in DWC labor?

Q: Dear Sir/Madam, My visa cancellation is before my personal status hearing. Can I request for urgency to move the hearing forward?

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.

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.

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).