Q: My husband is under my visa (wife's visa). He found a job and the company is going to give him an employment visa. Does he need to cancel his current visa in order to proceed for the company’s visa or just do the labour permit and give the No Objection letter? And if he really needs to cancel his current visa, does it affect also his medical insurance or he can still continue using it even if his visa is will be under the company’s visa? Thank you so much.

Q: Hi I need your advice, please. I resigned and completed my notice period upon transferring my visa from DMCC to TECOM. My employer sent the end of service settlement along with my last salary and leave benefit. Now, to complete the process, they need me to sign that I have received the amount which I didn't. My previous employer is saying they don't have money right now and to sign then they will pay once available. My question here is that if I sign, do I lose my right to claim the money if they didn't pay? If yes, what kind of legal document or cheque can I ask them to provide prior signing? I'm hugely affected as I can't transfer the visa. I have asked DMCC and they said I can file a complaint for them to try to settle but I'm sure my previous employer will come and say no money without solid commitment to pay. Then DMCC will advise going to court which might take a long time. I don't like to make problems but I need advice on what I can ask them to provide to secure my money and to transfer my visa.

Q: I got a new job in Dubai and I resigned from my current company in Dubai. There is a salary delay of 3 months in my current company. I have a few questions to ask. 1. My company stopped processing my pending salaries once I resigned. As per them, all the pending salaries will be paid along with final settlement only. Is it legal? 2. If I am signing the end of service document to cancel my contract before getting the settlement, can I move legally later if they are delaying the final settlement further? Hope you answer soon. Thank you.

Q: Dear Sir/Madam, My employer is harassing me. I came from Pakistan to the UAE for a computer operator job through a Pakistani agency paying 6.5 lakh PKR, but my sponsor has no company in the UAE; it is only for visas. I am working in another company and another job. Now my sponsor demands 300 AED per month or 4500 AED for an NOC; otherwise, he said he will cancel my work visa and I will have to apply for a new work visa under compulsion. What can I do? I don't know anything about UAE visa law.

Q: Hi, I want more information about labor laws in the UAE regarding having two full-time jobs simultaneously, one in Dubai and the other in the EU. Is this permitted? Do you also offer a service to review my contract before signing? Please note that I don't have a UAE number. If you prefer in-person contact, we can set up a call online or via WhatsApp.

Issue: An employee resigned from the job after working for 5 years, and signs a letter addressed to the employer that he wants his gratuity to be paid only after his customer pays the employer. Therefore, has the employer defaulted for End of Service (EOS) payment under the UAE Labour Law?

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).