Q: If the employer terminates you during the probation period with immediate effect on the same day and makes you sign a notice of termination, is this right since it's unlimited labour agreement? So for example, the termination happened on 23rd March immediately but then the notice shall be given 30 days before the last working day, how can the 23rd be the last working day?

Q: I joined a company in Abu Dhabi three months before. Due to some quota issues, they gave me a messenger visa on my passport. Now, they don't have a project and want me to search for another job or they will cancel my visa. My contract is limited-term and my visa is a messenger. Question is if they cancel my visa, will there be a labour ban?

Q: Dear Sir, Good Morning. Hope you're doing well. Sir, I'm working in a company and I'm really not satisfied. I'm facing more problems. Therefore, I decided to go back to my country. Now I'm in probation period. But only 8 days left of the probation period. So, is it possible to resign with 14 days of notice period? Kindly help me. Thanks in advance.

Q: Our internal contract has a notice period of 3 months from both parties. In the new labor implementation, only one month's notice is required for less than 5 years of service. Please advise if we can follow our internal contract since the position is very curtailed and the organization will not be able to replace the position within one month.

Q: Hi, I need advice on the termination of my contract and notice period. I'm in the first year of my second fixed-term contract with my employer (a school) and was terminated on March 21st due to restructuring. My employer's contract states that I must give one term's notice, so they want my last working day to be July 5th. However, my MOHRE contract states that "the terminating party shall notify the other party of such desire 3 months as a prior notice before the determined date of termination, such period shall be similar for both." My employer argues that because we had a two-week spring holiday followed by a one-week Eid holiday, my notice period does not include the holidays. Can you please advise on what my last working day should be? Additionally, what is the correct end date of the notice period, and how can I get my employer to agree?

Q: Dears, May ask if the employee is terminated today, what is his eligibility for final settlement calculation? He worked for 6 months only.

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

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.

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 government introduced the new Unemployment Insurance Law under the Federal Decree-Law No. 13 of 2022 Concerning the Unemployment Insurance Scheme for Unemployed People. The law aims at providing a sort of financial support in case of unemployment for a brief period, probably to help employees who got terminated find another job and avoid failing in other financial obligations.

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).