Q: I was working for Boutique 1, it's an LLC company. I left the company in October 2015, after working with them for 11 months. So I got a one-year labour ban from them. Then I joined another company which is in a free zone, so my visa got processed and faced no issues in October 2015. I have been with this company for 1 year and 9 months and now I have a job with Landmark which is an LLC as their marketing manager. So I cancelled my visa and applied with them but it got rejected because it says I have a 1-year ban. Now, the ban is from my old employer Boutique 1 (the ban should have finished last year), but since I didn't leave the country and rather changed my visa within the UAE the ban period never begun. I have filed a request with Tasheel but I don't think that will help. I have everything needed to lift the ban. The labour contract with my salary a lot more than AED 12,000 attested bachelor's degree & if necessary I can get NOC from Boutique 1 as it's been almost 2 years since I left them. Need urgent help!

Q: Dear Ma'am, I want to ask. My employer terminated my contract within the probation period, but before that, I completed 10 years on a different employment visa in Dubai. Is there any labour ban on me? Thanks

Q: Dear Sir, My company terminated my contract under probation period. My visa was stamped in the month of Feb 2018, and in the month of May 2018, I got terminated Is there any labour ban on me to work in Dubai, because I have a better offer in Dubai? If I have a labour ban, how can I lift it? (Please note that I only have an undergraduate degree) Waiting for your answer.

Q: Good Morning, I want to resign from my current company, however, I'm under a limited contract. The reason that I wanted to resign is that I'm being harassed by the companies he owes money as he is not paying them. Moreover, the employer is not giving us health insurance. I don't want to get a ban or pay any money to the employer in case of resignation. Kindly advise, what should I do? Thank you!

Q: I have an unlimited contract, I have sent a resignation letter mentioning that I am ready to serve the notice period, can my employer ban me?

Q: Dear Khubaib, I am an employee working in a private firm with an unlimited contract. I have resigned and my contract determines 60 days as a notice, however, I want to serve only 30 days due to other issues. The company forces me to serve full 60 days. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can the company (if they want) still request a one-year ban on me? Regards,

Q: I am working now as a Data Entry Clerk/Medical Transcriptionist in Dubai in a free zone company for more than 2 years under an unlimited contract. I finished the contract of 2 years (limited contract) and renewed for another year in which it became unlimited. I sent my resignation in July 2019 with a notice period of 1 month, but my employer rejected it. On 24 October 2019, I sent my resignation again, and he rejected it again saying that he did not receive the letter and accidentally saw it when he came, as he is out of the country. I am sending my resignation through email as my employer is not usually coming to the office and it is impossible for him not to receive it as my second resignation was twice and the PRO confirmed that he received it as I put him in CC. What should I do? And how can I respond to my employer?

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).