Q: Hi. I want to know if an employee doesn't complete the labor contract and leaves the job, what obligations he would have? Because employees are leaving the jobs just paying 1-month salary and don't get bothered by this. On the other side, the company is losing money paying for their visas, insurance, and training for 3 months which costs a lot. What is the solution for this? Can an expert guide, please?

Q: Hello I have a dispute with a worker who signed the job offer and we started her work formalities. It is not 6 months into the contract, and she is resigning with no cause and asking us to pay her all salaries for last month and any benefits due to her. But she is declining to pay us for the bond/debt she accepted upon her contract signature. I need urgent help with this labor dispute. We are in Dubai, UAE.

Q: Hello, I’m working in a private LLC in Sharjah. I completed 6 months in my organization. Now I need to resign from my job due to personal reasons and I need to go back to my country. I’m ready to serve a notice period. What if my employer asks for money as compensation for breaking the contract? Please advise. Thanks

Q: Hi I am an expatriate and I handed in my 30-day notice during my probation period with my current employer. They have requested that my new employer pays the compensation for recruitment and visa costs due to the fact I am still in my probation period. However, there are no stipulations in my contract about reimbursement of any costs undertaken by my new employer if I resigned during my probation. I realize that under Article 9 Section 3 of the Federal Decree-Law No. (33) of 2021 On the Regulation of Labor Relations states that: "... the new Employer shall undertake to compensate the current Employer for the costs of recruiting the Worker unless otherwise agreed." However, I am wondering if this applies in my case if it has not been specified in my contract or any other documentation that I have signed. Extra context, it is stated in the free zone employment handbook - but again this was not disclosed in any contract that both my current employer and I have signed. Thank you.

Q: I have completed 11 months in my current company including 1 month notice period. I have also completed my probation period. Now I have resigned from my company serving 30 day's notice period as mentioned in the contract. Can the employer ask to pay for visa compensation? Is there any such rule?

Q: Respected Sir, I have completed 8 months in a company and it was mentioned in the contract that after completing 6 months of probationary period, the salary will be revised. But it was not revised for the last 2 months. I got a new opportunity and asking for immediate joining, so I want to resign immediately and I am ready to compensate the company. But they are asking for a complete 3-month salary. But in my contract, it is mentioned that you have to pay 45 days' basic salary and expenses of working visa and license expenses. Kindly suggest to me what should I do because they are asking for 3 3-month complete salary which is not possible for me to pay.

Q: I am on a limited contract and rendering my 30-day notice. I am in my 4th month and still under the probationary period. My internal contract says that if I resign in less than a year, I have to pay the visa costs. But on the other hand, the contract that was submitted to labor doesn't have a clause about the visa costs. Is it valid for them to let me pay the visa costs? Will I get banned if I don't pay?

Q: Hi, I just want to ask, I resigned from my company last December 2023 while I was under the probationary period, and they said I need to pay the visa cost, labor card, and medical expenses, totaling around 5k, before they cancel my visa. Is this correct? By the way, my reason for resigning is that I am returning to my home country. Thanks!

Q: Dear Sir/Madam, If I have already resigned after 1 year and it was a forced resignation, will my current employer pay all the compensation that the old employee has spent on (visa, plane ticket, training)?

Q: I worked for a company and due to the lack of work-life balance affecting my mental and physical health, I submitted my resignation according to the contract I signed. The contract stipulated a two-month notice period during my probation as I joined this company on 05 Dec 2023. I submitted my resignation on March 20 stating my last working day as May 20 But the company released me on April 16. However, for the month of March, I did not receive my salary. Now the company is asking me to sign the visa cancellation letter In this letter there is a clause stating "I certify that I have received all my dues up to date - Employee signature" but I have not received my salary. I also explicitly asked them whether they would deduct any amount for the visas as some people have told me that some companies do such things even when nothing is mentioned in the contract. They replied to that email stating they would provide dues but did not mention any specific date. Please advise me on how to proceed.

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.

تماشياً مع ظروف سوق العمل واستجابة للمتغيرات المستجدة، تم إدخال بعض التحديثات على العلاقات العمالية التي تؤثر إيجاباً على الشركات وأصحاب العمل. هذه التغييرات تهدف إلى تحسين بيئة العمل وحماية حقوق العمال. سنستعرض هنا بلمحة موجزة أبرز هذه التحديثات وما تعنيه للشركات.

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).

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.