Q: Hello I am currently working for a company registered in DMCC free zone. I have resigned and currently serving my notice period of 30 days, I still have 10 days left to serve. It seems the employer is delaying the process because he is not taking time to discuss the exit process nor the EOS. 1) If the employer delays or refuses to cancel/transfer the visa, what can I do? I need to cancel/transfer because of a new job waiting for me. 2) Is it legal for the employer to delay or stop the cancellation/transfer? 3) What legal measures can the employee take? Can the employee later file a complaint about the delay and claim damages related to a late start of work, which includes missed salary and work opportunity? 4) In case of disagreement on the EOS, can we still do the cancellation/transfer first, and later settle EOS separately (in order not to delay my new job starting date)? 5) The employer said that the EOS was paid as part of last year bonus? is it legal? Thank you in advance.

Q: My office is in Tecom Free Zone. I resigned one month back and now completed the notice period but they didn’t cancel my visa. My new employer is asking for cancellation papers to get me onboard. The current company is not issuing them. I would like to know how many days can a company hold my visa cancellation? And what steps I have to take if they delay my visa cancellation?

Q: My office is in Abu Dhabi but the company gives me a Sharjah visa because my position is required in one of our projects in Sharjah. Now, I resigned and asked for cancellation but it is almost 1 month and my visa is not cancelled yet. My new company is asking for the cancellation, what should I do to make my old company give me my cancelled visa?

Q: Dear Sir/Madam, I am a medical coder, and I have been working for a company for four years. Yesterday, I received a new job offer, and my employment contract will expire on April 22, 2023. Do I still need to serve a three-month notice period, even though my contract is limited?

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).