Q: Are the medical insurance, visa cancellation, and workmen's compensation part of the recruitment cost to be billed to a new employer for employees hired within the probation period?

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: Hello Sir, I have received an offer letter from a non-profit organisation in Abu Dhabi, UAE working with the UAE government for environment conservation. They are offering a 12 months limited contract and I will need to reimburse them for visa, medical and medical insurance costs if I resign before the contract expiry, even if I serve a one-month notice. My questions are: 1. Being a government entity, are they legally permitted to demand/deduct visa, medical and insurance costs from an employee? I know the labour law prohibits it. 2. I am expecting another job offer in 2-3 days time but this organisation wants me to respond to the offer ASAP. If I accept this offer now (dont submit any ID/ passport documents), can I inform them afterwards that I am not going forward with this offer? Are there any legal implications?

Q: Hi, Is it legal for employers to deduct change of status and inside-the-country visa fees from employees? Is it the employer's responsibility to provide family medical insurance for their employees, according to UAE law?

Q: Dear Lawyers, Is it required to cancel the medical insurance of an employee once their employment visa is canceled and they have a new job? What happens if the medical insurance is not canceled?

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 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.