Q: Dear Sir/Mam, As per clause 3 of Article (9) of the Federal Decree-Law No.33, if the worker wishes to move during the probationary period, to work for another employer in the State, he shall notify the original employer of the same in writing within not less than one month from the date of his wish to terminate the contract. Then, the new employer shall compensate the original employer for the costs of recruitment or contracting with the worker, unless otherwise agreed upon. What do "the costs of recruitment or contracting" mean? I resigned after serving for 5 months and gave a 1-month notice period as well. My current employer is asking for 6 months' salary from the new employer because as per him, the probation period salary is also part of the "Recruitment Cost". Please advise. Would the "costs of recruitment" or contracting include SALARY as well?

Q: I’m working in a semi-government company with an unlimited contract and three-year visa in Dubai where I have finished 4 years and 8 months with the company. When I signed the first contract, the notice period mentioned 2 months, but currently, I cannot serve the notice period of 2 months, and my new employer cannot wait that long. Is there something to resign immediately with 2-3 weeks of notice? What will happen if I’ll not come to work after the notice date which I have mentioned in resignation? Thanks in advance!

Q: Hi. I resigned from a company 8 months back but I didn't get my settlement and pending salary, and I was asked to sign the settlement paper for visa cancellation. Since I was about to join another company, I signed the paper and wrote an email to the HR saying that I'm yet to get my settlement when I left the company. It's been 8 months and I registered a complaint against them. They are saying that they will put a criminal against me saying that I stole materials and I used to get commission from suppliers and subcontractors, which is not true. From my side, I have two disputes even though I have not got any money from anybody and I have not stolen as claimed by them. 1. I was planning to start a business with one of my subcontractors and I abandoned that plan. My company is aware of that. 2. I accepted one of my subcontractor's invoice bill before the LPO was issued to them as instructed by my project manager.

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.

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 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.