س: السلام عليكم، هل يمكن أن تزيد مدة شهر الإنذار عن شهر لعقد محدد المدة؟ وهل يحق للموظف ترك العمل عند تحقيره أو شتمه؟

س: هل يمكن استخدام رصيد الإجازات في حالة الاستقالة؟ بمعنى إذا تقدَّم الموظف باستقالته ولا يريد قضاء شهر فترة الإنذار، فهل يجوز استخدام رصيد الإجازات باعتباره بديلاً عن فترة الإنذار ولا يعمل؟

س: أنا صاحب عمل ولدي عامل تقدَّم بالاستقالة ولم يلتزم بفترة الشهر الإنذار وداوم 14 يوم فقط من شهر الإنذار. عند تقديم شكوى ضد العامل، قال المستشار القانوي الذي اجتمعنا معه أنه لا توجد مشكلة ويرجع العامل لإكمال الشهر! هل يجوز ذلك بعد إخلاله بالعقد؟ وما الحق الذي ينص عليه القانون لصالحي؟

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 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).