Q: Hi, I have just joined a company in Dubai for 2 months. In the contract, it does not show any probation period. They said that they are already done with my visa but not yet stamped on the passport, also not yet done with my EID. If I resign, can they ban me? Or I have to give 30 days period before I can quit? Thank you!

Q: Hi, I was on a visit visa in Dubai in September 2016, I got a job and my employer applied for my employment visa in Oct 2016. When signing contract although I'm a real estate broker and that what is written in my offer letter as well, they put my visa under archives clerk as to avoid the cost of RERA certification. Also, the company was telling me to sell financial products which I have no experience in, so I resigned and left for India as my tourist visa was about to expire, my previous company is not ready to cancel my visa. Does this automatically put a 6 months ban on me and will it affect my ability to get a visit visa as my sister is based in Dubai? Please note that I have not entered UAE on their visa and it's expired on 17 Dec 2016.

Q: I want to resign from my work and I am still in my probation. My employer has given me an entry ticket expiring on November 2, 2018. I don't have my working visa stamp and never gone through medical. If I resign, do they have the right to ban me for 6 months or 1 year?

Q: Dear Lawyers, I am working at a company, but I have my own visa. I want to leave this company because of my studies. It's only been one month, and I haven’t taken a visa from the company, nor am I under their labor contract. Can I leave the company today?

Q: I resigned from my company last month after completing almost 1.5 years of service and have received my visa cancellation and labor contract termination. Although I only received the End of Service (EOS) document and details last week, I noticed that a deduction was made, with the company stating that I had not completed my notice period. Upon reviewing my contracts, I found that my company’s internal contract specifies a two-month notice period, whereas the MOHRE contract states only one month. I served approximately 35 days of my notice period. When I raised this concern with the company, they responded that it is their internal policy to deduct an amount from employees who serve less than two months of notice, regardless of what is stated in the MOHRE contract. I would like legal guidance on this matter. If I file a complaint, will it affect the remaining balance amount that the company is supposed to pay me? Thank you.

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.