Q: Dear Khubaib, I am an employee working in a private firm with an unlimited contract. I have resigned and my contract determines 60 days as a notice, however, I want to serve only 30 days due to other issues. The company forces me to serve full 60 days. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can the company (if they want) still request a one-year ban on me? Regards,

Q: Hello Dr. Rashid, I hope you're doing well! I am interested in the contract review + legal advice service. I would like to have some advice/more details about "Compensation in lieu of notice" in accordance with the provision of Article 117 (1) of the Federal Law No. 8 of 1980 on Labour Relations that gives employees the ability to terminate the contract as long as they compensate the employer. In my case, I have already spent 1 month's notice period after my resignation but still have another month to go, and due to personal reasons (going back home), I would like to compensate the company (Freezone) and immediately leave as it's an urgent thing. Would it be a possible thing to check? Thanks!

Q: Hi Sir/Madam, I am working with an E-Commerce company. I gave a resignation letter to my company for one month's notice. But in my agreement, it is stated that: The Employee is required to give 60 days prior written notice to the Employer to terminate this Contract. In the event that Employee gives notice of resignation, this Contract will terminate (the "Termination Date") 60 days from the effective date of the resignation (the "Resignation Date"). From the time of notice until the Termination Date, Employee shall cooperate in all respects in providing transition services to the Company to a standard of professionalism appropriate to Employee's current position in the Company. The Company and Employee may, by mutual agreement, elect to make Termination Date effective at some time shorter than two months from the Resignation Date. Please, can you give some suggestions on how can I be released from my current company? Since it's an unlimited contract and I've been working with the company for 7+ years.

Q: Dear Sir/Madam, I’m quitting my job with a 90-day notice period, but I’m only going to work for 30 days of the notice period. Should the compensation for the remaining days be calculated according to my MOL contract, or can they force me to also pay what was mentioned in the offer letter as extra expenses such as transportation fees and overtime?

Q: Hi there. I have resigned in March. My last day is June 12th. When I finish I will have completed 11 months. I have offered compensation in lieu of notice. My company has rejected it. Is this legal for them to reject? Secondly - as said the last day is June 12th. My employer told me today they will not pay me my May salary in May. Instead, they will hold it and pay in my settlement in June. Is this legal? I work in a free zone but their employment rights they have said are as per MOHRE.

Q: Hello, I renewed my visa with my current employer last year (June 2024). I would like to resign and give a one-month notice. However, according to my labor contract, my notice period is three months. Our salaries have been delayed for three months and are now almost four months overdue. What should I do since I need to join a new company in one month?

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.