Q: I'm a German national who got an offer for a job in JAFZ, which I subsequently accepted by signing an "Employment LOI" starting 09.04.17. On 10.05.17 the LOI was revoked because my work permit got rejected by the DNRD. The reason for rejection was not given and I was told by company's PRO that I'm not allowed in Dubai. I have never been in Dubai before the rejection. I contacted JAFZA and found out that the PRO made mistakes in submitting the application. A company letter was requested and was never provided. The PRO convinced the company that my father's religion "Shiite" and my birthplace "Lebanon" is the problem. I was then told by the PRO that I'm not allowed to enter Dubai. I was able to enter on 15.05.17 without any problems. 1. Is the LOI legally binding? It does not state any conditions concerning the visa. 2. Can I sue the company under the anti-discrimination law and demand compensation? 3. Can I find out why DNRD rejected the application as the company is refusing to ask for clarification?

Q: Dear sir/madam, I need advice or suggestion regarding my case. I am a specialist doctor working in an MOH Govt job and I got a call from a private hospital in Dubai. CV was short-listed an interview was done and I was selected, then I received an e-offer letter and after accepting it, a final offer letter was signed. They asked me to resign from my job which I did with 1 month's notice. Now after the cancellation of the license, they have to apply for a new license. For one month, I was waiting and asking for joining. Out of sudden, they are saying that they are not able to obtain a license from MOH because this category of the previous license is not applicable to the private sector. From the start, I kept mentioning and asking to be sure; they said no issue will be for getting it. Now they said they can't. Now, I don't know what can I do. I lost my previous job because of them. I want to know what legal rights I have, and what legal action I can take against the new company.

Q: I received an offer letter from a company (the offer letter has the Managing Director's name mentioned but no signature) which was accepted by me (via email confirmation). This was followed by a face-to-face meeting with MD to finalize my joining date (which was agreed to be 01-Apr-2021). Accordingly, the new employer asked me to resign from my current job and submit a business plan for my new role. I resigned from my current position and, as requested, a business plan was submitted. I and my new employer, along with another co-founder, had a detailed discussion on zoom call on the business plan and everything seemed fine. Suddenly, after that meeting, my new employer is not responding to my calls and messages. Also, they are not giving any clarity on my joining date. In case my new employer revokes the offer, do I stand a chance to sue the company and claim compensation?

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.

According to this Decree, tentative approval to admit a foreign worker for the purpose of employment in the UAE cannot be granted until an Employment Offer that conforms with the Standard Employment Contract is duly signed by the employee and presented to the Ministry of Labour.

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).