Q: Dear Sir, My husband and I worked as teachers in Al Ain, UAE, first from 2009 till 2013 and then went back in August 2015. However, we had issues at work and decided to resign in January 2016. Then the principal tried to dissuade us and did not accept our resignations. We told her we did not want to stay, but she still refused to accept them. In February, my husband went to her again and reminded her that we were leaving in end of March. She got mad and threatened both of us. What could we do? We stayed in March finishing the term and left on the 30th sending her yet another reminder of our decision. The problem is that she never accepted our resignations. We are now in another country and we need a police clearance. It has been 2 years since then. Another problem is that we couldn't close our bank accounts. We had no debts or unpaid cheques. We have now been waiting for more than 5 months to get my husbands police clearance and there is no sign of ever getting it. Are we eligible?

Q: Dear Sir, I would like to know more about the notice period to terminate a person in Ajman Free Zone and how to implement it. My friend got a notice period upon termination without a specific time mentioned in the letter. Instead, it mentioned, "as extended up to handover". Is this valid as can it be extended for more than the agreed terms, which is 1 month from the termination or resignation as per the labour agreement? Please advise. My friend is working at this company as a manager for the last 5 years, and the contract is unlimited. Salary is AED 30K.

Q: Hi Madam, Good afternoon. I am writing on behalf of my wife. She is working as a school nurse in Dubai for more than 3 years. Now, my wife got a good offer and submitted resignation on 26th August 2018 by mentioning last day of working as of 07th October 2018. The school accepted the resignation and asked for 45 days salary as compensation. We also agreed to give the compensation and informed the new school that she will join on 08th October 2018. But now they are asking to work for some more days as KHDA inspection is coming to school by the end of October. We told them it is not possible because we already informed the new school about the join date. The current school still have not started any relieving process. How can we overcome this issue?

س: السلام عليكم، عند تقديم إخطار ترك العمل مع احترام فترة الإخطار المذكورة في العقد وهي شهرين، هل أذكر أسباب ترك العمل في الإخطار أم لا؟ وهل يحق للشركة أن تطالبني بحقوق في حالة تقديم هذا الإخطار للموافقة عليه؟ هل يجوز للشركة إصدار حرمان لي من دخول الدولة؟ شكرًا لحضرتك!

س: السلام عليكم، صيغة قانونية لرفض استقالة موظفة مهندسة استشارية. سبب الرفض مشاكل من ملاك مشاريع ومخالفات من البلدية على شركتي.

س: السلام عليكم، أعمل في شركة منذ سنة ونصف. في البداية حصلت على عرض عمل ولكن لم تصدر إقامه لوجود حظر على الشركة. صدرت منذ 4 أشهر إقامة لي على شركة أخرى يملكها صاحب الشركة التي أعمل بها بسبب الحظر على الشركة التي أعمل بها، ولكن لم أحصل على شهادة عدم ممانعة (إعارة). الآن أريد تقديم استقالتي والانتقال إلى وظيفة جديدة. ما الإجراءات؟ وهل تُطبّق عقوبات ضدي لأنني لم أكمل 6 أشهر على الإقامة أو أي عقوبات أخرى؟

Q: Dear Sir/Madam, I gave my resignation to our HR through email and provided a hard copy, but he is not giving me an acceptance letter. Is it important that I receive an acceptance letter, even though they have accepted my resignation verbally?

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).