Q: Dear Sir/Madam, I had an employment contract for 3 years, but I worked for only 6 months and then resigned. The employer refused to cancel my visa and asked me to pay the recruitment fee of 5,700 AED, which was to be paid by me and my new employer. I don't have the money to pay, and my new employer is not willing to pay for me. What can I do now? I have already complained to the UAE Labour.

Q: Dear sir/madam, I am working on a mission visa in the UAE. I got another offer from another employer. They require to join immediately. But my current employer does not give a release immediately. They are saying that 1 month's notice period is required. Is a notice period required for a mission visa? And if I miss that offer, can I file a case against the current employer? Please advise!

Q: Sir, I'm working in a security company as a security guard since June 2018. Now my visa is going to expire in August 2021. I don't need to renew my visa. I gave a resignation letter to the company but they are not accepting it. They are refusing it from head office. I need to go cancel my visa but my employer is forcing me to renew my visa otherwise I'll stay here for 4-5 months without a job and I will pay the overstay penalty also. The employer is threatening me and he did not give me vacation and vacation money yet. Can I go after my visa expires? Will I get a settlement from the company? My passport is also going to finish the same month after the visa expires. Please give me an answer.

Q: Hello, I resigned from my company after 9 months. I signed a company letterhead agreement stating that I would pay for visa and other expenses if I resigned before the end of my contract. However, there is nothing in my Ministry of Labor contract that says I have to pay anything. The company has already deducted 800 AED for visa expenses from my salary and is now demanding an additional 20,000 AED. Should I pay them? Is there any legal value to a company letterhead agreement?

Q: Hello, My company brought me to Dubai on a visit visa, and after two months, they provided me with a work visa. However, they have been holding my passport. I recently submitted my resignation, but they are refusing to accept it. I am hesitant to approach MOHRE since I initially worked for two months on a visit visa. However, the visit visa was arranged and sponsored by the company, including the flight ticket. My contract includes a three-month notice period, but I do not want to return to my home country; I simply want to leave this toxic work environment. What would be the best way to handle this situation? I am currently working in Dubai under my company's work visa. After my resignation, my visa will be canceled. I want to explore other career opportunities in Dubai. How can I extend my stay beyond 30 days? After 30 days, can I stay on a visit visa? If so, how can I apply for one? Do I need to return to my home country to obtain a visit visa and then re-enter Dubai?

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.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).

The Decision establishes a new employment system in the UAE allowing employers to recruit employees classified as skilled workers level 1 and 2 for a part-time job. Under this decision, skilled employees who are already employed elsewhere, can work with more than one employer under a part-time contract without the permission of any employer.