Q: Hi, I joined a company in Dubai free zone 3 months ago with unlimited contract and a probation period of 6 months. My current situation is that I am not comfortable with my current employer and want to come back to my home country. I have handled my resignation letter 10 days ago. My visa is still in the process of making and I have not got my passport back yet. The company does not want me to leave and now requires me to pay 30000 AED without giving any explanation. Could you please let me know if Free Zone Labor Law allows a company to charge employee resigning from work during probation period? What is the process of resignation from here? When should company return my passport? Regards, Karolis Griskevicius

Q: Hi Sir/Madam I have given resignation during my probation period (within three months), and I want to know if I have to pay any compensation to the company.

Q: I am under a limited contract with a DMCC company. The contract has been generated on the 5th of September 2017. Both parties signed on the 19th. The first day of work was the 25th of September. Which date is considered the official date of joining, so I can know if I am still on probation? What do I have to pay to my employer if I resign on probation? What is the compensation? Do I have a risk of getting a ban? Nadine

Q: Hello, How can I terminate a contract with the sponsor after only 1 month? The workload is too much for me!

Q: Good afternoon, I have been working in a hydraulic shop as a hydraulic hose technician. I've left the job during the probation period. My contract is unlimited. For leaving the job during the probation period: - Shall I pay the proportional costs of the visa? - Would I face a ban by MOHRE/Employer? - Shall I communicate 30 days before leaving? - Should It be as a mutual agreement between both parties, or I can quit the job without the consent of the employer?

Q: 1. Is it allowed to resign within two months while an employee is on 6 months probation period? 2. If an employee resigns, would he/she be responsible for all expenses related to visa and medical insurance?

When an employee or employer mentions legal issues related to their labour relationship, the first question to be raised is: do you have a limited or unlimited labour contract? We try here to shed light on the relevant provisions of the limited and unlimited contracts in the UAE labour law pertaining to resignation, termination of employment, notice period and calculation of the end of service benefits.

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).