Q: Dear Sir/Madam, I am writing to seek guidance regarding my work visa cancellation dilemma. Two months ago, my employer placed me on an involuntary, unpaid leave due to business constraints, and this was communicated verbally. Recently, I have secured a new job, and my new employer has expressed the need for me to transfer my visa under their sponsorship. Despite repeated requests to my previous employer to cancel my visa, I have been consistently delayed with promises of "tomorrow" for almost a month. In light of these circumstances, I have two primary concerns: 1. What measures can I take to expedite the cancellation of my old visa? Should I consider reporting this delay to the relevant authorities such as the Dubai Police or the Dubai Court? 2. Alternatively, is there a legal avenue that allows me to retain my existing visa until its expiration date and commence work with my new employer concurrently? I would greatly appreciate your insights and guidance on this matter.

Q: My office is in Tecom Free Zone. I resigned one month back and now completed the notice period but they didn’t cancel my visa. My new employer is asking for cancellation papers to get me onboard. The current company is not issuing them. I would like to know how many days can a company hold my visa cancellation? And what steps I have to take if they delay my visa cancellation?

Q: Dear Sir, I have a query relating to the cancellation of labour ban on grounds that the company is delaying the salary almost 59 days (1-day short) two months. It has become a habit of the company to delay the salary every month. I would seek the following information: - What are the criteria for breaking the contract on grounds of delay in salary in case I apply for cancellation on the basis of delay in salary? - Shall I have to pay 45 days salary or no?

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 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.

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.