Q: Good day, I am currently under a 2-year limited contract in Dubai, which began on March 17, 2022. I submitted my resignation on January 15, 2023, due to personal reasons, as I need to return to my home country. My employer replied on the same day that my resignation has been rejected. I will be serving my 2-month notice period, which will end on March 14, 2023, as stated in my resignation letter. I have also requested to have at least 10 days removed from my notice period, which can be deducted from my remaining leave credits. As of today, I have not received any update regarding my resignation, except for my direct manager replying to the rejection email from our HR department. - When will my notice period start? - Will I be liable to pay early termination compensation to my employer even if I serve my notice period? - Will I be entitled to a 1-year gratuity, since my resignation has not been acknowledged until now, and my notice period will end around my 1st year in the company? Kindly advise. Thank you!

Q: I have been working in a hospital for 5 months when I submitted my resignation. I am a laboratory professional but my visa is archive clerk. My contract states I (may) work under 6 months probation period and states that the notice period is 3 months when either party terminates the contract. My question is I am still in the probation period, does this notice still applies? I tried to compensate for my remaining notice but they said they are currently not accepting it because there is no applicant but they are not posting their vacancy. Is there anything I can do to lessen my notice period? Thank you.

Q: Sir/Ma'am, I sent my resignation through email but they rejected it and also told me that I face legal consequences. I am on probation period. Does my employer have to accept the resignation to start the notice period? What should I do? Will I serve my notice period?

An interview-format article covering the topic of the amendments to the company law in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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.

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).

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.