س: السلام عليكم، تحية طيبة وبعد، كما هو معلوم فإن قانون العمل الجديد رقم 33 جعل جميع عقود العمل محددة المدة، ولدينا الأسئلة التالية: 1. مَن يتحمل تكاليف الإقامة في حالة استقالة العامل قبل انتهاء عقد العمل؟ 2. إذا كان قانون العمل يتيح لصاحب العمل تحميل العامل تكاليف الإقامة في حال استقال قبل انتهاء عقد العمل، فهل يمكن لصاحب العمل وضع شرط جزائي في عقد العمل ينص على تحميل العامل تكاليف الإقامة عند الاستقالة قبل تاريخ انتهاء العقد؟ وما الحد الأعلى للشرط الجزائي؟

Q: Dear Sir, My name is S. Mohamed Raazith. I have been working in Abu Dhabi for the past 1 year and 7 months, my visa is on an unlimited contract and my notice period is 1 month. I got another offer from a company which is also in Abu Dhabi. I submitted my resignation on September 4, 2018. Now, my company is saying that I need to wait until a replacement comes or complete the contract and go like that. If I go to the Indian Consulate in Abu Dhabi, will they help? I need to join my new company as soon as possible. Please advise me.

Q: Hi I submitted resignation to my company in the UAE but the HR department is not accepting my resignation. 20 days passed and I have also requested them many times to accept my resignation and they are refusing to accept it. But after 20 days, the management is terminating me and saying "we will not cancel your visa and will not allow you to work for another company." They are saying "we will send you back directly to your home country without any notice period." I have a job offer from a company in the UAE. Please advise.

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).