Q: I am a skilled person having an engineering degree and I had signed an unlimited contract with a Dubai-based company. However, my company doesn't have a skilled visa so they applied for my visa under unskilled. So my questions are below: 1) Is it legal? 2) Is it possible to change it from unskilled to skilled? 3) Can the employer impose a travel/labor ban (in case the employer does not agree to terminate the agreement ) if I switch to another company after completion of the probation period? 4) Will I face any issue in getting my family over there? Please assist me! It will be really helpful for me. Thank you!

Q: The employment contract is 2 years. If the employee wishes to cancel the visa, how much is the penalty cost for breaking the contract?

Q: I had signed an unlimited contract with a Dubai based company. In the offer letter, I was given a designation as Business Manager with salary AED 30,000/month. However, in the MOHRE contract, my designation is showing Sales Executive having 4th/5th level skill. When I inquired from them, they told me that the designation in MOHRE contract will not have any adverse effect during my stay in Dubai and they have mentioned 4th/5th level skill in the contract because my certificates ( B Tech ) are not HRD attested ( in India ) and they will not be able to wait for long for this attestation. My questions are:- a) Is this procedure legal i.e. getting a person of Engineering degree in 4th/5th level skill set? b) Will it be possible to change the skill level in MOHRE contract if I get my degree attested by HRD and UAE consulate after I land in Dubai? c) What are the possible issues that I will face?

Q: Dear Sir/Madam, Is an archive clerk considered a skilled category? What positions fall under the skilled worker category?

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).