Q: Hi Madam, Good afternoon. I am writing on behalf of my wife. She is working as a school nurse in Dubai for more than 3 years. Now, my wife got a good offer and submitted resignation on 26th August 2018 by mentioning last day of working as of 07th October 2018. The school accepted the resignation and asked for 45 days salary as compensation. We also agreed to give the compensation and informed the new school that she will join on 08th October 2018. But now they are asking to work for some more days as KHDA inspection is coming to school by the end of October. We told them it is not possible because we already informed the new school about the join date. The current school still have not started any relieving process. How can we overcome this issue?

Q: I am currently working for a free zone company in DAFZA. The job is not going well for me and I would like to leave. I signed a three-year contract and it has been nine months so far. My contract states that I need to give one month notice but my employer wants me to stay for two months. He says it is company policy not to accept the breach of contract compensation, hence I must serve two months without pay. I am supposed to pay him for three months half pay, and he is refusing to allow me to pay that and serve one month notice. I am even thinking of just absconding and going back to my country. Will I get a labour ban and immigration ban? I received an offer from one of our clients as well, but my contract has a non-competition clause. Does this apply, given that the two companies are in different industries, one is a supplier of products and the other is a consultancy service provider? I am considering going back to my home country as my employer is being unreasonable on the 2 months notice.

Q: Dear Sir, I would like to know more about the notice period to terminate a person in Ajman Free Zone and how to implement it. My friend got a notice period upon termination without a specific time mentioned in the letter. Instead, it mentioned, "as extended up to handover". Is this valid as can it be extended for more than the agreed terms, which is 1 month from the termination or resignation as per the labour agreement? Please advise. My friend is working at this company as a manager for the last 5 years, and the contract is unlimited. Salary is AED 30K.

Q: Dear Madam, I am a doctor, working on a limited contract in a private hospital. I finished one contract of 2 years + one more year. I am planning to terminate the next contract in the middle. In the contract, it is mentioned 3 months notice period with 3 months full pay compensation for either party. I understand, as per the UAE labour law, only half of 3 months notice period with 45 days compensation. Please clarify & advise. Thank you, With regards Dr N.

Q: Dear questioner, I have submitted my resignation letter with a 1-month notice period. Now that my last day is approaching, my manager is threatening to hold my final settlement and forcing me to extend my notice period. Despite informing my HR and manager of my health issues, they are continuing with their actions. Please advise!

Q: Dear Sir/Madam, I was terminated and provided with a three-month notice period in accordance with my employment contract. However, the contract is fixed-term (following a switch from an unlimited-term contract) and the termination occurs before the end of this contract's two-year term. I would like to inquire whether I am entitled to compensation equivalent to three months' salary, as I have read in the federal labor law. Additionally, the termination letter did not specify the reason for my termination. Thanks a lot!

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.

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).