Q: Hi I have joined a company on 19 September 2021 and took unpaid leave (after approval) for 9 days. As per the offer letter, probation is 3 months but in the labor contract, it's 6 months. They have been back and forth on my completion of the probation period so I don't know if I did complete the probation or not. I resigned on 14 March 2022 and they asked me to serve a notice period which is until 31 March (if I didn't complete my probation why did they ask me to do a notice period?). I took one day as sick leave and 1/2 day off due to an emergency. Am I entitled to an annual leave payment during settlement? If so how much? Basic: 6000, Housing: 3000, and travel: 3000.

Q: Can the employee take sick leave during the notice period?

Q: Hi Hari, Appreciate if you can help me on the below query. I have recently resigned from my employer during the probation period. I submitted my resignation 12 days prior to my last working day and mentioned my last working day in my resignation. However, as per the employment contract, I have to serve them a notice period of seven days during the probation. My employer has now changed my last working day (for eg: If my last working date was 22nd of Oct they changed it to 17th of October) mentioning that you only have to serve a seven-day notice. Could you please advise if they are allowed to change my last working date? As per my understanding, it was a minimum of seven-day notice. However, I could have provided the resignation before that mentioning my last date. If they want to change the last working they have to terminate me on a minimum notice of seven days. Also, please let me know if during my probation I will be eligible for annual leave encashment and repatriation allowance.

Q: Hi, Is an employee eligible to get 2 days of leave after the end of the probation period, as well as 30 days of annual leave after 1 year of service?

Q: Hello, How many days of annual leave are employees entitled to in the UAE?

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.