Q: Dear Sir/Madam, I am working in a company on probation for 2 months. Due to a mistake done by the former employee who worked in my position, the employer gave me a termination letter with 30 days' notice without considering my explanation. Also, the prior employee came to train me for these two months and his payment was deducted from my salary. The employer asked me to pay more than 6000 AED as visa cost from this month's & next month's salary. As per the contract letter I signed with him, there is a clause as I have to bare the cost of employment (visa related) if terminated on probation. Kindly help on this since I have to work without payment till my last working day even though it is not a voluntary resignation but an unfair termination.

Q: Hello, I have been terminated from my job within 3 months of my probation and they asked me to sign the letter which I already signed. They gave me 15 days' notice and told me that they will pay for the last working day in the company, is it right?

Q: Hi, I have been terminated from employment and my employer said that they will keep my visa until 7 November to give me time to find a new job. If I don’t find a new job by then, they will cancel the visa anyway. It is unlikely I will secure a job by the 7 November deadline. I understand you have a 30-day grace period to change your status after visa cancellation. My plan is to change to a tourist visa. My question is, if I want to go back home (U.K.) for a while (say 20 November to 4 Jan) and continue applying for jobs from England, what do I need to do regarding my visa? If I exit the country on 20 Nov (within the 30-day grace period) is that sufficient? I’ll still have my apartment, bank account, etc. here. To formerly ‘exit’ after residence visa cancellation, do these also need to be exited/closed? Or is it as simple as I need to exit within 30 days of 7 Nov. so I can fly out mid-November and when I come back in Jan I just get a tourist visa?

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.