Q: Hello, I have got an offer letter from a company but I didn't sign it. They asked me for my passport, photo, and certificate. Now, they say that it was not the original offer letter and they have sent the offer letter for MOHRE's approval so I have to wait until the approval, and then only I can sign the contract. So how long should I wait for the MOHRE contract after the offer letter? Should I look for another company? I have got an offer from another company too. My visa validity will expire in the coming month.

Q: Hi, I was supposed to start a job at a new company after having resigned from my old job and completed my notice period. The new company issued me an offer letter, contract, and work permit, however, they have kept changing the start date, and now, after waiting 6 weeks to start the new job, I’ve been told that the offer has been withdrawn due to a hiring freeze. I’d like to know what Legal options I have as I have suffered financial loss, incurred visa overstay fees for my partner and child’s visas because I was unable to apply for their new visas. I am unable to go back to my old company and the only option I have is to return back to my home country as I cannot continue to incur further overstay fines. What legal options do I have? Can I claim compensation? Please advise!

Q: If there is a contradiction between the offer letter and labour contract issued by a free zone, which one takes precedence? Offer letter states 30 days' notice period during probation, labour contract states 7 days. Which one will be upheld?

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.

By this Decree Ministry of Labour of the UAE has removed the six-month labour ban for those who changed the job before completing two years of service. Labour ban will be still applicable for workers that qualify for skill level 4 and 5 under various circumstances.

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).