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 Ms. Rajasree, I would like to ask if an employee is not allowed to leave a company, even after completing the notice period, without having the employer found and trained a replacement? I mean, I am willing to train if there is someone. But shouldn't it be within my notice period? Can I stop going to work after my last day? And what can I do if I do not have anyone I can hand over to? Can I send an email attaching my hand-over list and procedures using my personal email towards the end of my notice period?

Q: Dear Sir/Mam, After serving my 30 days notice in which I had sent multiple emails to the management for the handover and cancellation, I received the first reply from the management on the last day of the notice stating that I need to extend and the visa will be cancelled only if a satisfactory handover is done. I filed a labour complaint on 16th Feb and got a call from labour on 21st Feb stating that my visa cancellation and settlement will be done by 28th Feb as per the management and the labour complaint was closed. ON the 24th when I called the company if I need to come to sign the cancellation documents, they informed me that they won't cancel my visa as my handover was not complete! I have filed a complaint again. Can handover be the basis of the non-cancellation as I had served my 30 days notice period and whose responsibility is in regards to handover, employee or employer? Can the legal advisor force the company to cancel my visa or is it mandatory to be transferred to the labour court?

Three new ministerial decrees containing a new set of rules for the labour market were issued by the UAE Ministry of Labour last year and came into force on the 1st of January this year. The decrees are expected to alter the contractual relationship between employers and workers in the UAE.

An interview-format article covering the topic of filing an employment court case in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW.

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).