Q: Hi, I recently accepted a job offer from a company in Dubai. According to the offer letter, the notice period is 30 days. However, upon joining, I was asked to sign the MOL contract, where the notice period is mentioned as 90 days. I don't want to sign the offer with a 90-day notice period. I checked with the employer, and they mentioned that this change happened recently. Kindly advise on the following: Which offer letter is valid in this scenario? Should I consider filing a legal action against the employer for changing the employment contract terms without informing me?

Q: Hi, I need advice on the termination of my contract and notice period. I'm in the first year of my second fixed-term contract with my employer (a school) and was terminated on March 21st due to restructuring. My employer's contract states that I must give one term's notice, so they want my last working day to be July 5th. However, my MOHRE contract states that "the terminating party shall notify the other party of such desire 3 months as a prior notice before the determined date of termination, such period shall be similar for both." My employer argues that because we had a two-week spring holiday followed by a one-week Eid holiday, my notice period does not include the holidays. Can you please advise on what my last working day should be? Additionally, what is the correct end date of the notice period, and how can I get my employer to agree?

Q: Dear Sir/Madam, Good morning, I hope you are doing well! I came across legaladvice.com while browsing the internet. I have been working with my company for over 11 years, but my direct superior recently informed me that my contract will not be renewed for the 2023-2024 school year. I will only be serving the school until the end of the current school year, 2022-2023. Is this correct? My visa is set to expire in January 2024. Do I need to submit a resignation letter? What will happen to my gratuity? Will I be paid for the remaining months before the expiration of my visa? I would greatly appreciate it if you could provide clarification and assistance with my concerns.

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.

An interview-format article covering the topic of employment termination without a valid reason in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. Ludmila discusses the aspects of termination, like notice periods, end of service benefits, arbitrary dismissal, unpaid salaries etc.

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.

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.