Q: Dear Sir/Madam, I'm still working with a company under probation, but they called me and insisted that I sign a termination letter. They also instructed me not to come to work tomorrow and sent a cancellation letter mentioning disciplinary action. I refuse to sign any warning letter or related documents. I'm concerned that signing the cancellation letter now might result in a ban. Additionally, I'm unsure if I'll be able to find another job at any company.

Q: My employer terminated me at 5:30 on a Thursday before I leave at 6:00 PM for an argument I had with HR. I passed the probation and they didn’t pay me for one month / 3 months and it’s an unlimited contract! I’m going to sue the company but want to know if this case will be taken seriously! Note: the employer is a DIFC company.

Q: Dear Sir/Madam, Can a company terminate any employee during the probation period without any valid reason? It happened to me; they don't have any valid reason but still state that we have the right to terminate you without any valid or non-valid reason. Is it really true? Please answer!

Q: I moved from another country for a job almost 6 months ago. Based on the offer letter and employment contract I received and signed, I agreed to a 3-month probation and a 3-month notice period before coming to Dubai. Upon arriving in Dubai, I was then given a MOL contract which I was told was standard 6 months probation. I was told at 3 months that I had passed my probation. I have just come to my 6-month mark (just before my exact 6-month date) and have been told I did not pass my probation and have been given 14 days' notice. Where do I stand? The employer is not negotiating and is stating it is standing by the MOL agreement and not the employment contract. The company has bounced between the 2 agreements in order to suit its own interests.

Q: Dears, May ask if the employee is terminated today, what is his eligibility for final settlement calculation? He worked for 6 months only.

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.

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.

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.

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 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.