Q: I am currently working for a free zone company in DAFZA. The job is not going well for me and I would like to leave. I signed a three-year contract and it has been nine months so far. My contract states that I need to give one month notice but my employer wants me to stay for two months. He says it is company policy not to accept the breach of contract compensation, hence I must serve two months without pay. I am supposed to pay him for three months half pay, and he is refusing to allow me to pay that and serve one month notice. I am even thinking of just absconding and going back to my country. Will I get a labour ban and immigration ban? I received an offer from one of our clients as well, but my contract has a non-competition clause. Does this apply, given that the two companies are in different industries, one is a supplier of products and the other is a consultancy service provider? I am considering going back to my home country as my employer is being unreasonable on the 2 months notice.

Q: I have been working in JLT free zone (DMCC) company. As per my employment contract with the company, the notice period is 90 days. However, as per the law, the notice period is 30 days. Could you please advise me which period will prevail in this case?

Q: I am working on a limited contract with a company. I have signed a 2-year limited contract and I have completed 9 months. I was trying to negotiate with the company. I wanted to leave back to home country due to family issues and I was ready to serve a notice period and 45 days' salary or even 3 months' salary, so that the employer does not put a  ban on me. They replied they will put a ban and they don’t need a notice period. They will follow the UAE law and they have already removed the system access from me. They have emailed me, now due low performance we have suspended you for two days. What’s the best solution to get rid of them and avoid a ban? Will this suspension affect me? What’s the best solution you can suggest for me?

Q: Dear Sir, I am working as a general electrical engineer under an unlimited contract with 3 months notice period. My visa is going to expire on the 04th of March 2019 and I don't want to renew as I got a good offer from some other company. Do I still need to serve three months or is there any legal way to come out? Also, please confirm how much maximum time my company can hold me without renewing my visa.

Q: One of my friends is working in the UAE for almost 5 years. He got a new job and resigned from his current job with a one-month notice period as per the contract. He was also required by the new employer to join him within one month. But his current employer is threatening him to spend at least 3 months with him as notice period or he will make any case against him to stop him joining the new company. Can you please help in the light of the UAE labor law?

Q: On an unlimited contract which says 3 months notice, the employer has taken in writing 6 months notice separately. My friend gave notice. 4 months passed and he wants to leave the UAE urgently. The employer is holding his passport and not releasing it. If the employer gives a labour ban, no problem, but he wants to avoid a travel ban. What are the options?

Q: Hi madam, I am working at a civil site for a contracting company in Abu Dhabi. I gave a resignation letter and working on the notice period now and it is near to finish. I wish to leave the company because of some personal problems but today my company owner said to me that they cannot cancel now and I need to wait for more time here so that they can find a new person for this job. So please tell me how can I get a cancellation from here?

Q: Dear Lawyers, My notice period, as per my contract, is 2 months, but I have received a very good opportunity. I would like to serve a 1-month notice period instead. What can be done in this regard?

Q: I am writing to clarify the situation regarding my resignation. I officially resigned on December 31st, 2024, and according to my understanding and the initial agreement, my notice period was to end on January 31st, 2025. However, my contract has been amended a few months back to reflect a two-month notice period. I would like to emphasize that I have not signed this amendment, and the employer is blaming me for not signing the amended contract which will be taken against me. Please let me know how you would like to proceed, as I am eager to ensure a smooth transition and complete all required handover tasks within the original notice period. I have already completed my notice period, but my employer is still forcing me to serve one more month which I can not as I have another company to join on 14 February. I can't afford to lose this opportunity. Currently working in the aviation industry in Sharjah and my visa is a free zone. Your prompt response will be highly appreciated.

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 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).