Q: Hi, Good Day I would like to inquire regarding my case. Currently, I have a limited contract with 3 months notice period. My first contract started in November 2020 and ended in 2022. I recently (December 2022) renewed my limited contract after finishing my first contract with the same company. Now I got an offer from another company with a 50% hike in salary and the new company can hire me only if I join within a month's time. My present company is having 3 months notice period. I am willing to serve 1 month's notice period and ready to compensate for the remaining two months. My current employer is not accepting this and asking me to serve 3 months. Is there any option that I can move out after serving one month's notice period and without getting a labor ban? Kindly advise.

Q: I have not received my salary for the last 3 months. Now I got a job offer from another company. Then, I mailed the resignation letter with a 1 month's notice period. But as per my employment contract, the notice period is 3 months. 3 months' salary is already pending now. Do I have to give another 3 months' notice period? Can I resign with one month's notice period? Because the new employer has only allowed 1 month. What will I do?

Q: Dear Khubaib, I am an employee working in a private firm with an unlimited contract. I have resigned and my contract determines 60 days as a notice, however, I want to serve only 30 days due to other issues. The company forces me to serve full 60 days. Can I use "compensation in lieu of notice" and pay for the 30 days notice or can the company (if they want) still request a one-year ban on me? Regards,

Q: I resigned from my company last month after completing almost 1.5 years of service and have received my visa cancellation and labor contract termination. Although I only received the End of Service (EOS) document and details last week, I noticed that a deduction was made, with the company stating that I had not completed my notice period. Upon reviewing my contracts, I found that my company’s internal contract specifies a two-month notice period, whereas the MOHRE contract states only one month. I served approximately 35 days of my notice period. When I raised this concern with the company, they responded that it is their internal policy to deduct an amount from employees who serve less than two months of notice, regardless of what is stated in the MOHRE contract. I would like legal guidance on this matter. If I file a complaint, will it affect the remaining balance amount that the company is supposed to pay me? Thank you.

Q: I'm trying to resign from my company and found out there's incorrect information between my employment contract, my government contract, and the employee handbook. I was under the impression of having a week's notice period but I'm being told it's 3 months and I'm losing a month's worth of salary. On top of that, it's showing a non-compete clause for the same industry. I'm trying to change companies in the same industry, how much of an issue is that?

An interview-format article covering the topic of employment in the UAE. This is from the legal podcast of lawyer Ludmila Yamalova, the founder of Lawgical with LYLAW. In this article, Ludmila informs readers what they should do and where they should go if they have not been paid by their employer.

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 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).

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.