Q: Hi Anita, Can the employer force the employee to render 3 months notice, even if the employee is willing to pay the visa fees and only render one month? Can the employer file absconding case against the employee for not taking 3 months notice?

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: 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: Hello, 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 was amended a few months ago 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 and will take action 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 the employer is still forcing me to serve one more month, which I cannot do as I have another company to join on February 14th. I can't afford to lose this opportunity. I am currently working in the aviation industry in Sharjah, and my visa is a freezone visa. Your prompt response will be highly appreciated.

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.

Several modifications have been made to the UAE Labor Law 2025 to protect employee rights and guarantee compliance with modern employment practices. In general, understanding UAE labor laws fosters positive employer-employee relations, ensures legal compliance, and helps establish a balanced workplace.

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.