Q: I'm on a limited contract. I would like to resign from my current job and I have not completed my probation period; I have completed only 3 months. I would like to take up a better offer in another country. Am I liable to pay anything to my employer? Do I need to get a consent signature from my employer to get the visa cancelled? My visa is in Dubai, UAE, a limited contract visa. Regards, Karthik

Q: Hi Sir/Madam I have given resignation during my probation period (within three months), and I want to know if I have to pay any compensation to the company.

Q: Good day, My situation is that I submitted my resignation last October 5 effectivity same day, in hard copy. I also emailed it to my manager and sent it on WhatsApp to my boss and manager. They saw my resignation in WhatsApp but my manager doesn't accept my hard copy because he said that he doesn’t want to have problems. So, I messaged my boss through WhatsApp and he doesn't seem to care about it. They told me that I have to pay the visa cost before they give me my passport. I talked to the Labor Department and they said I should only pay my employer 45 days of my salary, and I am willing to pay the 45-day salary for resignation but my boss is asking to for the visa cost also. He said he knows his rights and I must pay more than just the 45 days salary. Please help me, I don't know what to do. I need to get back urgently to the Philippines.

Q: Good day I just want to ask regarding my contract. As of now, I'm working under a limited contract. If I want to resign, can I pass my resignation and stop my duty right away? If my employer does not agree, what should I do? I'm willing to pay also the 1 and a half month from my salary to them. But can I ask them for my overtime pay and the amount that they deduct from my salary in return? All the overtime, cancel off and salary deduction are in hard copy with me. Thank you in advance.

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 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).