Q: I have a limited period contract for two years and I want to resign as per the internal contract (2 months). I received another offer from a different company, and both companies are in Dubai. Can the employer impose a labour ban on me? If I get a labour ban, and since the new company is a free zone company, will the labour ban has effect as well?

Q: Dear Sir, I am working as a receptionist in a four-star hotel from December 2015. It's been almost more than 34 months since I started, but now I resigned as I got another job. However, my HR department is asking from me AED 5000 for a contract amount which I signed upon joining. I have only 2 months left to complete it, but still, they want me to pay such a big amount. Kindly advise me for the same and whom I should contact so that I can be released from paying this big amount. I am eagerly waiting for your response thank you.

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: Hello Rajasree, Good day to you. I want to ask about the procedures I should make if my two-year limited contract issued from Dubai has expired already, and the company doesn't want to give me my dues or cancel my work permit and visa. Thank you so much.

Q: My company would like to cancel my visa without finishing my one month notice. Is this right?

Q: Hi Sir, I am an Architect Engineer and I am writing to you because I am too much discouraged and blackmailed by my employer. I was selected for an office and I worked there for 3 months and then, due to workload, my employer transferred me 2 times. When he was doing that, he said that he will pay for my rent in the first month and, in the 2nd month, he will increase my salary and, with that, he transferred me. After 1 month, when I asked him for the rent, he didn't pay me the rent. In the second month when I called him, he started shouting and fighting but at last, he paid me for the rent. Now it has been 3 months and he didn't increase my salary. When I text him, he didn't reply and when I call him, he says that he is in a meeting. I have a limited-term contract. When I sent my CV to another office for new opportunities, my current employer called me and blackmailed me that he will ban me for 1 year. I got another job offer double the salary. Can I join?

Q: I have been working for a private company (mainland) for 2 and a half years. My contract now is a renewed limited contract. I have resigned. I have given my company the notice period mentioned in the contract and committed to the penalty for early termination. According to MOHRE Reply to my email, I am entitled to a gratuity along with the rest of the final settlement as this is a RENEWED limited contract. My employer intends to do the following: 1- Review all my attendance during the past two and a half years and impose penalties on me accordingly. 2- Not to give me my gratuity or final settlement until I agree to his terms. 3- Not to give me my passport until I agree to his terms. 4- I am afraid if I report them for keeping the passport, they will just deny that they have it. How do I fight this without prolonging it? Please help me! Also note: I am already discussing another offer so I want to solve this quickly. How do I work for another company while fighting this?

Q: My two-year contract will expire in July 2021, and I resigned in January with a six-month notice period, as required by company policy. However, after I’ve sent the resignation letter, they've asked me to pay for my visa. They told me I needed to work for at least 5 years to cover all of the recruiting costs, which was sadly stipulated in my employment contract. As per my knowledge, employers are not permitted to reimburse any recruitment/visa expenses from employees. Furthermore, I will complete my 2 years contract so why do I need to pay it.

Q: Dear Sir/Mam, My brother is working in Jebel Ali Freezone. He has planned to put resignation as he got another job. His notice period is 30 days as per the contract. He wants to join a new company soon so he would like to compensate for the unserved notice period days. He would like to know if it is his right to claim to pay the compensation to the company or employer and exit early?

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.

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).