Q: To whom it may concern: I came here to Dubai on a visit visa. I found a job and started training Dec 22-31. I officially started working on January 1 but they just gave me a Job Offer from MOHRE on January 11 which was sent only via WhatsApp and I never signed because they did not ask to sign it. Yesterday, January 17, I decided to not continue working with them as I cannot endure the sickening attitude of my manager. They told me that I need to serve a 30-day notice period plus I need to pay 6000 DHS because they already processed the visa. I asked them where is the visa and I told them that I never signed the Job Offer, and they did not reply to me anymore. Can I immediately leave the job or do I need to render a notice period of 30 days plus the 6000 DHS they are asking? Is there any legal agreement between us even if I did not sign the job offer? By the way, my passport is also with me. Please help me enlighten my mind on this situation. Thank you and more power to your firm.

Q: Hello, I renewed my visa with my current employer last year (June 2024). I would like to resign and give a one-month notice. However, according to my labor contract, my notice period is three months. Our salaries have been delayed for three months and are now almost four months overdue. What should I do since I need to join a new company in one month?

Q: Dear Sir/Madam, I am currently on a company visa, which began last October 2023. However, with the recent management change, I am uncomfortable with my workload. I am handling the responsibilities of three positions but receiving a low salary. Moreover, 80% of my colleagues, including management, are Russian speakers, while I am not. Many of my colleagues have minimal workloads but higher salaries. I feel exploited, discriminated against, and undervalued. If I decide to resign, are there any liabilities I need to settle with the company? Any assistance would be greatly 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.

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.