Q: Dear Sir/Madam, I have resigned and changed my job. My previous employer is asking for an exit stamp, and I don't want to share information about my new visa and status. Is it necessary to share my visa copy?

Q: My labor implementation case is currently in progress. Despite taking several steps, such as inquiring about the bank account and blocking the traffic file, my employer has not responded and disregarded the court's decision. As a result, I requested a travel ban, and the court accepted my request. Now, the employer is actively working to lift the travel ban. He has submitted six requests to the court for its cancellation, arguing that he is a local, the company is an LLC, and he comes from a reputed family. He also stated that the highest court had declared the travel ban to be a violation of human rights and that the non-payment was due to the company’s financial losses, not the manager’s fault. However, the court rejected his request. The employer has now filed a grievance with the Execution Circuit for the Court Head. Could you advise me if there is anything I need to do? Should I just patiently wait to see how the court proceeds with the case against the company manager?

Q: Good day! I have filed a case against my previous employer, then I withdrew it. So how many days should I wait for my previous employer to cancel my visa? Thank you!

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.