Q: If salary is given delayed by the employers for 3 months and the employee filed for resignation, is the employer capable of giving a ban to the employee? And is it legal to deduct 45 days from the settlement because the contract was not finished?

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: Dear Sir, Hope you're doing well. Subject: Legal consequences of resignation in a limited labour contract My neighbour brother earlier went to Dubai for packing work in a hotel for 2 months. And due to the condition of work & not getting a proper salary, he decided to resign. When he intimated the same to the employer they said he should pay before leaving AED 4500 & his own ticket. He is from a very poor background that's why he came for AED 900 salary. But now he got actually 750 only without food. Need your kind support to help him to come back to India.

Q: Hello. My employer is asking for 45 days compensation and it's a limited contract, I have worked for 5 months and I am under probation. I submitted my resignation and there was no mention of the penalty clause in the acceptance email. I replied saying I am in no position to pay the money and I can serve a notice. How do I get out of this situation without having to pay my compensation? Also, I would like to know if the compensation is on the basic salary.

Q: If I got a job offer from another company a little before my current contract expires, what should I do? Exit the country or proceed with my new company? Please help.

Q: I am working in Jebel Ali Free Zone with a limited contract. As per my offer letter I have to serve the notice period of 60 days and 45 days of basic salary. But I came to know my employer is charging 45 days of gross salary after serving the complete notice period. Just wanted to check, is it legal to ask for 45 days of gross salary in case I serve the complete notice period?

Q: My contract is ending on October 19, 2021. I have resigned from the company last September 18, 2021 (limited contract) because of harassment I have been receiving from the CEO and employees of the company due to the manipulation and politics from the CEO. I have not continued working in the company since September 19, 2021, because of the harassment from the company which is risking my health condition. First question, since my visa is expiring on the 19th of October, do I need to approach the company to cancel my visa or will my visa expire and will be cancelled automatically without me going back to my employer and ask them to cancel my visa? Second Question, I know the legal consequences of breaching the limited contract, compensation of the remaining no of days from the contract and labour ban of 6 months. Can I avoid these? Can I get another working visa from another company if I get banned?

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).