If you are working in the UAE and need your employment contract verified—whether for MWO/POLO processing, OEC requirements, or to avoid delays with related documentation—small mistakes can cost you days or even weeks. In practice, contract verification is rarely “one standard process.” The requirements depend on: This guide explains the requirements for contract verification in

Worried about resigning without penalty? Concerned your employer may terminate your contract without proper notice? Confused about whether 30 days is mandatory — or if your contract clause is even valid? Notice period disputes are one of the most common employment issues in the UAE. Many employees risk salary deductions, visa delays, or legal claims

Thinking about resigning just six months into your limited contract in the UAE? You’re not alone. Many employees receive better offers, face workplace challenges, or reconsider their long-term plans shortly after starting a new role. But here’s the key question: Can you legally resign after 6 months — and will you have to pay compensation?

In the UAE, end-of-service gratuity is a statutory benefit calculated based on an employee’s most recent basic salary (excluding allowances) and their total length of continuous service. Employees become eligible for gratuity after completing at least one year of uninterrupted employment. Under UAE Labour Law, gratuity is typically calculated at 21 days of basic salary

These are some of the most common and urgent employment questions in the UAE. Many employees and employers still rely on outdated rules from the old labour law, especially the widely searched “3 months’ salary on termination UAE” issue. The reality is that the law has changed. Under Federal Decree-Law No. 33 of 2021, all