Will I get a ban after the completion of my 2-year Labor contract?

The labor ban issued by the Ministry of Human Resources, and that means that the employee is legally not allowed to work for another company in the UAE for one year. When the employee violates the provisions of the UAE labor law and relevant ministerial resolutions and circulars, or an injunction will be imposed if they fail to comply with the terms and conditions set out in their employment contract. Grounds for prohibiting labor

The reasons for the prohibition of labor issued by the Ministry of Health are different from the reasons for the ban on work published by the Bureau of Residence and Foreign Affairs or the Ministry of the Interior. The latter can be based on the labor ban itself or any other reason unrelated to the employment issue, such as a severe criminal, security reasons, illegal entry into the UAE, etc.

Who can a labor ban be imposed on?

Labor bans are not limited to unskilled labor. Labor bans may apply to all employees if they violate UAE labor laws and related administrative resolutions.  The labor ban is not limited to those with employment and residence visas but also applies to anyone who has issued a labor permit, labor card, or labor contract if he/she has committed any illegal acts related to the implementation of the labor ban. It means that A labor ban may be issued to working students under the patronage of his father or university, and a labor ban may be issued to working women under the support of his husband.

How to enforce a labor ban?

No service can apply for a labor ban against employees. The application for the ban requires investigation from the carrot legal researcher who will invite both parties, employers, and employees, to make a statement, determine the severity of the request, and decide whether to accept it.

Duration of the ban

A labor ban can be one year or permanent.

If you complete two years of work, there is no ban. Due to the limited duration of your contract, if you quit your current job, you will be liable to compensate your employer for up to 45 days of remuneration. This is following Federal Law No. 8 of 1980 (the “Labor Law”) Article 116 states “If a worker cancels a contract for a reason other than that it is mentioned in Article Number 121, he shall be required to be compensated the employer for any prejudice suffered by him; but the compensation shall not exceed the worker’s three months or the remaining contract period Half of the salary, whichever is shorter unless otherwise stated in the contract. ”

The provisions on the implementation of the labor ban follow the rules of Articles 128 and 129 of the Labor Law. Article 128 of the Labor Law states: “If a non-national worker leaves work without valid reasons before the expiration of the validity period, he shall not be allowed to perform other activities for one year, even with the consent of the employer. Counting from the day he left work. Any other employer who knows this is not allowed to hire the worker or keep its services until the expiration of that period.

The above provisions of the “Labor Law” are not meant to harm the interests of employees, and they do not apply in every case when an employee attempts to terminate an employment contract. The provisions on the implementation of the labor ban apply only to the arbitrary termination of employees in the case of employment contracts, i.e., without justification. It should also be noted that according to Article 130 of the Labor Law, a labor ban cannot be imposed if the employer and employee agree to terminate the contract, which states that Article 129 does not apply to non-national workers who Other jobs were previously authorized by the Minister of Labor with the approval of the original employer.”