UAE Labour ban

The Ministry of Human Resources and Emiratisation (MOHRE) usually initiates labour or residency bans at the request of the concerned employer - which could be in any of these situations.

 If you break a limited contract
A limited contract is an employment agreement stipulated by time, and requires renewal on expiry. An employee who signs a limited contract cannot resign or quit, with or without notice before this term finishes.

 The employer, in this case, can request for a labour ban of up to one year, regardless of whether the employee's residency is sponsored by the employer or not. He or she could also initiate processes to claim compensation (not exceeding 45 days' salary) if loss or damage resulting from the resignation can be proven.

 After a 2016 resolution, you can now terminate a limited term contract if it has been mutually agreed upon in writing with your employer, and a notice period is also agreed upon (not exceeding 3 months).

 If you abscond
Absconding essentially refers to situations where employees don't turn up for work for seven or more consecutive days, or more than twenty non-consecutive days (in one year) without informing the employer (Article 120).

 Article 128 also states that in limited contract cases, if absconding has been reported by an employer, the employee cannot work in the country for a year from the time of reporting. No employer is allowed to hire or retain this person legally during this period either.

 Employers are given three months' time to report absconding cases and if proven to be true MOHRE could impose a one-year labour and/or immigration ban on the employee. The employee also has a chance to prove he/she wasn't absconding in such cases – this is crucial because once filed, the absconding report cannot be withdrawn even by the employer.
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