Hi, i want to ask, about sharjah law, im working...

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We would like to inform you that The UAE Labor Law grants the worker the right to terminate the indefinite employment contract for legitimate reasons provided that the worker informs the employer at least thirty days before the termination or as stipulated in the employment contract. If the termination of the employment contract is for legitimate reasons, the worker shall not be liable to pay any compensation. If the worker informs the employer by written notice at least thirty days prior to termination or as stipulated in the employment contract, the employer shall not have the right to request the imposition of the prohibition against the worker. The worker shall be obliged to perform the work within the notice period
Here is the text of the UAE Labor Law, concerning your inquiry:
Article (117):

1. Either the employer or the worker may terminate an indefinite term contract for a valid reason at any time following its conclusion, by giving the other party a notice in writing at least 30 days prior to termination.
2. For the daily-paid workers, the notice period shall be as follows:

• One week: if the worker has been employed for more than six months but less than one year.
• Two weeks: if the worker has been employed for not less than one year.

One month: if the worker has been employed for not less than five years.
Article (118):
A contract shall subsist throughout the notice period referred to in the preceding Article and shall terminate only on expiry of that period. The worker shall be entitled in respect of the notice period to full pay, calculated on the basis of his last wage, and shall continue to perform his duties during that period if the employer so requests. The Parties may not agree to waive the notice requirement or to reduce the notice period; however, they may agree to extend the period.
Article (119):
If either the employer or the worker reduces the period of, or fails to serve a notice of termination on the other, the forbearing party shall pay the other a “compensation in lieu of notice”, irrespective of whether or not the other party has sustained damage as a result of such failure or shorter notice. The said compensation shall be equal to the worker's wage in respect of the entire or reduced period of notice. Compensation in lieu of notice shall be calculated on the basis of the last wage received, in the case of monthly, weekly, daily and hourly paid workers, and on the basis of the average daily wage referred to in Article 57 of this Law in the case of those paid on piecemeal

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