Hi, I am working for a company since 2 years under...

We would like to inform you that according to the Federal Labor Law, the employer action is considered contrary to the Labor Law and it is possible for him not to sign any documents
The termination of work in this way is considered an arbitrary dismal, which obliges the employer to pay compensation to the worker
therefore the correct legal procedure is to go to the labor office and to submit a complaint and in the event that he terminates your work without a legal reason, he is obligated to pay all labor rights to you in addition to compensation in accordance with the provisions of Article (115)
Article 115
Where an employment contract is for a definite term and the employer revokes it for reasons other than those specified in Article (120) he shall be required to compensate the worker for any damage the latter sustains, provided that the amount of compensation shall in no case exceed the aggregate wage due for a period of three months or the remaining period of the contract, whichever is shorter, unless otherwise stipulated in the contract.
** The Labor Office may also give you permission to change the workplace without the need for no objection from the sponsor if it is proven that the employer is abusive in completing the work and what is not achieved with legal articles, especially Article (120) of the Labor Law, so we recommend that you follow up the complaint in the Labor Office
Whoever has the right to cancel the visa is the guarantor or whoever delegates it and with the issuance of the visa for two years, it cannot be canceled except with the approval of the employer, as it is according to the law Article (113):
The employment contract ends in any of the following cases:
1. If the two parties agree to terminate it, provided that the consent of the worker is in writing.
2. If the period specified in the contract expires unless it has been explicitly or implicitly extended in accordance with the provisions of this law.
3. Based on the will of one of the parties in contracts of indefinite duration, provided that they abide by the provisions of this law relating to warning and the acceptable reasons for terminating the contract without arbitrariness.
Article 115
Where an employment contract is for a definite term and the employer revokes it for reasons other than those specified in Article (120) he shall be required to compensate the worker for any damage the latter sustains, provided that the amount of compensation shall in no case exceed the aggregate wage due for a period of three months or the remaining period of the contract, whichever is shorter, unless otherwise stipulated in the contract.
The law also provided legal protection for wages in the text of Article (56) which stipulated:
Article (56)
Workers who are hired at an annual or monthly wage are paid at least once a month and all other workers are paid at least once every two weeks. Thus, if there is a violation in the employment contract, he may go to the Ministry of Labor and file a complaint and then leave the work according to
Article (121):
A worker may leave work without notice in one of the following cases:
1- If the employer violates his obligations before the worker in the articles stipulated in the contract or the law.
2- If the employer or his legal representative signs an assault on the worker.
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.

For the purposes of clarification, it is possible to go immediately to the labor office without any waiting and explain the matter for the purposes of clarifying the employer under its legal responsibilities and paying all labor rights Therefore, you should go directly to the labor office without any other party, especially that the goal of the employer is to compel you to pay sums and evade payment of labor rights, as was explained to you in the previous answer

We are always happy to contact you in the legal department

Once the contractual relationship has ended and you have obtained all your labor rights and transferred the sponsorship to another employer, the relationship between you and the previous employer shall be ended.
Any unlawful action by the employer to you can be used against him and to submit a complaint if he inflicts any harm on you in the competent authorities according to the type of harm
So we assure you that if the relationship ends and the sponsorship is transferred, the employer cannot do or use any methods that would harm you, or if he was under the punishment according to the type of damage to you as we explained before

We are always happy to contact you in the legal department