yes

The worker can not transfer the sponsorship to another employer unless the worker complies with the notice period in the indefinite duration contracts or obtain the consent of the employer if the employment contract is of a definite duration and is still valid.
However, if the contract of employment is definite and its term expires, you can transfer the sponsorship without the consent of the current sponsor.
In addition, the period of issuing the cashews takes from two weeks to a month on average, and the period may increase depending on the work pressure of the General Administration of residence
Here is the text of the decision of the UAE Minister of Labor concerning your inquiry:
Article (1)
A new work permit may be granted to a worker upon the termination of the said worker’s employment relation in the following instances:
I- Term Contracts
1- The term of the contract has expired and not been renewed.
2- The two parties (worker and employer) mutually consent to terminating the contract during the course of its term, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
3- The employer initiates the termination of the employment relation, without reason of noncompliance on the part of the worker, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
4- Either party acts unilaterally to terminate the employment relation following its renewal (irrespective of the period the worker has been in the employment of the employer and irrespective of the date of renewal) provided that:
a. The terminating party notifies the other party in writing of his / her intent to terminate the contract in accordance with the notice period that was agreed to by the two parties, not to be less than one month and not to exceed three months. If renewal of the contract occurs prior to this decree entering into effect, and the two parties had not agreed to a notice period, then the notice period shall be three months.
b. The terminating party continues to honor the contractual obligations for the duration of the notice period.
c. The terminating party indemnifies the other party in the amount that was agreed to by the two parties, not to exceed the equivalent of three months of gross wages; if renewal of the contract prior to this decree entering into effect, and the two parties had not agreed to the amount of indemnification, indemnification is set at the equivalent of three months of gross wages.
II- Non-Term Contracts
1- The two parties (worker and employer) mutually consent to terminating the contract provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
2- One of the parties acts to terminate the contract and notifies the other party and continues to honor his / her obligations under the contract for the duration of the notice period which shall be no less than one month and no more than three months, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
3- The employer acts to terminate the contract without reason of non-compliance by the worker, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
Rules and Conditions for granting a permit to a worker for employment by a new employer
"New work permit may be granted to a worker upon the termination of the said worker’s employment, if the employer is proven for Non-compliance to the contract terms (Example: not paying the wages for more than 60 days).
In case of a complaint filed by the employee against the company, because of not joining the work due to closing the firm. It is provided that in this case, reports from the inspection office proves that the company / restaurant is not working anymore since at least two months ago. The ministry shall be informed of such facts two months at least from the actual closing.
In case of complaining at the labor office referred by the ministry to the court. In this case, a final judgment is required to be in favor of the worker, including his entitlement to at least two months' wages, compensation for arbitrary termination of the fixed-term contracts before its expiry the end of the contract without a reason either recognized by law, or deprive the employee from the end of service benefits.
In all cases, it is provided for in this article, the worker shall meet remaining conditions required - in accordance with the applicable law - to grant him a new work permit.

The worker can not transfer the sponsorship to another employer unless the worker complies with the notice period in the indefinite duration contracts or obtain the consent of the employer if the employment contract is of a definite duration and is still valid.
However, if the contract of employment is definite and its term expires, you can transfer the sponsorship without the consent of the current sponsor.
In addition, the visa issuance period takes between two weeks to a month on average, and the period may increase depending on the work pressure of the General Administration of Residency
Here is the text of the decision of the UAE Minister of Labor concerning your inquiry:
Article (1)
A new work permit may be granted to a worker upon the termination of the said worker’s employment relation in the following instances:
I- Term Contracts
1- The term of the contract has expired and not been renewed.
2- The two parties (worker and employer) mutually consent to terminating the contract during the course of its term, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
3- The employer initiates the termination of the employment relation, without reason of noncompliance on the part of the worker, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
4- Either party acts unilaterally to terminate the employment relation following its renewal (irrespective of the period the worker has been in the employment of the employer and irrespective of the date of renewal) provided that:
a. The terminating party notifies the other party in writing of his / her intent to terminate the contract in accordance with the notice period that was agreed to by the two parties, not to be less than one month and not to exceed three months. If renewal of the contract occurs prior to this decree entering into effect, and the two parties had not agreed to a notice period, then the notice period shall be three months.
b. The terminating party continues to honor the contractual obligations for the duration of the notice period.
c. The terminating party indemnifies the other party in the amount that was agreed to by the two parties, not to exceed the equivalent of three months of gross wages; if renewal of the contract prior to this decree entering into effect, and the two parties had not agreed to the amount of indemnification, indemnification is set at the equivalent of three months of gross wages.
II- Non-Term Contracts
1- The two parties (worker and employer) mutually consent to terminating the contract provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
2- One of the parties acts to terminate the contract and notifies the other party and continues to honor his / her obligations under the contract for the duration of the notice period which shall be no less than one month and no more than three months, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
3- The employer acts to terminate the contract without reason of non-compliance by the worker, provided the worker has completed a period of no less than six months with the employer; The latter provision is waived for workers that qualify for skill levels 1, 2 and 3, as per the ministry’s classification.
Rules and Conditions for granting a permit to a worker for employment by a new employer
"New work permit may be granted to a worker upon the termination of the said worker’s employment, if the employer is proven for Non-compliance to the contract terms (Example: not paying the wages for more than 60 days).
In case of a complaint filed by the employee against the company, because of not joining the work due to closing the firm. It is provided that in this case, reports from the inspection office proves that the company / restaurant is not working anymore since at least two months ago. The ministry shall be informed of such facts two months at least from the actual closing.
In case of complaining at the labor office referred by the ministry to the court. In this case, a final judgment is required to be in favor of the worker, including his entitlement to at least two months' wages, compensation for arbitrary termination of the fixed-term contracts before its expiry the end of the contract without a reason either
recognized by law, or deprive the employee from the end of service benefits.
In all cases, it is provided for in this article, the worker shall meet remaining conditions required - in accordance with the applicable law - to grant him a new work permit