Hii sir I worked 7 months in LLC company they will...

We would like to inform you that according to the Federal Labor Law, which is applied to all emirates of the state, including , the terminator is entitled to their services for a period of notice and a cash consideration for him, as well as compensation for the arbitrary dismissal, and here the law stipulates that:
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.
In addition to the stipulated arbitrary dismissal allowance in 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. Unless the reason for termination is related to what is stipulated in Article (120).
**Therefore, a complaint can be submitted before the Labor Office, a complaint and a claim for the wages due to you, in addition to compensation, as it is the competent authority. By ending labor disputes, and if it is not possible, the matter shall be referred to the labor court for judicial review and a judgment in favor of the worker that can be executed against the employer and the collection of all labor rights

Dear, any wage claims due to you can be included in the complaint. If the visa is canceled and the contractual relationship ends, it is not permissible to stay in the workplace. You must leave with the possibility of pursuing the complaint and claiming rights and compensation. Therefore, we advise you to review the labor office and know the details.

We would like to inform you that according to the Federal Labor Law, which is applied to all emirates of the state, including , the terminator is entitled to their services for a period of notice and a cash consideration for him, as well as compensation for the arbitrary dismissal, and here the law stipulates that:
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.
In addition to the stipulated arbitrary dismissal allowance in 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. Unless the reason for termination is related to what is stipulated in Article (120).
**Therefore, a complaint can be submitted before the Labor Office, a complaint and a claim for the wages due to you, in addition to compensation, as it is the competent authority. By ending labor disputes, and if it is not possible, the matter shall be referred to the labor court for judicial review and a judgment in favor of the worker that can be executed against the employer and the collection of all labor rights