q I work in Abu Dhabi but have a Dubai visa. I am seven-months pregnant and my visa expired in December. The next day, my employer sent me an email telling me I was out of a job, I had a notice period of 30 days and that they would not renew my visa. I will have to leave the country when I’m eight-months pregnant and travelling is high risk at that stage. I have been working with that company for more than five years and to leave me in such a critical condition makes me sad. I am under a lot of stress, particularly as this has coincided with my husband resigning from his position to move to a new one. I can’t switch to his visa until his new employer finishes all his procedures. What are my rights? Can my company get away with doing what they did?

a It seems your company did not give you the proper notice period before terminating your contract. I suggest you submit a complaint with the labour office in your emirate of residence. Your contract, whether open or restricted, will determine the nature of your rights. Either way, you are entitled to one or two-month termination salary, which is also determined by your contract. Other rights, such as overtime or paid leave that you did not use while employed, will be granted according to federal labour law. The fact you are pregnant has no bearing on the law regarding termination of your contract.

At what age is it legal to smoke cigarettes, or dhoka, and what is the penalty if you are caught smoking underage?

Federal Law No 15 prohibits the sale of tobacco or any of its products to those under 18, so that is the age for cigarettes, dhoka, shisha, or any other tobacco product. But the law does not speak of any punishment against youths caught smoking. Shops or any other retail outlets caught selling tobacco to those under 18 will be fined.

Yousef Al Bahar is an advocate at Al Bahar and Associates Advocates and Legal Consultants. If you have a question for our lawyer, please email it to newsdesk@thenational.ae with the subject line Know the Law.

The advice provided in our columns does not constitute legal advice and is provided for information only. Readers are encouraged to seek appropriate independent legal advice.