resignation from semi government entity

Legal Advice Request - Employment Transition Dispute (UAE)
Jurisdiction: Abu Dhabi, UAE

Sector: Healthcare (Government-affiliated entity)

Employee Status: UAE National

Background
I am a UAE national physician employed by a major government-affiliated healthcare organization in Abu Dhabi. I have served for 7 years and hold a specialist position.

The Situation
I submitted my resignation in mid-August 2025 with 92 days notice (contract requires 30 days minimum)
My notice period ended in mid-November 2025
I have a confirmed job offer from another UAE healthcare facility waiting for me to join
Despite the notice period ending, I am still working and my release has not been processed
My DOH medical license has not been cancelled, which prevents the new employer from registering me
Pattern of HR Obstruction (Why I Resigned)
Blocked salary increment: When I submitted my resignation, a retention increment was promised and approved by department leadership and CMO. HR blocked it citing "revenue issues" - a justification that was demonstrably false.
Deleted performance evaluations: HR then claimed my evaluations were "incomplete." Upon investigation, I discovered HR had deleted my performance evaluations from the system. My inquiries remain unanswered.
Career ceiling: After blocking the increment, I was told I've reached "maximum allowable remuneration" with no career progression possible.
Key Contract Provision: Article 10 states that if the employer does not respond to a resignation within 30 days, it is deemed automatically accepted. My resignation was submitted in August; the 30-day automatic acceptance was triggered in September.
Current Obstruction
A directive was issued on November 25, 2025 (13 days AFTER my contract termination date) stating "notice periods must not be waived under any circumstances"
This directive is being applied to me retroactively despite my employment having legally ended
My license cancellation and clearance are being delayed
I continue to work in good faith while my transition is blocked
⚠️ URGENT: Every day of delay increases the risk of losing my job offer at the new facility. I have a family depending on me and cannot afford an employment gap.
The Jurisdictional Problem
I have approached multiple government entities seeking assistance:

MOHRE (Ministry of Human Resources): Informed me my employer is not under their jurisdiction
TAMM Platform: Told me to go back to employer management directly
FAHR (Federal Authority for HR): Informed me they do not oversee my employer's issues
It appears this employer operates outside any government oversight regarding employee disputes. I do not know where to turn.

What I Am Seeking
Expedited release / clearance
DOH license cancellation (to enable new employer registration)
Final settlement per Federal Decree-Law No. 9 of 2024 (14-day requirement)
Experience certificate
Relevant Legal Framework
Federal Decree-Law No. 33 of 2021 (UAE Labour Law)
Federal Decree-Law No. 9 of 2024 (Amendments - 14-day settlement requirement)
Employment Contract Article 10 (30-day automatic acceptance)
Questions for Legal Counsel
Given the contract's automatic acceptance clause, is my employment legally terminated as of mid-November 2025?
Can the employer retroactively apply a directive issued after my termination date?
Which authority has jurisdiction over employee disputes with this type of government-affiliated healthcare entity?
What legal remedies are available to compel the employer to process my release and license cancellation?
Does the 14-day final settlement requirement under FDL 9/2024 apply to my situation?
Can I file a complaint with Abu Dhabi courts directly? What is the process?
As a UAE national, are there additional protections or channels available to me?
Note: Details have been anonymized for confidentiality. I can provide full documentation including employment contract, resignation email, HR correspondence, and directive dated November 25, 2025 upon engagement.

I am seeking an amicable resolution but need to understand my legal options given the employer's non-cooperation and the jurisdictional gap I've encountered.