Getting terminated in the UAE can feel sudden: a meeting invite, a short email, a request to sign papers, then pressure to “accept the settlement” fast. What you do in the first days often decides what you can claim later.

Table of Contents

This guide breaks down UAE labour law employment termination protections in plain language: when a company can terminate an employee, what the notice period in UAE really means, when termination without notice is lawful, and when termination becomes arbitrary/illegitimate with compensation exposure.

We wrote this from day-to-day UAE labour practice. If you’ve been terminated (or you’re being pushed to resign), keep screenshots, keep timelines, and do not sign “full and final settlement” wording until you understand what it closes.

UAE Labour Law Rules Governing Employment Termination (2026 Update)

Which UAE labour law applies today?

For most private-sector employees in Dubai and across the UAE, the main statute is:

Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations
plus its Executive Regulations and MOHRE rules that shape real-world practice

This law is the baseline for termination rules, notice periods, end-of-service gratuity, and dispute filing through MOHRE.

Quick reality check (Dubai):

Many free zones follow the federal labour law framework.
Some jurisdictions have their own employment laws (most commonly DIFC and ADGM). If your employer is under a special employment regime, the termination rules can differ in ways that affect notice, claims, and remedies.

If you are unsure which regime applies, the fastest clue is usually on your contract header, work permit details, and the employer’s licensing authority.

Are all UAE contracts fixed-term now?

In modern UAE practice, employment contracts are generally treated as fixed-term (often called “limited term”), with renewals.

What that means for employees:

“Unlimited contract” language is no longer the safe shortcut many blogs describe. A lot of older contracts were transitioned into the current system.
Even on a fixed-term contract, your employer can still terminate before the end date, but they must follow the notice and lawful termination rules in the current law (we’ll cover this under Articles 42–47).
Fixed-term does not mean “you can only exit at expiry.” It means expiry is one legal route, not the only one.

If your contract was signed years ago and still says “unlimited,” do not assume old rules apply. In disputes, MOHRE and the courts focus on the current legal framework and the updated contract status.

The practical consequence: employees who argue based on “unlimited contract rights” sometimes miss stronger points such as notice pay, unpaid wage proof, or illegitimate termination compensation under the newer articles.

When your employment ends in the UAE, ask for a written termination letter (or email confirmation) that clearly states the reason for termination, the effective termination date, the notice period position (worked or paid in lieu), and a line-by-line final settlement breakdown (unpaid wages, notice pay, unused leave, end-of-service gratuity calculation, and any deductions with reasons). Also request confirmation of your leave balance, the handover list and who signs it, copies of key records (contract amendments, payslips, leave statement, and any investigation/warning documents if misconduct is alleged), plus the planned work permit/visa cancellation timeline and the exact payment date and method—keep the request calm and factual so the record is clear if you need MOHRE later.

When Can an Employment Contract End Under UAE Labour Law? (Article 42)

In UAE termination law, Article 42 is the starting point. It lists the situations where a labour relationship can legally end. From there, you look at Article 43 (notice), Article 44 (dismissal without notice), Article 45 (employee leaving without notice), and Article 47 (unlawful/arbitrary termination compensation).

Legal termination scenarios under Article 42

Under Article 42, an employment contract can end in these main ways:

Written mutual agreement between employer and employee to end the contract
Contract expiry where it is not renewed or extended
Either party ends the contract (employer termination or employee resignation), as long as the party ending it follows the law and the agreed notice period
Death of the employer where the job is tied to the employer personally (rare, but it exists)
Death of the employee or total permanent disability confirmed by a medical authority
Final criminal judgment with a prison sentence of at least 3 months
Permanent closure of the establishment under UAE rules
Bankruptcy/insolvency or economic/exceptional reasons that prevent continuing the business (subject to the conditions in the Executive Regulations and other applicable rules)
Work permit renewal becomes impossible for reasons beyond the employer’s control

Real Dubai workplace examples employees face

In day-to-day termination of employment in UAE disputes, employers often use business language that sounds final but is legally vague. Common examples:

“Project cancelled.”

Ask: was this a genuine operational change, or were you removed because of a complaint, a dispute, or refusing an unlawful instruction? That difference matters later under Article 47.

“Role redundant.”

Ask: did they actually remove the role, or did they refill it quietly? If the role is replaced fast, “redundancy” can become a weak story.

“Performance reasons.”

Ask: where is the documented trail (KPIs, written warnings, performance plan, appraisal history)? In many cases, the file is thin, and the company relies on pressure rather than proof.

“Not a good fit.”

Treat this as a termination with notice unless they are alleging an Article 44 ground. Ask for the legal basis in writing.

Practical move: when you receive a termination email or meeting summary, reply once (calm, short) asking for the effective termination date, the notice period being applied, and the final settlement breakdown. That simple message often stops later “story changes.”

Termination vs resignation: why the distinction matters legally?

Employees often use “termination” and “resignation” as if they are the same. Under UAE labour law termination rules, the label can change your leverage.

Resignation means you ended the contract (usually with notice). You still may have financial rights (unpaid wages, leave, end-of-service gratuity if eligible), but you normally cannot claim unlawful dismissal compensation unless you prove the resignation was not truly voluntary.
Termination by employer means the company ended the contract. That opens questions like:
- Did they follow the notice period rules?
- Are they trying termination without notice under Article 44?
- Is this unlawful/retaliatory termination under Article 47?

One common Dubai scenario is a “forced resignation” (pressure to sign a resignation letter to avoid paying notice pay or to block a claim). If you are being pushed to resign, treat that moment as a legal risk point. What you write (and what you sign) can decide whether the case looks like a resignation or a termination later.

Notice Period in UAE Labour Law (Article 43)

Notice period issues are one of the fastest ways termination disputes start in Dubai. Employers often try to shorten notice in practice, while employees assume notice pay is automatic. Article 43 sets the core rule and the boundaries.

Standard notice rule: 30–90 days

Under UAE labour law, termination (by employer or employee) is normally done with written notice, and the notice period must be at least 30 days and not more than 90 days.

In real contracts, you will usually see:

30 days (common for many roles)
60 days (mid-level roles)
90 days (senior roles)

If your contract has a notice period, that period is the first reference point, as long as it sits within the 30–90 day range.

How courts interpret contracts?

When notice period disputes reach MOHRE or the courts, they usually rely on what the documents say and what actually happened, not what was said verbally in a meeting. They will look at your written notice clause, any signed amendments or promotion letters, the employer’s termination email/letter and effective date, and whether notice was worked, paid in lieu, or properly waived in writing. If your contract wording is unclear or conflicting, treat notice as a protected right that must be clearly accounted for on paper—either served, paid, or expressly waived by the entitled party.

Immediate termination disguised as “notice”

A common pattern in termination in Dubai is this wording:

“Your employment is terminated with immediate effect. Your notice will be settled in final dues.”

Sometimes that is lawful (if they actually pay correct notice pay). Sometimes it becomes a dispute because:

They pay basic salary only, even though notice pay is usually based on the employee’s wage used for salary payments (not just basic)
They reduce the notice period below what the contract states
They deduct notice pay or other items without clear basis
They label it “immediate termination” to create fear, even though it is really termination with notice pay

Practical test: if you were not allowed to work your notice, ask for a written line confirming:

the contract notice period being applied, and
the amount being paid for notice, and
the salary basis used for the calculation

Notice period during leave (annual, sick, maternity)

Employers sometimes use leave timing to control the narrative and shorten the dispute window.

Common timing traps:

Notice served while you are on annual leave, with the employer later claiming you “received it late” or that you accepted the date by silence
Termination communicated verbally during leave with no written notice, then backdated in HR systems
Pressure to sign documents during maternity or sick leave, when employees are least able to respond quickly

If you receive termination communications during leave, keep it simple:

request the termination letter by email
request the effective date and notice period
confirm whether notice is worked or paid

This creates a clean record if the employer changes the story later.

Notice pay calculation example (snippet-ready)

Example:

Contract notice period: 60 days
Monthly wage used for salary payment: AED 12,000
Employer ends employment immediately and does not require you to work notice

Notice pay estimate:

60 days ÷ 30 days = 2 months
2 × AED 12,000 = AED 24,000 notice pay

If the employer asks you to work part of the notice and releases you early, notice pay is usually calculated on the remaining unused portion.

What to watch: notice pay disputes often happen because the employer uses the wrong salary base, or pays a lump sum without showing the math.

Termination Without Notice by Employer (Article 44)

Termination without notice is the UAE’s “summary dismissal” route. It exists, but it is narrow. If an employer uses Article 44 without solid proof, the case often flips into a dispute about unlawful dismissal, unpaid dues, and compensation exposure.

Article 44 grounds explained in plain language

Article 44 allows an employer to end the employment immediately in specific situations. In practice, employers usually rely on one of these themes:

Fake identity or forged documents used to get the job
Serious misconduct that causes major loss to the employer
Serious breach of safety rules in a way that creates real risk
Repeated failure to perform basic duties after warnings and a clear chance to fix the issue
Disclosure of confidential information that harms the employer
Being under the influence at work (or similar conduct that makes work unsafe)
Assault, threats, or serious workplace violence
Unjustified absence beyond the limits set in the law

Employers sometimes treat “poor performance” as an Article 44 reason. That is usually where disputes start, because poor performance needs a documented performance process, not a sudden misconduct label.

What employers must legally prove

When a company terminates under Article 44, the burden is on the employer to justify it. In real cases, “HR says so” is not proof.

A solid Article 44 file usually has:

A clear allegation tied to one Article 44 ground
Evidence, not just opinion (emails, access logs, CCTV, audit reports, witness statements, signed acknowledgments)
A documented process showing what happened, when it happened, and who investigated
Consistency (similar cases treated similarly inside the company)
Proportionality (the conduct matches the most serious remedy: dismissal without notice)

Even when Article 44 is used, termination does not erase everything the employee earned. Wages already earned remain payable, unused leave often remains part of final settlement, and end-of-service gratuity is commonly payable once eligibility is met, based on the statutory rules.

Common misuse patterns in UAE workplaces

We see the same mistakes again and again:

“Misconduct” with no evidence beyond a manager’s statement
Retroactive accusations raised only after a dispute about salary, leave, or complaints
Backdated warning letters created after termination to “build a file”
Forcing a confession or pressuring the employee to sign an Arabic statement they do not understand
Mixing performance and misconduct (calling KPIs “gross misconduct”)
Using private WhatsApp messages out of context without a clear workplace policy trail
Terminating first, investigating later and trying to patch the file afterward

If the employer’s story changes three times in one week, that is often a sign the Article 44 label is being used to scare the employee into a low settlement.

What to do immediately if dismissed under Article 44

The first 48 hours matter. Your goal is to lock the record before it gets rewritten.

Ask for the termination letter by email
Request the legal basis (Article 44) and the alleged ground. Keep your message short.
Do not sign “full and final settlement” wording on the spot
If you must sign receipt of documents, sign only for receipt, not acceptance, and keep a copy.
Preserve evidence fast
Save screenshots and exports before devices or accounts are cut off.
Request your final settlement breakdown in writing
Ask for wages, leave balance, notice position (they will say “none”), gratuity position, and any deductions.
Record the timeline
Write down dates, meeting names, who said what, and who witnessed it. This helps when the employer later claims a different reason.
Consider a MOHRE complaint early if dues are withheld or the accusation is weak
In many cases, filing early stops delay tactics and forces the employer to commit to a single version of events.

Evidence preservation checklist (save this)

Employment & pay

Employment contract (all pages) + any amendments
Work permit details / offer letter
Payslips, WPS proof, bank statements showing salary deposits
Overtime, commission, bonus evidence (if applicable)
Leave balance records and approvals

Termination & allegations

Termination email/letter and any WhatsApp messages about dismissal
Any warnings, investigation notices, meeting invites, minutes
Performance reviews, KPIs, PIP documents (if they are calling it “performance”)
Policies you signed (code of conduct, IT policy, confidentiality, disciplinary policy)

Supporting proof

Relevant emails, chat logs, tickets, access logs, audit trails
Witness names and what they saw (write it while fresh)
Photos/videos if safety incidents are alleged
Any proof of motive (terminated after complaint, wage demand, refusal to do something unlawful)

When an Employee Can Leave Without Notice (Article 45)

Article 45 gives the worker a right to leave work without notice (without warning) while keeping end-of-service rights if one of the listed legal reasons exists and the worker follows the required steps and timelines.

Employer breach (contract/law): notify MOHRE 14 business days before leaving; employer still fails to fix after MOHRE notice.
Late or unpaid salary repeated over time.
Unlawful deductions from wages.
Refusal of written benefits/conditions promised in the contract.
Violence or harassment by the employer/representative: report to authorities + MOHRE within 5 business days (from when you can report).
Grave workplace danger to health/safety that the employer knew about and did not remove.
Different job assignment from the contract without your written consent (except limited necessity cases).
Warning: leaving without meeting Article 45 can be logged as absence, harming visa/work-permit status and weakening settlement leverage.

How to document safely before resigning

If you believe Article 45 applies, your goal is to build a short, credible record that shows: what happened, when it happened, proof, and the legal step you took.

1) Keep salary proof in one folder

bank statements showing deposits (or missing deposits)
payslips/WPS evidence if you have it
any emails or WhatsApp messages admitting delays

2) Put the issue in writing (one calm email is enough)
Ask for a fix with a clear date. Do not argue. Do not threaten.

3) Use MOHRE early when the issue is breach
For employer breach cases, Article 45 ties the right to leave without notice to MOHRE notification and the 14-business-day timeline.
That is why filing a MOHRE complaint before resigning can protect your rights better than sending only a resignation email.

4) For harassment or violence: report fast, report correctly
Article 45 links this ground to reporting the matter to the concerned authorities and MOHRE within 5 business days from when you are able to report.
Save:

screenshots and messages
witness names
medical reports (if any)
incident dates and locations

5) For unsafe workplace claims: record the hazard and the employer’s knowledge

photos/videos of the hazard (where lawful and safe)
written complaints to HR/management
responses showing the employer knew and did not fix it

6) Do not sign away claims during the exit
If you are offered a “full and final settlement,” pause until the figures match what you are owed. A quick signature can close arguments you may need later.

What a Terminated Employee Can Claim?

When termination happens in the UAE, disputes usually come down to final settlement money and paperwork, not legal theory—what you’re owed, when it must be paid, and whether the employer is trying to close everything with one signature. A typical final settlement may include unpaid wages, notice pay if notice wasn’t worked, unused annual leave settlement, and end-of-service gratuity for eligible employees (foreign full-time workers after one year, calculated on basic salary with the 21/30-day formula and a cap), plus any clearly due contract benefits; and the employer should pay entitlements within 14 days of contract end.

“Severance pay” isn’t an automatic UAE category in every termination—most exit payments fall under gratuity, notice/final dues, and only specific compensation routes (such as unlawful termination claims) when the law allows.

Special Protection Scenarios Employees Miss

Some termination disputes are lost because employees assume the “usual” rules apply, while UAE law has special protections around probation, leave and maternity, work injury, and the visa/work-permit timeline—and these details can change notice pay, settlement leverage, and even whether your exit is recorded as lawful.

Termination during probation (Article 9): Probation has strict notice and exit rules (14 days for employer termination, 1 month notice if you move to another UAE employer, and specific consequences if either side breaches).
Termination during sick leave, maternity, or injury: Notice generally does not run during approved leave, maternity-related termination is restricted, sick leave has statutory limits, and work injury cases follow a separate protection track under Article 37.
Visa & work permit consequences after termination: Employment termination triggers cancellation steps and grace periods that vary by visa type, so you should confirm dates through official channels and get the employer’s timeline in writing to avoid transfer delays or overstay risk.

How to File a Termination Dispute in the UAE?

When an employer ends your job in Dubai or anywhere in the UAE, most termination disputes follow one route: MOHRE first, then (if needed) Labour Court. If you skip the MOHRE stage and file directly in court, the court can reject the case for not following the required process.

MOHRE complaint process (step-by-step)

Step 1 — Prepare your “case file” before you complain
Collect your evidence first (even if you feel pressured to “sign and leave”). Your goal is simple: show (1) what your contract says, (2) what happened, and (3) what you are owed.

Step 2 — Register the labour complaint with MOHRE
MOHRE lets employees and employers register labour claims through its website or mobile app (and you can track progress through MOHRE channels). The MOHRE service is listed as having no service fee, with a listed completion duration of 14 working days for the service process shown on the service page.

Step 3 — MOHRE reviews and attempts amicable settlement
Under the Labour Law, once MOHRE receives the request, it reviews the dispute and takes steps aimed at amicable settlement.

Step 4 — Attend the MOHRE session ready to settle
Treat this like a structured negotiation:

present your numbers clearly (notice pay, unpaid wages, leave, gratuity, Article 47 compensation if relevant)
share key documents (contract, termination message/letter, payroll proof)
avoid emotional arguments (focus on provable facts)

Step 5 — If the claim is AED 50,000 or less, MOHRE can issue a binding resolution
If the claim value does not exceed AED 50,000, MOHRE may resolve the dispute by a resolution that has the force of an executive instrument (enforceable).

If either party wants to challenge that MOHRE resolution, they may file a case before the Competent Court of First Instance within 15 working days of being notified. The court sets a hearing within 3 working days of filing and must decide within 30 working days. The judgment in that pathway is described in the law as final, and filing the court case suspends implementation of the MOHRE resolution.

Step 6 — If the claim is over AED 50,000 or settlement fails, MOHRE refers it to court
For disputes outside the AED 50,000 MOHRE-resolution track, if settlement is not reached within the time set by the Executive Regulation, MOHRE refers the dispute to the competent court with a memo summarising the dispute, both sides’ arguments, and MOHRE’s recommendation.

Practical point: If your salary is being held back during the dispute, MOHRE may oblige the employer to keep paying wages for up to two months in certain cases (linked to wage suspension during the dispute).

Labour Court escalation pathway (what happens after MOHRE)

Once MOHRE refers the dispute, the Court of First Instance should set a hearing within 3 business days of receiving the application and proceed with the case promptly.

What this means in real life:

Your evidence quality matters more than your anger.
Cases move faster when your documents and calculations are clean.
Employers often settle when they see you can prove the claim and you understand the UAE process.

Key deadlines you must not miss (2-year limitation period)

If you wait too long, you can lose the right to have your claim heard.

Labour claims limitation period: the case for rights under the Labour Law is not heard after two years from the date the work relationship ends.
Challenge window for MOHRE resolutions (AED 50,000 track): 15 working days to file before the Court of First Instance after notification/announcement of the MOHRE resolution.

Documents bundle that forces faster settlement

Bring (or upload) a tight bundle. This alone often changes the employer’s tone.

Identity + employment

Emirates ID, passport copy, visa/work permit page (if available)
MOHRE labour contract + any addendum
Offer letter (if separate), job title, start date, agreed wage structure

Termination proof

Termination letter/email/WhatsApp message
Any reason stated (“redundancy”, “performance”, “misconduct”, “restructure”)
Notice served (or evidence you were removed immediately)

Money proof

Last 6–12 months bank statements showing salary deposits
Payslips / WPS proof (if you have it)
Commission/bonus policy and last paid amounts (if relevant)
Leave balance (HR system screenshot or email)

Dispute proof (when relevant)

If claiming Article 47 arbitrary termination: retaliation/discrimination indicators, complaint emails, witness messages, sudden “redundancy” after conflict
If employer alleges misconduct (Article 44): request the investigation record and evidence, and keep your rebuttal in writing

Your calculation page (one sheet)

Unpaid wages (month/day)
Notice pay owed
Leave encashment
End-of-service gratuity estimate
Article 47 compensation amount you are requesting (if applicable)
Termination Letter UAE: What Employees Should Demand in Writing
When termination happens, the fastest way to protect yourself is to get the facts in writing. A clean termination letter (or email confirmation) reduces arguments later about the effective date, notice, and the final settlement.
Termination letter checklist (what to request)

Termination Letter UAE: What Employees Should Demand in Writing?

When termination happens in the UAE, protect yourself by requesting a written termination letter (or email) that clearly confirms the reason, the effective termination date, how the notice period will be handled, and a line-by-line final settlement breakdown—so there’s no later dispute about dates, notice pay, gratuity, deductions, or payment timing.

Reason for termination: Ask for one clear reason and the specific Article 44 ground if they rely on summary dismissal.
Effective termination date: Confirm the exact end date recorded by HR.
Notice position: Confirm the contract notice period and whether it’s worked or paid in lieu.
Final settlement breakdown: Request itemized figures for wages, notice pay, leave, gratuity, and deductions with reasons.
Leave balance confirmation: Get your used and remaining leave confirmed in writing.
Gratuity summary: Ask for service dates counted, unpaid leave impact, and the gratuity calculation basis.
Company property return: Confirm the handover list, time/location, and who signs receipt.
Records copy: Request your contract/amendments, payslips, leave statement, and any investigation/warning documents.
Visa/work-permit timeline: Ask for the planned cancellation dates so you can plan your status and job transfer.
Payment date and method: Get a specific payment date and the method (bank transfer/cash) confirmed.

Ready-to-use template 1: Email to employer requesting termination details

Subject: Request for written confirmation of termination details and final settlement

Dear [HR Name / Manager Name],
I received notice that my employment is ending. Please share written confirmation of the following so I can review the record and the final settlement figures:

The reason for termination and the legal basis being relied on (if any).
The effective termination date and my last working day.
The notice period being applied under my contract, and whether notice will be worked or paid in lieu.
A detailed final settlement breakdown, including:
- unpaid wages up to the last day
- notice pay (if paid) and the calculation basis
- unused annual leave balance and how it will be settled
- end-of-service gratuity calculation and service period counted
- any deductions and the reason for each deduction
The expected payment date and payment method.
The company property return process (items list, return date/time, handover contact).
Copies of my contract and any amendments, plus my leave balance statement.

Please send the above by email for my records.

Regards,
[Full Name]
[Employee ID]
[Mobile Number]

Ready-to-use template 2: Short MOHRE complaint summary (copy/paste)

Use this when you need to summarise the case in a clear, neutral way. Keep it factual.

Complaint summary:

Employer name: [Company]
Job title: [Title]
Work location: [Dubai / Abu Dhabi / Emirate]
Start date: [DD/MM/YYYY]
Termination date communicated: [DD/MM/YYYY]
Last working day stated by employer: [DD/MM/YYYY] (if given)
Notice period in contract: [30/60/90] days
Employer applied notice: [worked / paid / not applied / unclear]
Reason stated by employer: [performance / redundancy / misconduct / not stated]
Amounts claimed (attach calculation page if you have it):
- unpaid wages: AED [ ]
- notice pay: AED [ ]
- leave settlement: AED [ ]
- end-of-service gratuity: AED [ ]
- other: AED [ ] (explain)
Documents available: contract, termination email/WhatsApp, bank statements, leave balance proof, payslips/WPS proof (if available).
Resolution requested: payment of all legal entitlements and a written settlement breakdown.

When to Speak to a UAE Labour Lawyer?

Most termination situations can be handled calmly if the employer pays correctly and the paperwork is clean. Legal advice becomes urgent when the employer is shaping the exit in a way that can block your rights later.

Red flags that require immediate legal advice

If any of these are happening, do not wait until your visa clock is tight or your final settlement is delayed:

Article 44 is being used to dismiss you without notice, but the employer refuses to show evidence, refuses to share the allegation clearly, or changes the story week to week
Gratuity is withheld or reduced without a clear, lawful basis, or the employer demands you sign a “full and final settlement” before they will pay
Notice pay is denied even though you were removed immediately, or the employer calculates notice based on the wrong salary basis
Threats, intimidation, or “blacklisting” language is being used to pressure you to accept less
Termination followed a complaint (salary, harassment, discrimination, contract breach) and the employer suddenly claims “performance” or “redundancy”
Deductions appear at exit that were never raised during employment (training costs, penalties, “damages”) without proof or an agreed legal basis
You are told to sign an Arabic statement you do not understand (or a resignation letter drafted by the employer)
The employer delays payment beyond the 14-day deadline while asking you to “wait” or “come next week”

If you are in any of these situations, a fast legal review often prevents avoidable mistakes and improves the settlement outcome.

How a labour lawyer increases compensation outcomes

Termination cases are rarely won with long arguments. They are won with:

clean timelines
the right legal theory
the evidence that matches that theory
disciplined negotiation

Legal support helps in practical ways:

Settlement leverage
Employers usually settle when they see you can prove the numbers and you know the UAE process (MOHRE pathway, time limits, and what a court can award).
Evidence framing
A lawyer helps you present the case in a way that decision-makers accept: short chronology, supporting documents attached, and the remedy requested.
Stopping forced-resignation traps
When an employer pushes resignation or “receipt of dues” language, legal review helps you avoid signing away claims by accident.
Strong MOHRE and court submissions
A well-prepared MOHRE file often resolves the dispute without long litigation. If the case escalates, the same file becomes the court foundation.

If your termination is already escalating, our Litigation Lawyer team can help you protect your position and pursue the right remedy through MOHRE and the courts

For clients who want to understand who will handle the matter and the difference a licensed advocate makes in UAE disputes, you can review our Lawyers in Dubai.

Frequently Asked Questions (Schema-Optimized)

What are my rights as a terminated employee in the UAE?

In most private-sector cases, your UAE labour law employment termination protections come down to a clean final settlement. Common rights include: unpaid wages, notice pay (if notice was not worked or not paid properly), unused annual leave encashment, and end-of-service gratuity (if eligible).

The law also sets a 14-day deadline for paying your end-of-contract entitlements (unless a faster deadline is stated in your contract or a settlement).

What is the termination clause in UAE Labour Law?

There isn’t one “single clause” that covers everything. Termination is mainly governed by:

Article 42: when a contract can legally end (expiry, mutual agreement, closure, death, permanent incapacity, etc.).
Article 43: notice rules (30–90 days) and what happens during notice.
Articles 44–45: when either side can end the relationship without notice (strict conditions)
Article 47: compensation for unlawful (arbitrary/illegitimate) termination, up to 3 months’ wage in qualifying cases.

What is Article 42 of the UAE Labor Law?

Article 42 lists the legal end-of-contract scenarios, including: expiry/renewal failure, mutual written agreement, termination under the law, employer closure, bankruptcy/insolvency (subject to conditions), death, permanent incapacity, a final criminal judgment with a freedom-restricting penalty of at least 3 months, or failure to meet work-permit renewal conditions beyond the employer’s control.

What is Article 51 of the UAE Labour Law?

Article 51 sets out end-of-service gratuity for full-time workers (when eligible), calculated on the basic wage:

21 days’ basic wage per year for the first 5 years
30 days’ basic wage per year after that
capped so the gratuity does not exceed 2 years’ wage

What is Article 47 of the UAE Labour Law?

Article 47 deals with unlawful termination. If the termination is unlawful, the court can award compensation based on factors like harm suffered and length of service, up to a maximum of 3 months’ wage, using the last wage received as the reference.

“3 months salary on termination UAE” — is it automatic?

No. The 3 months’ wage is a cap, not a guaranteed payout. It is tied to unlawful termination claims, and the amount is assessed case-by-case.

What is Article 44 of the UAE Labour Law?

Article 44 is the employer’s dismissal-without-notice article. It lists specific grounds (for example: impersonation/forgery, material loss with proper reporting, repeated major breaches after written investigation and warnings, disclosure of secrets, intoxication/drug use at work, assault, unjustified absence patterns, misuse of position for personal gain, and joining a competing establishment). It is not a “free termination” tool—employers still need evidence that matches one of the listed grounds.

What is Article 45 of the UAE Labour Law?

Article 45 covers cases where an employee can leave without notice while keeping end-of-service rights, such as:

employer breach (with MOHRE notified 14 days before leaving, and the breach not cured after MOHRE notification)
harassment/violence (with MOHRE notified within the required time window)
unsafe workplace risks confirmed by authorities

Can my employer terminate me during probation?

Yes, but it is regulated. If the employer ends the contract during probation, they must give at least 14 days’ written notice.

Do I lose gratuity if I resign?

Not automatically. Gratuity depends on eligibility rules and your contract status under the current law. In many situations, resignation does not erase gratuity, but specific facts matter (length of service, the type of termination/resignation route used, and whether there is a valid reason under the law). The gratuity framework is in Article 51 and is built on the basic wage formula.

What is Article 37 of the UAE Labour Law?

Article 37 covers work injuries and occupational diseases. It addresses treatment costs, wage payments during treatment (full wage up to 6 months, then half wage for up to another 6 months in many cases), and death compensation rules (within stated minimum/maximum amounts), subject to implementing rules.

Can notice run during annual leave, sick leave, or maternity leave?

If termination notice is served while the worker is on leave, the notice period does not start running until the day after the scheduled return (unless both sides agree otherwise).

What is Article 77 / Article 123 / Article 127 of the UAE Labour Law?

Those article numbers commonly refer to the old Labour Law (Federal Law No. 8 of 1980), which was abrogated under the current system. Many online pages still quote the old numbering, which causes employees to rely on the wrong rules.

If you’re seeing “Article 127” about non-compete clauses, the current non-compete rule sits in Article 10, including a maximum 2-year duration (with conditions), and it can be void if the employer ends the contract in violation of the law.

What is Article 27 of the UAE Labour Law?

Article 27 is about minimum wage, and it states the wage is set by a Cabinet resolution based on the Minister’s proposal, under the implementing regulation.

What is Article 67 of the UAE Labour Law?

Article 67 explains how time is counted: periods are calculated by the Gregorian calendar, a year is 365 days, and a month is treated as 30 days for applying the law.

How long do I have to file a UAE labour case?

Under Article 54 (as amended), after one year from the maturity date of the right you’re claiming, the court will not hear the case for rights protected by the Decree-Law. This deadline is strict in practice, so early action matters.

What happens if my employer cancels my visa after termination?

Your immigration timeline can move quickly. As of the latest published GDRFA Dubai service guidance, after cancellation or expiry of a residence permit, there is a 60-day grace period during which you may remain in the country. Your situation can still vary based on visa type and processing dates, so confirm your exact status early.

Does this apply to DIFC or ADGM employees?

DIFC and ADGM have their own employment regulations for many roles. This guide is aimed at UAE mainland private-sector employment under Federal Decree-Law No. 33 of 2021. If your employer is DIFC/ADGM-registered, treat that as a separate legal track.

UAE Labour Law Employment Termination Protections (Dubai & UAE): Rights, Notice Period, Compensation & Legal Remedies