UAE Labour Law is the federal legal framework that regulates private-sector employment relationships in the UAE—covering contracts, wages, working hours, leave, termination, end-of-service benefits (gratuity), and dispute resolution pathways typically handled through MOHRE processes.

Table of Contents

What This Guide Is Designed To Do (Not Just “Explain the Law”)

Most people don’t search “uae labor law” to study. They search because something is already at risk:

Employees: unpaid salary, termination pressure, gratuity disputes, leave denial, “ban” anxiety, or being asked to sign documents quickly.
Employers/HR: how to terminate correctly, reduce MOHRE complaint exposure, and document decisions to avoid liability.

This guide is structured like a dispute triage tool: it gives the rule, the practical consequence, and the “what to do next.”

UAE Labour Law 2026 (Federal Decree-Law No. 33 of 2021)

UAE Labour Law governs private-sector employment, ensuring fixed-term contracts, workplace equality, and balanced employee-employer rights. The Ministry of Human Resources and Emiratisation (MOHRE) oversees compliance and dispute resolution.

Key Highlights (2026 Update)

Contracts

Fixed-term only, renewable.
MOHRE-approved format required.
Renewal counts as continuous service.

Working Hours

Max 8 hours/day, 48 hours/week.
Reduced hours during Ramadan.

Probation

Max 6 months.
Employer termination: 14 days’ notice.
Employee resignation: 14–30 days’ notice.

Annual Leave

30 days paid after 1 year.
2 days/month for 6–12 months of service.

Termination & Notice

Minimum 30 days’ written notice.
Up to 90 days if contract specifies.
Improper termination may trigger compensation.

Non-Discrimination & Equal Pay

No discrimination based on race, gender, religion, or disability.
Equal pay for same work.

Disciplinary Actions

Written warnings.
Wage deductions (max 5 days/month).
Suspension without pay (max 14 days).

Minimum Wage (Emirati Nationals)

AED 6,000/month from 1 Jan 2026.

Labour Disputes

Complaints handled via MOHRE channels.
Evidence (contracts, WPS/payroll, emails) is essential.

Does UAE Labour Law Apply to You?

Before relying on any employment rights or filing a claim, the first and most important question is: which employment law governs your contract?

Many employees and employers assume that one unified UAE Labour Law applies to everyone. In reality, your rights, obligations, and dispute process depend entirely on whether you are employed under the federal mainland system or a separate financial free zone framework.

Understanding this distinction can directly impact your entitlements, notice period, termination rights, and legal remedies.

Mainland + Most Free Zones (General Rule)

For the majority of private-sector employees in the UAE, employment relationships are governed by Federal Decree-Law No. 33 of 2021 and its Executive Regulations.

This federal framework is the primary legal reference for:

Employment contracts
Termination and notice periods
End-of-service gratuity
Leave entitlements
Non-compete clauses
Dispute resolution before MOHRE and Labour Courts

If your employer is registered on the UAE mainland or within most free zones, this federal law is typically the governing legislation.

DIFC / ADGM Warning (Separate Employment Regimes)

However, employees working in DIFC (Dubai International Financial Centre) or ADGM (Abu Dhabi Global Market) operate under separate employment regulations.

These financial free zones have their own independent legal systems and employment laws. This means:

Notice periods may differ
Gratuity calculations may vary
Termination protections may not mirror federal rules
Disputes are handled within the respective free zone courts

⚠️ Do not rely on mainland UAE Labour Law guidance until you confirm which legal regime applies to your contract.

Fast Compliance Check

To determine which employment regime applies to you, review:

Your employment contract
The legal jurisdiction mentioned in the contract
Your employer’s registration location
Company HR policies and employee handbook

If there is any uncertainty, a legal review is strongly recommended before taking action.

The Current Legal Framework (What “New Labour Law UAE 2022” Refers To)

People are often unsure whether a completely new law has replaced the old system, or whether recent updates have changed their rights.

The reality is more structured.

The UAE’s private-sector employment framework is built on a clear legislative hierarchy: a core federal decree-law supported by executive regulations that provide operational details. Understanding this structure helps you distinguish between the binding law and procedural clarifications.

1) The Core Law

The UAE’s current private-sector labour framework is anchored in Federal Decree-Law No. 33 of 2021, which states its enforcement date as 2 February 2022.

2) The Executive Regulations (Where Practical Details Live)

Many operational details—controls, procedures, working hour structures, dispute submission rules, and other implementation mechanics—are set out in Cabinet Resolution No. 1 of 2022 (Executive Regulations).

3) What About “UAE Labour Law Changes 2024”?

As of 2024, the core private-sector framework remains Federal Decree-Law No. 33 of 2021, which came into force on 2 February 2022.

There has not been a full replacement of the labour law in 2024.

What people often interpret as “changes” typically fall into one of these categories:

Ministerial resolutions or administrative decisions
MOHRE compliance updates
Clarifications on implementation
Adjustments in procedural handling of disputes
Digital system or filing updates

In other words, 2024 discussions usually relate to how the law is being applied or clarified, not a repeal or complete rewrite of the framework.

Unsure whether 2024 updates affect your employment rights?
Speak with our labour law team for a precise legal assessment before taking action.

What People Get Wrong (And Why It Becomes Expensive)

Employment disputes in the UAE rarely become costly because of the law itself. They become costly because of assumptions, rushed decisions, and incomplete understanding of procedure.

Many employees and employers only seek legal advice after they have already taken a step that limits their options.

Here are two of the most common and expensive mistakes.

“I’ll Just File MOHRE Myself”

MOHRE channels are designed to be accessible—but disputes are often decided by evidence quality and how the claim is framed (what you ask for, what you can prove, and what timeline you follow). The Executive Regulations include procedural controls for individual labour disputes, including submission channels and timing expectations.

“It’s Just a Resignation / Just a Settlement”

Many disputes escalate because someone signs:

a resignation letter they didn’t intend,
a “full and final settlement” waiver,
or accepts a “misconduct” narrative without understanding downstream consequences.

Even where parties agree to settle, wording and documentation can decide whether rights are preserved or unintentionally waived.

Don’t risk losing entitlements by acting first and asking later.
Speak with our UAE labour law experts today for a fast, confidential review of your resignation, settlement, or MOHRE claim to safeguard your rights.

Do This Today (Fast, Low-Risk Steps)

When employment issues arise, delay increases risk. Whether you are an employee facing unpaid salary or an employer preparing for termination, early structured action reduces legal exposure and financial damage.

Below are immediate steps you can take today, before the situation escalates.

If You’re an Employee (Unpaid Salary / Termination / Gratuity Dispute)

Collect contract + pay evidence (WPS proof if available, bank transfers, pay slips, HR emails/WhatsApp).
Write a dated summary of what happened (timeline beats memory).
Do not sign any resignation/waiver until you understand the effect on final settlement and benefits.

If You’re an Employer / HR (Before Termination or Major Contract Change)

Confirm the contract type and the clause basis for your decision.
Ensure your documentation is consistent (warnings, performance notes, attendance records).
Check working hours rules on official guidance pages when designing schedules, especially for standard limits and Ramadan reductions

Employment Contracts in UAE Labour Law (Fixed-Term, Renewal, Key Clauses)

Employment contracts are the foundation of every labour dispute in the UAE. Most escalation happens not because the law is unclear — but because the contract language, renewal status, or documentation was misunderstood.

If there is a dispute, the contract is the starting point. The evidence is what wins it.

Are “Unlimited Contracts” Still a Thing?

For MOHRE-regulated private-sector employment, the law states that the employment contract is concluded for a specified (definite) period and can be renewed by agreement. If the contract is renewed/extended, the new term is treated as an extension of the original term and is added when calculating continuous service.

What Renewal / Expiry Actually Means (Practical Impact)

The law also provides a key practical rule: if both parties continue performing after the contract term ends without an express renewal, the contract can be treated as implicitly extended on the same conditions. This matters in disputes because it affects arguments about “contract ended” vs “employment continued.”

Contract Proof Rule (Why Evidence Beats “HR Told Me”)

If the written contract is missing or disputed, the law allows the worker (or representative) to prove the contract, wage, and rights by all possible means of evidence. That’s why records like WPS/bank transfers, emails/WhatsApp, attendance logs, and HR documents can become decisive.

Contract Clauses That Trigger Disputes (Employee + Employer)

Contract disputes often arise from vague, one-sided, or non-compliant clauses. UAE courts frequently intervene to protect the weaker party and enforce good faith.

Common Clauses Causing Disputes

Vague Scope of Work: Ambiguous deliverables or services.
Missing/Unclear Termination Clauses: No notice periods or exit conditions.
Weak Payment Terms: Undefined deadlines, penalties, or interest.
Force Majeure & Risk Allocation: Poor drafting on unforeseen events.
Invalid Jurisdiction/Arbitration Clauses: Selecting foreign courts where UAE law applies.
Non-Compete & Confidentiality: Overly broad or non-compliant clauses.
Time-Bar Clauses (Construction): Missing strict notice periods (e.g., FIDIC rules).

Mitigation Tips

Clearly define duties, payment dates, and notice periods.
Ensure compliance with UAE Civil Code (Good Faith – Article 246).
Specify recognized arbitration centers (e.g., DIAC, DIFC-LCIA).
Keep penalties and liability caps reasonable.

Employee checklist (before resigning / signing anything)

Contract term + renewal language
Notice period clause
Wage structure (basic vs allowances)
Any “full & final settlement” wording in HR forms
Any clauses tied to performance, disciplinary process, or “misconduct”

Employer/HR checklist (before changing terms or terminating)

Confirm the contract is MOHRE-registered
Keep consistent written documentation (warnings, performance, attendance)
Don’t rely on informal “policy only” when the contract terms differ
Maintain a clean timeline (what happened, when, what was communicated)

Probation Rules Under UAE Labour Law (Resignation, Termination, Notices)

Probation can be up to 6 months from the start date. The employer may terminate during probation with at least 14 days’ written notice. A worker generally cannot be placed on probation more than once with the same employer; if they pass probation and continue working, that probation period is counted in service.

Probation Notice Requirements (Most Common Situations)

Situation During Probation	Minimum Notice	Who Pays/Compensates	Key Risk If Mishandled
Employer terminates during probation	14 days (written)	N/A	Termination becomes procedurally weak if notice not followed
Employee leaves UAE (foreign worker)	14 days (written)	N/A (but return rules apply)	If leaving without compliance, future work permit restrictions may apply
Employee switches to another UAE employer	At least 1 month (written)	New employer compensates original employer’s recruitment/contracting costs (unless agreed otherwise)	Disputes over costs + improper exit process
Either party terminates without observing probation notice rules	Notice-equivalent compensation owed	Party in breach pays compensation equal to wage for notice/remaining notice	Becomes a direct financial claim

A high-risk rule many employees miss (Work permit consequence)

If a foreign worker leaves the UAE during probation without following the probation provisions, the law states they may not be granted a UAE work permit for one year from the leaving date (subject to applicable rules/exclusions). This is why “I’ll just leave” can turn into a long-term career problem.

Get a fast legal review of your contract with our contract lawyers, notice obligations, and exit process. Avoid costly mistakes and ensure your UAE work permit eligibility is preserved.

What This Looks Like in Real Disputes?

Probation periods may seem straightforward, but in practice, many disputes arise from misunderstandings or rushed actions. Both employees and employers often underestimate the importance of notice requirements, contract terms, and procedural compliance, which can turn a simple probation exit into a costly legal issue.

Example 1 — “Resign During Probation to Join Another Company”

If the employee intends to move to another UAE employer during probation, the law requires at least one month’s written notice, and the new employer compensates recruitment/contracting costs unless otherwise agreed. A rushed exit (or informal handover) often triggers disputes about costs, start dates, and “absconding” narratives.

Example 2 — “Terminated on Probation With Immediate Exit”

Where an employer terminates during probation, the law requires 14 days’ written notice. If the employer does it immediately without proper notice, the dispute often shifts from “can they terminate?” to “did they follow the required process and what compensation is owed?”

Do This Today (Probation / Contract Dispute Quick Actions)

If a resignation, probation exit, contract change, or termination is happening right now, the goal is simple: protect your position with evidence and written steps. Most UAE labour disputes are won or lost on what can be proven (contract terms, notice, salary/WPS records, and documented communication)—not on verbal promises.

If you’re an employee

Save your contract + offer letter + MOHRE contract (if available).
Put your resignation/notice in writing (date-stamped).
Keep evidence: salary proof + HR messages + attendance.
Don’t sign “full & final” wording under pressure until you understand what it releases.

If you’re an employer/HR

Ensure notice is written and trackable.
Keep a clean file: warnings, performance notes, attendance, internal policy references.
Align termination steps with the contract + probation rule to avoid creating a compensation claim.

UAE Labour Law sets clear rules for termination, notice periods, and end-of-service (gratuity), and most disputes escalate through MOHRE first. The safest approach is evidence-led: keep the contract, salary/WPS proof, and written communications—then follow the MOHRE complaint pathway if settlement fails. Gratuity for eligible foreign full-time workers is addressed in Article 51.

Termination, Notice Periods & “Illegitimate Termination” Risk

Employment termination in the UAE is legally permitted, but disputes often arise not from the termination itself, but from how it is executed. Misunderstandings, rushed processes, missing documentation, or unclear notice periods can turn a lawful termination into a high-risk “illegitimate termination” claim.

Can An Employer Terminate You Anytime?

An employer can terminate an employment relationship, but disputes usually arise around procedure, documentation, notice, and the reason stated—especially when termination is linked to alleged misconduct or used to pressure an employee into signing a waiver. The law addresses termination concepts and “illegitimate termination” as part of its framework.

The Termination Risk Pattern (What Triggers Claims)

Employees usually challenge termination when:

the reason changes over time (“performance” becomes “misconduct”),
notice/settlement is rushed,
wages/benefits are withheld to force a signature,
the employee is blocked from collecting evidence (emails, attendance records).

Employers usually lose leverage when:

documentation is weak (no warnings, no attendance proof, inconsistent policy application),
HR actions contradict the written contract,
internal approvals are missing or unclear.

Notice Period: What Matters In Real Cases

Notice isn’t just a “days count.” It affects:

final settlement timing,
pay obligations,
and how MOHRE/court assesses fairness and compliance.

Practical rule: if notice, warnings, or settlement terms are not in writing, the dispute becomes harder to control for both sides.

What Is End-of-Service Gratuity in UAE Labour Law?

End-of-service gratuity is a statutory end-of-service benefit owed to eligible workers after completing qualifying service, calculated mainly on basic wage, subject to conditions and deductions set by law. For foreign full-time workers with one year or more of continuous service, Article 51 sets the gratuity calculation method.

What Article 51 Says (High-Utility Summary)

For eligible foreign full-time workers, Article 51 provides the gratuity calculation structure, including:

21 days’ basic wage per year for the first five years (as stated in the official legislation text snippet).

Note: Full eligibility rules, caps, exclusions (e.g., unpaid absence effects), and calculation nuances must be handled carefully and evidence-backed; the safest approach is to rely on the official law text and your payroll records.

Common Gratuity Disputes & What To Do Next

Scenario	What Usually Goes Wrong	Risk If You Misstep	Best Next Step
Gratuity withheld at exit	Employer delays/conditions payment	Pressure to sign waiver	Don’t sign “full & final” until amounts are verified
Basic wage vs total wage confusion	Allowances mixed into expectations	Over/under-claim weakens case	Use contract + payroll breakdown as your calculation base
Unpaid absences raised at settlement	Attendance disputes	Reduced payout	Secure attendance/leave records before filing

“Full & Final Settlement” Trap

Signing a full & final settlement without a verified breakdown of:

Basic wage calculation
Leave balance
Notice compensation
Gratuity amount

can significantly reduce leverage in future disputes.

HR forms are legal documents. Treat them accordingly.

What To Do If Salary Is Not Paid?

If salary or end-of-service benefits are not paid, the fastest path is to collect proof (contract, WPS/bank transfers, pay slips, HR messages) and use the official MOHRE labour complaint channels. MOHRE lists filing methods (website/app/WhatsApp/call center) and required documents.

Do This Today (Employee)

Save: contract + payslips + bank statements/WPS evidence + HR emails/WhatsApp.
Write a timeline: dates, amounts, and who promised what.
Avoid signing any “receipt” or “settlement” until figures are reconciled.

Do This Today (Employer/HR)

Reconcile payroll evidence (WPS/bank transfers) and issue a written breakdown.
Fix process gaps that trigger complaints: unclear settlement amounts, missing records, inconsistent approvals.

Don’t wait until it’s too late. Get expert legal guidance to recover unpaid salaries or end-of-service benefits quickly and safely. Contact our labour lawyers today for a fast, confidential review of your case.

How To File A MOHRE Labour Complaint (Private Sector)?

You can register a labour complaint through MOHRE via official channels (including the MOHRE website inquiry services, the MOHRE app, WhatsApp service, and the Labour Claims & Advisory Center). MOHRE also lists required supporting documents (e.g., resignation or dismissal letter where relevant).

MOHRE Complaint Steps (Practical)

Prepare evidence: contract, salary/WPS proof, HR communications, resignation/dismissal letter (if any).
File the complaint using MOHRE’s available channels (web/app/WhatsApp/call center).
Engage in the MOHRE dispute process (the UAE official platform describes the dispute resolution route and options).
If settlement fails, follow the official next-step guidance provided in your case outcome/records.

MOHRE Dispute Path — What To Submit & Mistakes To Avoid

Stage	What You Submit	What Typically Happens	Mistakes That Weaken Cases
Before filing	Contract + payroll proof + timeline	You clarify the claim value and basis	Filing with no documents or unclear request
Filing	Complaint + supporting docs	MOHRE registers the complaint	Using screenshots without dates/context
During process	Additional proof if requested	Settlement attempt / structured handling	Signing waivers mid-process without reconciliation

When It’s No Longer “Just A Labour Law Question”

Not all employment issues are straightforward. Some situations carry high legal and financial risks that can escalate quickly if handled incorrectly. Both employees and employers can face serious consequences — from withheld settlements and reputational damage to compliance violations or regulatory sanctions. Understanding when to seek expert advice can save time, money, and career opportunities.

High-Risk Scenarios For Employees (Consult Before Acting)

Withheld gratuity or final settlement after exit
Termination framed as “misconduct” with reputational impact
Pressure to sign resignation/waiver immediately
Salary non-payment pattern over multiple pay cycles

High-Risk Scenarios For Employers/HR (Compliance Review Recommended)

Terminating without clean documentation and consistent policy application
Repeated payroll/WPS timing issues
Senior employee disputes (high claim value + reputational risk)
Restructures/redundancies with weak written rationale

What Legal Support Adds (Non-Promotional, Practical)

Evidence strategy (what wins vs what doesn’t)
Settlement leverage without accidental waiver
Risk containment if the dispute escalates beyond MOHRE

UAE Labour Law generally applies to mainland private-sector employment and many free zones, but DIFC and ADGM have separate employment regimes and are generally outside MOHRE’s federal labour framework. “Labour ban” concerns are often misunderstood; restrictions can apply in specific violations (including probation exit rules), so accuracy depends on facts and evidence.

High-risk employment issues demand careful handling. Protect your rights or your company by consulting our UAE labour law specialists for a fast, confidential review and clear next steps before taking action.

Does UAE Labour Law Apply in Free Zones?

In many cases, yes—the federal labour framework is the baseline for private-sector employment. However, financial free zones like ADGM are generally exempt from federal labour law and MOHRE resolutions, and instead apply their own ADGM Employment Regulations.

DIFC and ADGM: Separate Regimes (Important Warning)

ADGM: Guidance explicitly notes ADGM is generally exempt from UAE federal civil/commercial laws, including UAE Federal Labour Law, and MOHRE resolutions, and applies Employment Regulations.
DIFC: Operates its own employment law framework rather than the MOHRE federal regime (users should confirm the governing jurisdiction in the contract).

How to Identify Which Employment Regime Applies (Fast Checks)

What does your contract say (governing jurisdiction / free zone authority)?
Where is the employer licensed (mainland vs DIFC vs ADGM vs another free zone)?
Which authority handles disputes in your documents/policies (MOHRE vs DIFC/ADGM bodies)?

If DIFC/ADGM applies, do not rely on mainland/MOHRE guidance for notice, termination, or claims strategy until confirmed.

Labour Ban / One-Year Work Permit Concern (Myths vs Reality)

Often, what people call a “labour ban” is really about work permit eligibility restrictions in specific situations. There isn’t one universal outcome for every resignation. It depends on how you exit, your contract status (especially probation), and whether legal requirements were followed.

Claim People Believe	Reality (Safer Interpretation)	What To Do
“If I resign, I’ll get a labour ban.”	Not automatically. Restrictions depend on the scenario and compliance with rules.	Confirm your exit scenario (probation vs post-probation) and keep written notice evidence.
“If I leave during probation, nothing happens.”	The law contains a one-year work permit restriction if a foreign worker leaves the UAE during probation without following the article’s requirements (with potential MOHRE exceptions).	Do not exit informally—serve the correct written notice and keep proof.
“Employer can ‘ban’ me anytime.”	Employers can report issues, but eligibility outcomes are authority-led and fact-based.	Focus on compliance + evidence (notice served, handover, communications).

The High-Risk Rule (Probation Exit)

The official Decree-Law text states that if the foreign worker leaves the State without abiding by the provisions of the probation article, the worker shall not be granted a work permit for one year from the departure date (subject to rules and possible exclusions).

“Before You Sign” Settlement Safeguards (Fast, Practical)

Do Not Sign These Without Reviewing the Numbers:

Resignation letters drafted by the employer (especially when termination is being discussed)
Full & Final Settlement acknowledgements without a line-by-line breakdown
Any document labeling your exit as misconduct without evidence and process

Why this matters: once signed, disputes often shift from “what is owed” to “what you agreed to waive.”

UAE Labour Law – Frequenlty Asked Questions

What Is UAE Labour Law?

UAE Labour Law is the federal framework governing most private-sector employment rules (contracts, hours, leave, termination, benefits) and is often enforced through MOHRE channels for mainland cases.

Does UAE Labour Law Apply in Dubai and Abu Dhabi?

Yes for mainland private-sector employment. DIFC and ADGM operate separate employment regimes, so the governing jurisdiction should be confirmed before relying on MOHRE-based federal rules.

What Are Working Hours in UAE Private Sector?

Official guidance summarizes private-sector working hours and confirms that Ramadan working hours are reduced by two hours per day for private-sector employees, subject to applicable scheduling rules.

Is a 6 Days Working Week Legal in UAE?

A 6-day pattern may be used in some workplaces, but compliance depends on total working hours, rest breaks, overtime controls, and policy alignment with the law and its regulations.

What Are Overtime Rules in UAE Labour Law?

Overtime generally refers to work performed beyond normal working hours and must be handled within the controls set by the law and Executive Regulations; disputes usually depend on whether hours are properly recorded and provable.

What Is the Notice Period in UAE Labour Law?

Notice depends on the contract and legal requirements; in disputes, the decisive issue is usually written notice evidence and whether the exit process and settlement were documented properly.

Can an Employer Terminate Without Notice in UAE?

Some termination scenarios may involve different outcomes, but employers should not assume “immediate termination” is risk-free; lawful termination typically requires correct procedure, documentation, and compliance with the applicable notice/settlement obligations.

What Is Arbitrary or Illegitimate Termination in the UAE?

Illegitimate termination is a legal concept under the UAE labour framework and typically arises when termination is not based on lawful grounds or is executed in a way that creates liability; outcomes depend on facts, evidence, and procedure.

How Is Gratuity Calculated in UAE (Article 51)?

Article 51 sets a calculation structure for eligible foreign full-time workers, commonly referenced as 21 days’ basic wage per year for the first five years, subject to conditions and proof of service/wage details.

Do I Get Gratuity If I Resign in the UAE?

Gratuity entitlement depends on eligibility conditions, continuous service, and the circumstances of separation; the safest approach is to confirm your service timeline and payroll breakdown against the official rules.

What Should I Do If My Salary Is Not Paid?

Start by collecting proof (WPS/bank transfers, payslips, contract, HR communications) and use MOHRE’s official labour complaint channels if the employer does not resolve the issue promptly.

How Do I File a MOHRE Labour Complaint?

You can register a complaint through MOHRE via official channels (website/app/WhatsApp/call centre), submitting your core documents (contract and relevant resignation/termination letters and payment proof).

What Documents Do I Need for a Labour Complaint in the UAE?

Commonly needed documents include the employment contract, payroll proof (WPS/bank/payslips), resignation or dismissal letter (if relevant), and supporting communications like emails or WhatsApp messages.

What Is Compassionate Leave Under UAE Labour Law?

Compassionate leave exists as a statutory leave category under the UAE private-sector framework; eligibility and proof requirements should be confirmed using official guidance and your employer’s documented policy.

Is There Marriage Leave in UAE Labour Law?

Marriage leave is addressed as a leave category within the UAE private-sector framework; eligibility and evidence requirements should be confirmed via official guidance and employer policy documentation.

What Is Maternity Leave in UAE Labour Law?

Maternity leave is a statutory entitlement in the UAE private sector, and disputes typically arise around eligibility conditions and payroll calculation; confirm your case using official guidance and HR documentation.

What Is the Legal Age to Work in the UAE?

Minimum working age rules exist under the UAE labour framework and related regulations; the applicable requirements depend on the role and conditions and should be verified against official sources.

Will I Get a Labour Ban If I Resign?

Not automatically. Restrictions depend on the scenario and compliance with exit rules, especially during probation and where specific legal provisions apply.

Do DIFC and ADGM Follow UAE Labour Law?

They generally operate separate employment regimes. ADGM guidance explicitly notes exemption from UAE federal labour law and MOHRE resolutions, with ADGM Employment Regulations applying instead.

How Can Employers Terminate Legally Under UAE Labour Law?

Employers should ensure termination is supported by correct procedure, written documentation, consistent policy application, and compliant settlement/notice handling; weak documentation is a common cause of escalated disputes.

What Documentation Protects Employers in Termination Disputes?

Consistent records—warnings, performance notes, attendance logs, written notices, and policy references—are typically what protects employers when termination decisions are challenged

How To Reduce MOHRE Complaint Risk (Employer/HR)?

Reduce risk by maintaining clear payroll/WPS records, using trackable written communications, applying policies consistently, and documenting decisions before termination or major contract changes.

UAE Labour Law: What It Is, Who It Applies To, and Why People Search It?