Not legal advice
Content summarises labour law as published by each GCC ministry, current as of May 2026. Not a substitute for legal advice. Employment law is jurisdiction-specific and subject to change. For contracts, disputes, visa issues, or any decision with legal consequences, consult a qualified labour lawyer licensed in your jurisdiction.
Not legal advice
This guide summarizes United Arab Emirates employment law for informational use only. It is not a substitute for advice from a qualified labour lawyer. Employment law is complex and jurisdiction-specific. For contracts, disputes, visas, or decisions with legal consequences, consult a licensed labour lawyer in your jurisdiction.
Quick summary
After probation, either party can terminate with 30 to 90 days' written notice. The statutory minimum is 30 days. Termination for cause under Article 44 requires specific grounds and procedural steps. Arbitrary dismissal can entitle the employee to up to three months' compensation on top of unpaid entitlements.
Standard notice
Article 43 of Federal Decree-Law 33/2021 sets the standard notice regime for post-probation termination of a fixed-term contract:
- Statutory minimum: 30 days for either party.
- Contractual maximum: 90 days, as agreed in writing.
- Payment in lieu of notice is permitted, either party can pay the other to be released early.
- The notice must be in writing, dated, and delivered through a channel the parties have agreed to or that MOHRE recognises.
Probation notice, the in-between rules
During probation, the standard 30–90 day regime does not apply:
- Employer ends: 14 days' written notice.
- Employee resigns to leave the UAE: 14 days' notice + recruitment-cost reimbursement.
- Employee resigns to a new UAE employer: One month's notice; new employer takes on recruitment costs.
Termination for cause (Article 44)
Article 44 lists a closed set of grounds on which an employer can terminate without notice and without paying notice-in-lieu. The headline categories: gross misconduct, presenting forged documents to obtain the role, repeated breach of duties after written warning, unexplained absence for more than 20 days a year or 7 consecutive days, disclosure of trade secrets, and conviction for an offence of honour or trust. The employer must follow the disciplinary procedure (written investigation, written warning, opportunity to respond) before the dismissal sticks legally.
Arbitrary dismissal compensation
If an employer terminates without serving notice, without a valid Article 44 ground, or in retaliation for the employee exercising a legal right, the dismissal is arbitrary. The Labour Court can award compensation equivalent to up to three months' total salary, on top of unpaid wages, gratuity, leave pay, and notice pay.
Worked example
Layla is on a fixed-term contract with 60 days' notice. After three years of service, her employer notifies her on 1 March that her role is redundant and asks her to leave on 31 March. Because the contractual notice is 60 days, the lawful end date is 30 April, not 31 March. The employer must either let her work to 30 April or pay her one month of total salary as notice-in-lieu, plus all other entitlements (gratuity, accrued leave, final-month salary).
Frequently asked questions
Can my employer make me serve gardening leave during notice?
Yes, if the contract or a separate agreement provides for it. During gardening leave the employee remains on payroll and accrues entitlements but is not required to perform duties. The employee remains bound by confidentiality and any post-termination restrictions for the duration.
What is non-compete enforceability like in the UAE?
Article 10 of the Decree-Law makes non-competes enforceable when (a) the employee has access to client lists or trade secrets, (b) the restriction is limited in geography and time (typically up to two years), and (c) the scope is proportionate to the legitimate interest being protected. Overly broad clauses are routinely struck down or read down by the courts.
Do I owe my employer anything if I resign mid-contract?
If you resign during a fixed-term contract before its end date, you may owe compensation equivalent to half of three months' salary (or the remaining contract term if shorter), unless your contract sets out a different figure. In practice this is often waived or paid by a new employer.
What's the deadline to file a labour complaint?
One year from the date the right arose. Filing with MOHRE for conciliation is the first step before escalating to the Labour Court.
When to consult a labour lawyer
Consult a lawyer before resigning or accepting termination if: your employer is invoking Article 44 (for-cause termination), you're being asked to sign a settlement waiver in exchange for delayed payment, you're inside a non-compete and considering a competitor, or your employer has cancelled your visa before the notice period ended.