Key takeaways
- A contract can end in 9 ways, from mutual written agreement or expiry to the company closing or the worker’s death (Decree-Law Art. 42).
- Either side can end the contract for a legitimate reason with written notice of 30 to 90 days, as the contract says. The worker is paid in full during notice, and whoever skips notice pays the wage for it (Art. 43).
- If the employer gives notice, the worker may take one unpaid day a week during the notice period to look for a new job (Art. 43(5)).
- Dismissal without notice is allowed only on 10 serious grounds, after a written investigation, with a written and reasoned decision (Art. 44).
- A worker can leave without notice and keep all rights in 4 situations, including unpaid obligations after a MOHRE notice, assault or harassment, a serious danger at work, or being forced into a different job (Art. 45).
- Dismissal for making a genuine complaint is unlawful. A court can award up to 3 months’ wage on top of notice pay and gratuity (Art. 47).
In short: Under Federal Decree-Law No. 33 of 2021, either side can end a UAE employment contract for a legitimate reason with written notice of 30 to 90 days, as the contract says (Art. 43). Whoever skips notice pays the wage for the unserved days. An employer may dismiss without notice only on 10 grounds, after a written investigation (Art. 44), and a worker may leave without notice in 4 cases while keeping all rights (Art. 45). Dismissal for a genuine complaint to MOHRE is unlawful, and a court can add up to 3 months’ wage (Art. 47). Final dues are owed within 14 days, and claims must be made within 2 years (Arts. 53 and 54).
This chapter covers how employment ends: the ways a contract can end, notice, dismissal without notice, leaving without notice, and unlawful termination. We go through each article in order: a short quote from the official text, then what it means in simple words.
This page explains what the law says. For the practical side of resigning or being let go, see: Notice period: how it works in practice · Cancelling an employment visa · Gratuity calculator. Leaving the UAE job and need the permit and residence cancelled? See our visa cancellation service in Dubai.
How can an employment contract end in the UAE?
The 9 ways an employment contract ends
Federal Decree-Law 33/2021
“If the parties agree in writing to terminate it.”Federal Decree-Law No. 33 of 2021, Article 42(1)
In plain English
- Both sides agree in writing to end it.
- The contract term expires and is not renewed.
- One side ends it with notice, following the law and the contract’s notice period.
- The employer dies, if the contract was tied to the employer personally.
- The worker dies, or becomes totally and permanently disabled (medical certificate needed).
- The worker is sentenced by a final judgment to at least 3 months’ imprisonment.
- The company closes permanently.
- The employer goes bankrupt or insolvent, or exceptional economic reasons stop the business.
- The worker no longer meets the conditions to renew the work permit, for reasons outside the employer’s control.
Illustrative example
A company and an employee agree to part ways early and both sign a settlement letter. That ends the contract under Article 42(1), and the agreed terms, plus at least the legal entitlements, apply.
However a contract ends, the worker’s end-of-service dues are owed within 14 days (Article 53). A “mutual agreement” cannot take away rights the law gives (Article 65).
When the employer goes bankrupt or insolvent
Cabinet Resolution 1/2022
“The Ministry may, based on its sole discretion, cancel the worker’s employment permit pursuant to the court judgment declaring the employer’s bankruptcy”Cabinet Resolution No. 1 of 2022, Article 25(2)
In plain English
The contract ends if a court declares the employer bankrupt or insolvent, or if the authorities decide the employer cannot continue for exceptional economic reasons beyond its control. MOHRE may then cancel the worker’s permit and issue a new one, so the worker can move on.
Illustrative example
A trading company is declared bankrupt by the court. MOHRE cancels its workers’ permits so they can be employed elsewhere, while their claims are pursued in the bankruptcy.
A closing company still owes your wages and gratuity, and those debts rank highly (Article 65(7)). If your company closes without settling, a MOHRE claim is the first step.
What notice period applies when you resign or are terminated?
Resigning means ending the contract under Article 43: give written notice of the period in your contract, which must be between 30 and 90 days. If you leave without serving it, you owe the employer a notice allowance equal to your last wage for the unserved days (Art. 43(3) and (4)). Resigning does not cut your gratuity: Article 51 gives it to every full-time foreign worker with at least one year of continuous service, with no reduction for resigning (see our gratuity chapter, Articles 49 to 53). Termination by the employer follows the same notice rule, and the worker also gets one unpaid job-search day a week (Art. 43(5)). The 2021 law has no separate resignation rules for “limited” and “unlimited” contracts: Article 43 applies to every contract.
Ending the contract with notice
Federal Decree-Law 33/2021
“provided that the period is not less than thirty (30) days, and not more than ninety (90) days.”Federal Decree-Law No. 33 of 2021, Article 43(1)
In plain English
- Either side may end the contract for a legitimate reason, with written notice of the period in the contract: at least 30 and at most 90 days.
- The contract stays in force during notice, and the worker is paid the full last wage and must work if asked.
- Both sides can agree to waive or shorten notice, but the worker keeps all rights for the agreed notice period.
- Notice must be the same length for both sides, unless a difference favours the worker.
- Whoever does not give notice pays the other a notice allowance equal to the wage for the notice period, or the part not served, even if there was no harm.
- If the employer gives notice, the worker can take one unpaid day a week to look for work, telling the employer at least 3 days in advance.
Illustrative example
Elena’s contract has a 60-day notice period. Her employer ends her contract and tells her to leave the same day. The employer must pay her 60 days’ wage as a notice allowance.
Our notice period guide covers how to serve notice and calculate notice pay in practice. Notice given during leave only starts after you are due back (Article 35).
Can you be dismissed, or resign, without notice in the UAE?
The 10 grounds for dismissal without notice
Federal Decree-Law 33/2021
“after conducting a written investigation with him, and the decision to dismiss shall be in writing and reasoned”Federal Decree-Law No. 33 of 2021, Article 44
In plain English
An employer may dismiss without notice only after a written investigation, with a written, reasoned decision handed to the worker, and only if the worker:
- impersonated someone or used false certificates or documents;
- made a mistake causing grave material loss, or deliberately damaged the employer’s property and admitted it (the employer must tell MOHRE within 7 working days);
- broke written, displayed safety rules they had been told about;
- kept failing in their basic duties after a written investigation and two warnings of dismissal;
- disclosed trade secrets, causing losses or gaining a personal benefit;
- was drunk or on drugs at work, or committed an act against public morals at work;
- assaulted the employer, a manager or a colleague, verbally or physically, at work;
- was absent without a legitimate reason for more than 20 non-consecutive days in one year or more than 7 consecutive days;
- exploited their job for personal gain;
- worked for another company without following the rules.
Illustrative example
An employee is absent for 9 days in a row with no explanation. Under Article 44(8), after a written investigation, the employer can dismiss him without notice.
A dismissal without notice that skips the written investigation, or relies on a reason not on this list, can be challenged. Ask for the investigation record and the written decision.
The 4 situations where a worker can leave without notice
Federal Decree-Law 33/2021
“The Worker may leave work without warning while retaining his rights upon termination of service”Federal Decree-Law No. 33 of 2021, Article 45
In plain English
- The employer breaks its obligations, and does not fix it after MOHRE notifies it. The worker must notify MOHRE 14 working days before leaving.
- The employer or its legal representative assaulted the worker or subjected them to violence or harassment. The worker must report to the authorities and MOHRE within 5 working days of being able to.
- There is a serious danger at work the employer knew about and did not remove (see Regulation Article 26).
- The worker was given fundamentally different work without written consent, outside the emergency rules in Article 12.
In all four cases the worker keeps all end-of-service rights.
Illustrative example
Ravi’s salary has not been paid for three months. He files with MOHRE, MOHRE notifies the employer, and nothing changes. After telling MOHRE 14 working days in advance, he can leave without notice and keep his gratuity.
Follow the steps exactly, especially the MOHRE notification and the time limits, before leaving. Walking out without them risks being treated as absent (Article 50).
What counts as a serious danger
Cabinet Resolution 1/2022
“Exposure to electrical wires connected to a power source which may cause an electric shock or death.”Cabinet Resolution No. 1 of 2022, Article 26(2)
In plain English
A serious danger that lets a worker leave without notice includes:
- a possible source of fire;
- exposed live electrical wires that could cause shock or death;
- hazardous chemicals that could cause illness;
- unusual temperatures that could cause burns;
- loud noise that could cause permanent hearing damage;
- radiation that could cause cancer or blindness;
- biological hazards that could cause illness.
Illustrative example
Workers report exposed live cables in a workshop. The employer does nothing. Under Article 45(3) and Regulation Article 26, they can leave without notice and keep their rights.
Report the danger to the employer in writing first. The law requires that the employer knew and failed to act.
What counts as unfair dismissal in the UAE?
No dismissal for ill health before sick leave is used
Federal Decree-Law 33/2021
“The Employer may not terminate the Worker’s service for lack of health fitness, before he has completed the leaves legally entitled to him”Federal Decree-Law No. 33 of 2021, Article 46
In plain English
An employer may not end a contract because the worker is medically unfit until the worker has used the leave the law gives them. Any agreement saying otherwise is void, even if signed before the law came in.
Illustrative example
After surgery, a worker is off sick for 40 days. The employer cannot dismiss her for ill health during that time; she still has sick leave left under Article 31.
Keep your sick leave certified with medical reports. They show you are within your legal leave.
Unlawful dismissal and its compensation
Federal Decree-Law 33/2021
“the amount of compensation must not exceed the wage of the Worker for a period of three (3) months”Federal Decree-Law No. 33 of 2021, Article 47(2)
In plain English
- Dismissal is unlawful if it is because the worker made a serious complaint to MOHRE, or filed a case against the employer that proved to be true.
- A court sets fair compensation, considering the type of work, the harm and the length of service, up to 3 months’ wage (last wage received).
- This is on top of the notice allowance and the gratuity.
Illustrative example
Hassan complains to MOHRE about unpaid overtime and wins. Two weeks later he is dismissed. A court can award him up to 3 months’ wage, plus his notice pay and gratuity.
Keep a copy of any complaint you file and the date. The link between the complaint and the dismissal is what proves an Article 47 case. Every claim starts with MOHRE, which first tries an amicable settlement and can issue a binding decision on claims of up to AED 50,000; other disputes go to court (Art. 54(1), (2) and (4)). No claim is heard more than 2 years after the employment ends (Art. 54(9)). Our guide on how to file a MOHRE complaint covers the steps.
Contracts survive a change of company owner or form
Federal Decree-Law 33/2021
“the new Employer shall be responsible for implementing the terms of those contracts”Federal Decree-Law No. 33 of 2021, Article 48
In plain English
If a company changes its legal form or ownership, existing employment contracts continue. The new employer must honour them from the date the company’s details are changed with the authorities.
Illustrative example
An LLC is sold to new owners. Its employees keep their contracts, salaries and service history; the new owners take on the obligations.
A takeover does not reset your service or your gratuity. Ask the new owners to confirm your contract continues.
Every way out, compared
Articles 39 and 42 to 48 describe different exits, each with its own notice rule and its own extra money. Final dues are owed within 14 days in every case (Art. 53). Gratuity is covered in the next chapter.
| How it ends | Notice | Money on top of normal dues | Conditions | Article |
|---|---|---|---|---|
| Worker resigns | 30 to 90 days, written | None. If the worker skips notice, the worker owes the notice allowance | Legitimate reason; same notice for both sides unless better for the worker | 43 |
| Employer ends the contract | 30 to 90 days, written | Notice allowance if notice is not served | 1 unpaid job-search day a week during notice | 43 |
| Mutual agreement | As agreed | As agreed | In writing; cannot take away legal rights | 42(1), 65 |
| Fixed term expires | None needed | None | Not renewed | 42(2) |
| Dismissal without notice | None | None | One of 10 grounds, written investigation, written reasoned decision | 44 |
| Dismissal as a disciplinary penalty | Follows the penalty process | None; gratuity kept | Written charge, hearing, deadlines | 39; Reg. 24 |
| Worker leaves without notice | None | None; all end-of-service rights kept | One of 4 situations, each with its own steps | 45 |
| Unlawful dismissal after a genuine complaint | Notice allowance still due | Up to 3 months’ wage, set by a court | Complaint to MOHRE was serious, or the case against the employer was proven | 47 |
| Company closes or goes bankrupt | None | None; wages and gratuity rank as priority debts | MOHRE may cancel the permit so the worker can move | 42(7)–(8); Reg. 25; 65 |
Notice clock calculator
Enter the date notice was given and the notice period in the contract.
Your resultExample
Notice runs 30 to 90 days as in the contract; final dues are due within 14 days of the end, and a labour claim within 2 years.
30 daysnotice period in the contract
Notice given during leave starts only after the leave ends (Art. 35).
- Notice period ends
- Enter the notice date
- Final dues paid by
- 14 days after the notice ends
- Last day to file a labour claim
- 2 years after the notice ends
File check AED 100 (5% VAT included), credited to your fee if you go ahead.
Law text checked 1 Oct 2026 (uaelegislation.gov.ae). Estimate, not legal advice; the authority's payment screen and decision are final.
Full breakdown
| Notice period ends | Enter the notice date |
|---|---|
| Job-search days available | Not applicable |
| Notice allowance if notice is not served | Enter a wage |
| Final dues paid by | 14 days after the notice ends |
| Last day to file a labour claim | 2 years after the notice ends |
Sources
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Based on Decree-Law Articles 43 (30 to 90 days, job-search day), 53 (14 days) and 54(9) (2 years). Notice is limited to 30–90 days. The allowance estimate uses monthly wage ÷ 30 per day. Notice given during leave only starts after the leave ends (Art. 35).
Leaving without notice: follow the steps in order
Article 45 protects your rights only if you follow its steps. Leaving first and complaining later risks being treated as absent (Art. 50).
- Employer breachComplain to MOHRE firstFor unpaid wages or other broken obligations, file with MOHRE. MOHRE notifies the employer.
- If nothing changesTell MOHRE 14 working days before you leaveOnly then can you leave without notice and keep all rights (Art. 45(1)).
- Assault or harassmentReport within 5 working daysReport to the authorities and MOHRE within 5 working days of being able to (Art. 45(2)).
- Serious dangerReport the danger in writingThe law requires that the employer knew and did not remove it (Art. 45(3); Regulation Art. 26). A dated written report proves that.
- Different job imposedRefuse in writingMoving you to fundamentally different work needs your written consent, except in the emergency cases in Article 12 (Art. 45(4)).
Dismissed without notice? Check these points
- There was a written investigation in which you were heard.
- The decision is written, gives reasons and was handed to you.
- The reason is one of the 10 grounds in Article 44.
- For poor performance of basic duties: there were two earlier written warnings of dismissal (Art. 44(4)).
- For absence: more than 7 days in a row, or 20 days in total within one year, without a legitimate reason (Art. 44(8)).
- For deliberate damage: the employer told MOHRE within 7 working days (Art. 44(2)).
- You were not on sick leave you are legally entitled to (Art. 46).
- The dismissal did not follow a genuine complaint you made to MOHRE (Art. 47).
- Notice is symmetrical. Article 43 requires the same notice for both sides unless a difference favours the worker. A contract with 90 days for the worker and 30 days for the employer is the wrong way round.
- The job-search day is unpaid and only applies when the employer gives notice. On a 30-day notice that is 4 days at most, and you must give 3 days’ warning each time (Art. 43(5)).
- Unlawful-dismissal compensation adds to the other money. The court award of up to 3 months’ wage comes on top of the notice allowance and gratuity (Art. 47(3)). The date of your complaint is the key evidence.
Quick reference: the numbers in this chapter
| Rule | Figure | Where |
|---|---|---|
| Notice period | 30 to 90 days, as in the contract | Decree-Law Art. 43(1) |
| Job-search day during employer’s notice | 1 unpaid day a week, 3 days’ warning | Decree-Law Art. 43(5) |
| Dismissal for absence | More than 7 consecutive days, or 20 non-consecutive days in one year | Decree-Law Art. 44(8) |
| Employer reports deliberate damage to MOHRE | Within 7 working days | Decree-Law Art. 44(2) |
| Worker notifies MOHRE before leaving over employer breach | 14 working days | Decree-Law Art. 45(1) |
| Worker reports assault or harassment | Within 5 working days | Decree-Law Art. 45(2) |
| Unlawful dismissal compensation | Up to 3 months’ wage, plus notice and gratuity | Decree-Law Art. 47(2)–(3) |
| Prison sentence that ends a contract | At least 3 months, final judgment | Decree-Law Art. 42(6) |
Ending a contract: frequently asked questions
Can I be dismissed without notice in the UAE?
Only on one of the 10 grounds in Article 44 of Federal Decree-Law No. 33 of 2021, such as false documents, serious misconduct, assault or unexplained absence of more than 7 consecutive days, and only after a written investigation with a written, reasoned decision.
Can I resign without notice in the UAE and keep my gratuity?
Yes, in the four cases in Article 45: the employer breaches its obligations and does not fix them after MOHRE’s notice, the employer assaults or harasses you, there is a serious danger at work the employer ignores, or you are moved to fundamentally different work without consent. Each has steps you must follow.
What is the compensation for unfair dismissal in the UAE?
If dismissal is because of a genuine complaint to MOHRE or a successful case against the employer, a court can award up to three months’ wage, on top of notice pay and gratuity (Article 47).
How many days of absence lead to dismissal in the UAE?
Absence without a legitimate reason for more than 7 consecutive days, or more than 20 non-consecutive days in one year, allows dismissal without notice after a written investigation (Article 44(8)).
Can my employer end my contract because I am sick?
Not before you have used the leave the law gives you (Article 46). After all sick leave is used, if you still cannot return, the employer may end the contract and pay all dues (Article 31(5)).
What happens to my contract if the company is sold?
It continues. Under Article 48 the new employer must honour existing contracts from the date the company’s details are changed with the authorities.
Is a notice period in a UAE contract allowed to be longer for the worker than for the employer?
No. Article 43 requires the same notice period for both sides, unless a difference favours the worker. It must be between 30 and 90 days.
Do I have to follow steps before leaving without notice under Article 45?
Yes. For an employer breach, MOHRE must have notified the employer and you must tell MOHRE 14 working days before leaving. For assault or harassment, report to the authorities and MOHRE within 5 working days. Leaving without these steps risks being treated as absent.
What happens if I resign without serving my notice period?
You owe the employer a notice allowance equal to your last wage for the full notice period, or for the part you did not serve, even if the employer suffered no loss (Article 43(3) and (4)). Both sides can agree in writing to shorten or waive notice instead.
Do I lose my gratuity if I resign in the UAE?
No. Under Article 51, a full-time foreign worker with at least one year of continuous service gets gratuity of 21 days’ basic wage for each of the first five years and 30 days for each year after that, capped at two years’ wage. The 2021 law has no reduction for resigning.
How long do I have to file a labour claim after my contract ends?
Two years from the end of the employment relationship (Article 54(9)). Claims go to MOHRE first, which can decide claims of up to AED 50,000 and refers larger or unsettled disputes to court.
- Federal Decree-Law No. 33 of 2021, Articles 12, 31, 35 and 42 to 48, 50, 53 and 65 (UAE Legislation portal)
- Cabinet Resolution No. 1 of 2022, Articles 25 and 26 (UAE Legislation portal)
- MOHRE: Federal Decree-Law No. 33 of 2021 with its amendments and Cabinet Resolution No. 1 of 2022 (consolidated PDF), Articles 42 to 54 and Regulation Articles 24 to 26, checked 14 October 2026
- u.ae: Terminating employment contracts and arbitrary dismissal, checked 14 October 2026
- u.ae: Disciplinary rules and procedures in the private sector, checked 14 October 2026
- MOHRE: Dear Worker, know your rights, checked 14 October 2026
- MOHRE service: Cancellation of work permits and employment contracts, checked 14 October 2026
Please note. Quotes are from the official English translation on the UAE Legislation portal, checked on 1 October 2026. Every rule on this page was re-checked on 14 October 2026 against MOHRE’s consolidated text of the Decree-Law (with its amendments) and Executive Regulation, and u.ae; the absence ground in Article 44(8) was corrected to “20 non-consecutive days in one year”. The Arabic text in the Official Gazette prevails. Examples use invented names and are illustrative, not real cases. This page is general information, not legal advice; MOHRE’s or a court’s decision on your own case is final.
