What Happens When You Leave a Job in Dubai? Your Rights Explained
May 9, 2025
Copy Link
Sources
26
Show Sources in Text
Starting or ending a job journey in Dubai involves navigating a specific set of rules, primarily governed by the UAE Labour Law
[1]
[2]
[10]
[13]
[18]
[22]. Officially known as Federal Decree Law No. 33 of 2021, this law reshaped the employment landscape when it came into effect in February 2022, aiming for a more flexible and protected work environment for everyone in the private sector[2]
[11][13][18][22]. Whether you're an employee considering your next move or an employer managing workforce changes, understanding these regulations is crucial[2][11]. This guide breaks down the key procedures for resignation, termination, notice periods, and final payments, all overseen by the Ministry of Human Resources and Emiratisation (MoHRE)[2]
[23]. Think of this as your essential map for navigating job exits in Dubai in 2025[1][2][10].
The Foundation: Your Employment Contract
Your employment contract is the cornerstone of your working relationship in the UAE
[26][23]. It clearly defines essential terms like your job role, salary breakdown (basic vs. total), and, importantly, the notice period required if either party decides to end the employment[26]. A significant shift under the current law is the move towards mandatory fixed-term contracts for all employees, generally not exceeding three years initially but renewable[10][22]
[5]. Understanding your specific contract details is the first step in any job transition[26][23].
The Probation Period: Rules for Early Exits
Most jobs in Dubai start with a probation period, which can last up to a maximum of six months[26][5]
[9]
[21]. This time allows both you and your employer to assess suitability and fit[26]. You can't be put on probation twice by the same company[21]. The big change with the current law is the introduction of mandatory notice periods during probation[5][9][10][22]. If your employer decides to terminate your contract during this phase, they must give you at least 14 days' written notice[26][5][9][10]
[19]. If you decide to resign during probation to join another company within the UAE, you need to provide a minimum of 30 days' (one month) written notice[26][5][9][10][21]. Your new employer might even have to cover some of the first employer's recruitment costs[26][10][21]. If you're a foreign worker resigning during probation to leave the UAE entirely, you must give at least 14 days' written notice[26][9][21]. Failing to follow these notice rules when leaving the country could result in a one-year ban on getting a new UAE work permit, so it's vital to comply[26][9].
Resigning Gracefully: Employee-Initiated Termination (Post-Probation)
So, you've passed probation and decided it's time to move on. The standard procedure is straightforward: you must submit a written notice of resignation to your employer
[14]
[25]. The length of this notice period is defined in your employment contract but must fall within the legal range set by Article 43 of the Labour Law: a minimum of 30 days and a maximum of 90 days (three months)
[4][5][9][14][19]. You are generally required to continue working throughout this notice period, and you're entitled to receive your full salary and benefits during this time[4]
[6][14]. What happens if you don't serve the notice period? You could be liable to pay your employer compensation 'in lieu of notice', which usually amounts to your salary for the duration of the notice period you didn't work[26][9][14]. However, there are rare exceptions where an employee can leave without notice under Article 45[6]. This applies if the employer seriously breaches their obligations (like not paying wages after you've formally complained via MoHRE), if you face assault or harassment (reported promptly), if there's a grave, unaddressed workplace danger, or if you're forced into a fundamentally different job without your written consent[4][6][9][25]. If your employer refuses to accept your valid resignation after the notice period, you can raise the issue with MoHRE
[3][14].
When the Employer Terminates: Rules and Rights (Post-Probation)
Employers also have the right to terminate an employment contract, but it must be for a 'legitimate reason'[6][9][14]. This could include situations like redundancy due to business restructuring, economic difficulties, or consistent poor performance after documented warnings and chances to improve[4]. Just like when an employee resigns, the employer must provide written notice as specified in the contract, again falling between the 30-day minimum and 90-day maximum[6][9][14]. During this notice period, you are expected to continue working and must receive your full pay[4][6]. A helpful provision is that you're entitled to one unpaid day off per week during the notice period specifically to search for a new job, provided you give your employer advance notice (usually 3 days)[5][6][14]. If your employer terminates you without giving the proper notice, they must pay you compensation 'in lieu of notice' equivalent to your wage for that period[26][6][9][14]. The law also protects against arbitrary dismissal – being fired for reasons unrelated to your work performance or business needs, such as retaliation for filing a complaint[4][6]. If you suspect your dismissal was arbitrary, you should file a complaint with MoHRE[4]. If proven, a court could award you compensation up to three months' wages, on top of your regular end-of-service dues[6].
Termination Without Notice: Understanding Article 44 (Summary Dismissal)
There are specific, serious situations where an employer can terminate an employee immediately, without any notice period. These grounds for 'summary dismissal' are strictly listed under Article 44 of the Labour Law and usually involve gross misconduct[1][4][6][9]. These reasons include things like using a false identity or forged documents, causing substantial financial loss to the employer (which must be reported to MoHRE), deliberately damaging property, seriously violating safety rules after being warned, failing basic duties despite warnings, revealing company secrets, being drunk or under the influence at work, assaulting someone at work, being absent without a valid reason for more than 7 consecutive days or 20 non-consecutive days in a year, abusing your position for personal gain, or improperly joining a competitor[1][4][5][6]
[20]. For such a dismissal to be valid, the employer generally needs to conduct a written investigation and provide justification[4]. Importantly, under the current law, even if you are dismissed under Article 44, you do not lose your entitlement to End of Service Gratuity, provided you meet the service requirement[1][10]. This is a major change from the previous law[1].
Securing Your Dues: End of Service Gratuity
Often called 'gratuity', the End of Service Benefit is a payment required by law for foreign employees who complete at least one year of continuous service[26]
[7]
[8]
[12]
[17]
[24][18]. Think of it as a thank-you payment for your time with the company
[15]. The calculation is based entirely on your last basic salary – allowances for housing, transport, etc., are not included[26][7][8][12][15][17][24]. Here’s how it works: for the first five years of your service, you get 21 days' basic salary for each year[26][7][8][12][15][17][24][18]. For every year you work beyond the fifth year, you get 30 days' basic salary for that year[26][7][8][12][15][17][24][18]. If you have partial years after completing the first full year, gratuity is calculated pro-rata for that fraction[7][17]. There's a cap, though: the total gratuity amount cannot exceed two years' worth of your total wages[12][17][24]. Crucially, under the current law, you are entitled to your full calculated gratuity whether you resign or are terminated (even under Article 44), as long as you've completed at least one year[1][10]. Your employer can legally deduct any outstanding amounts you owe them (like loans) from this final payment[26][7][17][24]. The payment deadline is strict: employers must pay all final dues, including gratuity, within 14 days of your last working day[7][10][24]. Some employers might offer alternative savings or investment schemes instead of the traditional gratuity system[7][17][24].
What if There's a Dispute?
Sometimes, disagreements happen regarding final settlements, notice periods, reasons for termination, or even denied resignations[3][14]. If you face issues like unpaid wages, believe you were dismissed unfairly, or have problems with your notice period, you have the right to raise a grievance[4][6]. Your first point of contact should be the Ministry of Human Resources and Emiratisation (MoHRE)[3][14][23]. They offer dispute resolution services, and you can report issues confidentially[3][14]
[16][23]. Don't hesitate to seek clarification or assistance if you feel your rights haven't been respected[4][6].
Final Checklist: Key Takeaways for a Smooth Exit
Leaving a job in Dubai involves several steps, but keeping these points in mind can help ensure a smoother transition:
•
Document Everything: Keep copies of your contract, notice letters, and final settlement[2].
Try It for Free