In the UAE, the notice period for terminating an employment contract does not change based on the reason for termination, provided it is a legitimate reason and proper written notice is given, according to the country’s Employment Law.
Under Article 43(1) of Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relationships, either the employer or the employee may terminate the contract for any valid reason, as long as written notice is served and work is performed during the notice period. The notice period must be between 30 and 90 days, as agreed in the employment contract.
The law clearly states that the notice period is governed by contractual terms and applies equally regardless of whether the termination is initiated by the employer or the employee.
With regard to end-of-service benefits, the law specifies that gratuity is payable only if an employee has completed at least one year of continuous service. Article 51(2) of the Employment Law provides that a full-time foreign employee who has completed one year or more is entitled to gratuity calculated on the basic salary — 21 days’ wage for each of the first five years of service, and 30 days’ wage for each additional year.
Employees whose contracts are terminated before completing one year of continuous service are not entitled to end-of-service gratuity. However, employers are still required to settle all outstanding wages and contractual entitlements.
Article 53 of the Employment Law mandates that employers must pay all dues, including wages and other entitlements, within 14 days from the date the employment contract ends.
If any payments are delayed or disputes arise, employees are advised to first raise the issue with their employer. If unresolved, the matter can be escalated to the Ministry of Human Resources and Emiratisation (MoHRE) for further action.
