Under the UAE Labour Law, either party may terminate the employment contract by giving written notice. The notice period must be at least 30 days and may be agreed up to 90 days in the contract [1].
During the notice period, the employee continues to receive full wage and benefits. The employer may pay in lieu of notice. Either party who fails to give the agreed notice owes the other party compensation equal to the unpaid notice period.
Notice is not required where termination is for the serious-misconduct grounds listed in the law (a closed list — verify with a lawyer for your situation).
If you are within the probation period, a different notice rule applies: see [2] on probation, where the employer must give 14 days' written notice.
For specific contract clauses or disputes about whether notice was properly served, consult a UAE-licensed lawyer.
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More questions readers asked
Sub-questions our research cluster pulls together — each links to its full Tier-B/C answer.
+−How is end-of-service gratuity calculated under UAE Labour Law?
UAE end-of-service gratuity is calculated at 21 days of basic wage per year for years 1–5, then 30 days per year thereafter, capped at two years' wages.
+−Can I be terminated during my probation period in the UAE?
Yes. Employer must give 14 days written notice. No gratuity if under 1 year. Discriminatory or retaliatory dismissal can still be challenged at MOHRE.
+−Are non-compete clauses enforceable in the UAE?
Non-compete clauses are enforceable in UAE if reasonable in geography, duration (max 2 years), and activity scope. They must protect legitimate business in
This is general legal information, not legal advice. For advice tailored to your specific situation, consult a UAE-licensed lawyer.
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