Yes — but the employer must give at least 14 calendar days' written notice and a reason consistent with the probation purpose [1].
What the employer must do:
- Provide written notice (email is acceptable if the employment contract addresses electronic communications).
- Pay all wages up to and including the last day of work.
- Settle any pro-rata accrued entitlements (annual leave for the period worked, repatriation costs if applicable per the contract).
What does NOT need to happen:
- The employer is not required to pay end-of-service gratuity if termination occurs before completing one year of service (gratuity vests at one year).
- The employer does not need to follow the 30-90 days notice rule that applies after probation [2] — the 14-day probation rule overrides.
If you believe the termination was discriminatory, retaliatory, or otherwise unlawful (for example, due to pregnancy, complaint about wage theft, or whistleblowing), you can file a complaint with MOHRE; certain protections apply during probation despite the lower notice requirement.
For disputed terminations, including unpaid notice or final settlement, consult a UAE-licensed labour 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 much annual leave am I entitled to in the UAE?
Full-time private-sector employees in the UAE are entitled to 30 calendar days of paid annual leave per year after 12 months of service.
+−What is the Wage Protection System penalty for late salary?
Late salary penalties under UAE WPS: flags at 15+ days, fines and permit blocks at 31+ days, suspension and criminal referral at 60+ days or repeated breach.
+−UAE Labour Law: Notice Period for Contract Termination?
Standard notice is 30–90 days written notice (must be set in contract). The other party can pay in lieu. Probation termination requires 14 days.
This is general legal information, not legal advice. For advice tailored to your specific situation, consult a UAE-licensed lawyer.
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