The UAE completely overhauled its labour law in 2022 with Federal Decree Law No. 33 of 2021 — the most significant update to employment law in decades. The new law strengthened employee rights, abolished most work bans, introduced flexible work arrangements, and made it significantly easier to change employers. If you haven't read up on these changes, you may not fully know your rights.
This guide covers everything a UAE expat employee needs to know: notice periods, leave entitlements, termination rights, salary protection, and the exact process for filing a complaint if your employer treats you unfairly.
Your Core Rights Under UAE Labour Law
📅 Annual Leave — 30 Calendar Days
Minimum 30 calendar days of paid annual leave per year after completing one year of service. During the first year, you accrue 2 days per month after completing 6 months. Public holidays are not counted against annual leave. Your employer must allow you to take leave — they cannot keep rolling it over indefinitely without payment.
🏥 Sick Leave — 90 Days Per Year
After completing 3 months of service: 15 days fully paid, 30 days at 50% pay, 45 days unpaid. Requires a medical certificate from an approved provider. You cannot be dismissed for taking legitimate sick leave.
👶 Maternity Leave — 60 Days
Female employees are entitled to 60 calendar days of maternity leave — 45 fully paid and 15 at half pay. Can commence up to 30 days before the expected date of birth. Additional nursing breaks (twice daily, 30 minutes each) for up to 6 months post-birth.
👨 Paternity Leave — 5 Days
Male employees are entitled to 5 days of paid paternity leave to be taken within 6 months of the child's birth.
⏰ Working Hours — 8 Hours/Day, 48 Hours/Week
Standard working hours cap at 8 hours per day (6 during Ramadan for Muslim employees). Overtime must be compensated at 125% of normal hourly rate, or 150% between 10pm and 4am.
💰 Wage Protection — WPS
All private sector employees must be paid through the Wage Protection System (WPS). Employers who fail to pay salaries within 10 days of the agreed pay date face automatic MOHRE penalties. Repeated delays trigger more severe sanctions.
Notice Periods — What the Law Says
The minimum notice period under the 2022 Labour Law is 30 days, regardless of the contract type. Your employment contract can specify a longer notice period — typically 60 or 90 days — but never less than 30.
| Situation | Minimum Notice | Notes |
|---|---|---|
| Employee resignation (regular) | 30 days minimum | Contract can specify more; employee must serve full period |
| Employer terminates employee | 30 days minimum | Payment in lieu allowed — employer pays notice salary |
| Resignation during probation (leaving UAE) | 14 days | If joining another UAE employer: 1 month |
| Dismissal for gross misconduct | None required | Immediate termination; employer must still pay gratuity (where applicable) |
| Mutual agreement to waive notice | As agreed | Both parties can agree to shorter notice in writing |
Working During Notice
During the notice period, the employee must continue working and receiving their full salary and benefits. An employer cannot stop salary payments early or remove benefits during notice. If an employer asks you to leave immediately (garden leave), they must still pay you for the full notice period.
Termination — What's Legal and What's Not
Lawful Termination by Employer
An employer can legally terminate employment for:
- Business restructuring, redundancy, or operational changes (with full notice and gratuity)
- Poor performance — but only after a documented performance improvement process
- Gross misconduct as defined in Article 44 of the Labour Law
- Completion of a fixed-term contract without renewal
Unlawful / Arbitrary Termination
Termination is considered arbitrary if it lacks a genuine business or performance reason. Under Article 47 of the Labour Law, if a court determines the dismissal was arbitrary, the employer must pay compensation of up to 3 months' total salary (not just basic) in addition to full notice pay and gratuity.
The following are NOT grounds for termination under UAE law:
- Pregnancy or maternity
- Filing a legitimate labour complaint with MOHRE
- Trade union activity (where applicable)
- Race, nationality, religion, or gender
Changing Jobs — The 2022 Work Ban Abolition
One of the most significant changes in the 2022 Labour Law is the effective abolition of the work ban for most employees. Previously, changing employers without an NOC (No Objection Certificate) could result in a 6-month ban from working in the UAE for a new employer.
Under the new law:
- Employees can change employers freely after completing their notice period
- No NOC is required from your previous employer
- The new employer handles your work permit transfer
- Work bans remain possible only in specific situations (e.g., abandonment of employment without notice)
This change has made the UAE job market significantly more mobile. Employees are no longer trapped by the fear of a work ban when exploring new opportunities.
Salary Protection — Your Rights When Pay Is Delayed
All UAE private sector employers must register with the Wage Protection System (WPS) and pay salaries electronically. If your salary is delayed:
| Delay Period | Automatic Consequence for Employer |
|---|---|
| Over 10 days late | MOHRE flags the employer automatically |
| Over 15 days late | New work permit applications blocked for employer |
| Over 1 month late | Company placed on MOHRE violation list; employees can resign and claim full entitlements |
| Persistent non-payment | Criminal prosecution possible; company licenses may be revoked |
How to File a Complaint with MOHRE
Gather your documents
Employment contract, payslips, emails/correspondence, medical certificates if relevant, and anything supporting your complaint. The more documentation the better.
File online or via the MOHRE app
Go to mohre.gov.ae or download the MOHRE app. Create an account and submit a "Labour Complaint" — it takes about 10–15 minutes to complete the form. The service is free.
Mediation appointment
You'll receive a case number and a mediation appointment — typically within 3–7 business days. Both you and your employer attend. A MOHRE officer facilitates the discussion.
If mediation fails — Labour Court
If no resolution is reached, MOHRE issues a referral to the Labour Court automatically. Court fees for employment cases are minimal. Most cases resolve within 2–4 months.
Know Your Exact Notice Period
Calculate your legal notice period entitlement and final pay date in seconds.
Use the Free Calculator →Frequently Asked Questions
The minimum notice period is 30 days for both resignation and employer-initiated termination. Employment contracts can specify longer notice periods (60 or 90 days are common), but never less than 30. During probation, the minimum is 14 days.
Minimum 30 calendar days per year after completing one year of service. During the first year, you accrue 2 days per month after completing 6 months. Public holidays are separate and not counted against annual leave.
No. An employer cannot reduce salary without written employee consent. If they do, you can file a MOHRE complaint. The reduction constitutes a contract breach and may support a constructive dismissal claim.
Arbitrary dismissal is termination without genuine business or performance cause. If found arbitrary by a court, the employer must pay up to 3 months' full salary compensation in addition to notice pay and gratuity.
File via mohre.gov.ae or the MOHRE app. The process is free. You'll be assigned a mediation appointment within days. If mediation fails, the case goes to the Labour Court automatically at no additional cost.
Work bans were largely abolished under the 2022 Labour Law. Employees can now change jobs freely after completing notice, without needing an NOC from their previous employer. Work bans remain possible only in specific situations such as abandoning employment without notice.
90 days per year after 3 months' service: first 15 days fully paid, next 30 days at 50%, final 45 days unpaid. A medical certificate from an approved provider is required. You cannot be dismissed for taking legitimate sick leave.
No — it is illegal. If your employer has your passport without written consent, report it to MOHRE or the police. This is a serious violation and treated as such by UAE authorities.
Yes. Hours beyond 8/day or 48/week must be compensated at 125% of regular hourly rate, or 150% for overtime between 10pm and 4am. Senior managers may be contractually exempt — check your employment contract.
This guide is for general information only and does not constitute legal advice. UAE labour law is subject to amendment. For specific disputes, consult a qualified UAE employment lawyer or contact MOHRE directly at mohre.gov.ae.