Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relationships, and its amendments (Federal Decree-Laws No. 20 of 2023 and No. 9 of 2024). It applies to all private sector employees in the UAE. Employees in the DIFC are governed by DIFC Employment Law No. 2 of 2019, and those in ADGM by the ADGM Employment Regulations 2024.
No. UAE law requires a legitimate and documented reason for any termination. Termination without sufficient grounds, or for prohibited reasons, is considered wrongful and entitles you to financial compensation in addition to all your standard entitlements.
You have two years from the date your employment ended, or from the date the right to the entitlement arose. After this period, the right is extinguished by law. Do not delay in seeking legal advice.
21 days' basic salary for each of the first 5 years of service, then 30 days per year for each additional year beyond 5. The total is capped at two years' basic salary. Payment must be made within 14 days of the contract end date.
Yes β if you have completed at least one continuous year of service. The 2021 law removed the distinction that previously existed between resignation and dismissal in most cases. Contact us to confirm your specific entitlement.
File a complaint with MOHRE immediately β or contact us and we will manage the process on your behalf. Your employer is required to respond within 14 days. If no resolution is reached, the case is automatically referred to the Labour Court.
Six months, explicitly under the law. Any probation period that exceeds this is void and unenforceable, regardless of what the contract states.
It may be. For a non-compete clause to be enforceable in the UAE, it must be limited in its geographical scope, duration (maximum two years) and professional scope. Overly broad clauses are frequently not enforced by UAE courts.
The traditional labour ban was largely abolished under the 2021 law. Certain exceptions remain, particularly in cases of specific regulatory violations. If you are threatened with a ban or a false absconding report, contact us immediately.
No. A unilateral reduction in salary constitutes a breach of contract. You are entitled to object and claim the difference, and in some circumstances it may be treated as constructive dismissal.
30 calendar days of paid leave after completing one year of service. During your first year, you accrue 2 days per month. Any unused accrued leave must be paid out as a cash equivalent at the end of your contract.
No. DIFC employees are governed by a separate and distinct employment law that differs from UAE mainland law on several important points. Summit Legal Consultancy UAE handles both frameworks.
Your employment contract in both language versions, salary slips, your offer letter, all email and WhatsApp correspondence with management, any disciplinary notices, your labour card, and passport and residency documents. The moment you sense any tension in your employment relationship, start preserving everything immediately.
Employees pay zero court fees for claims below AED 100,000. For claims between AED 100,000 and AED 500,000, a 3% fee applies. For claims above AED 500,000, a flat fee of AED 15,000 applies. Summit Legal's fees are discussed in full transparency during the free first consultation.
The 2021 law permits secondary employment subject to conditions: it must not conflict with the interests of your primary employer, and it must be structured as a separate, registered part-time contract. An absolute contractual prohibition may not be fully enforceable in all circumstances.