UAE Labour Law Guarantees Seven Key Entitlements for Terminated Private Sector Employees

Private sector employees dismissed from their positions in the United Arab Emirates are entitled to seven key statutory protections under Federal Decree-Law No. 33 of 2021 On Regulation of Labour Relations, according to legal guidance published by Emirates 24|7. Awatif Al Khouri, senior Emirati advocate at Awatif Mohammad Shoqi Advocates & Legal Consultants, outlined that dismissed personnel are entitled to advance notice, remuneration during the notice period, end-of-service gratuity where applicable, and settlement of outstanding dues.

Under the framework, employees must serve out their designated notice period while continuing to draw their full salary. In addition, employers are required to settle all final dues, including end-of-service gratuity for staff who have completed at least one continuous year of employment, within 14 days from the date employment concludes. If employers fail to disburse settlements on time, workers can lodge a labour complaint with the Ministry of Human Resources and Emiratisation (MOHRE).

To facilitate the transition to new employment, Article 43(5) of the Labour Law permits terminated staff to take one unpaid day off per week during the notice period to attend job interviews and search for work, provided they provide employers with at least three days' prior notice. Employers are also obliged to provide an experience certificate upon request.

Following the cancellation of an employee's work permit and visa, individuals receive a standard 30-day grace period—or longer depending on visa categories—to regularise their residency or secure new sponsorship. Additionally, eligible departing workers are entitled to repatriation flight costs unless exempt, and qualified policyholders may access cash compensation via the Involuntary Loss of Employment (ILOE) insurance scheme.