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Labour & Employment Law in the UAE

Employment disputes can affect wages, job security, business continuity and professional reputation. Our labour law team advises employees and employers in Dubai and across the UAE on employment contracts, workplace issues, dispute resolution and compliance under the legal regime applicable to each matter.

Whether you need a labour lawyer in Dubai for an unpaid salary or WPS dispute, notice and termination, end-of-service gratuity, a MOHRE labour complaint or employer HR support, the appropriate advice depends on the contract, the evidence and the jurisdiction.

Labour and Employment Law Services

Which UAE Employment Law Regime Applies?

Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, as amended, and Cabinet Resolution No. 1 of 2022, its Executive Regulations, form the principal framework for private-sector employment in the UAE. The federal framework does not apply identically to every worker or workplace. Government employees, members of the armed forces, police and security services, and domestic workers are excluded from its statutory scope; domestic workers are governed by separate legislation.

Special employment regimes also apply in the Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM). The applicable law should therefore be confirmed before advice is given or an employment claim is filed.

Employment Contracts, Notice and Termination

We advise on employment contracts, probation, duties, remuneration, confidentiality, restrictive covenants and lawful contract changes. Under the federal regime, termination on notice generally requires a legitimate reason and written notice in accordance with the contract, within the statutory range of 30 to 90 days. Different rules may apply to termination without notice and to other employment regimes.

The older expression “arbitrary dismissal” can be misleading under the current federal law. Article 47 addresses unlawful termination where dismissal results from a worker filing a serious complaint with MOHRE or bringing a case against the employer whose validity is established. Other termination disputes may concern notice pay, contractual rights, statutory entitlements or an alleged ground for dismissal without notice. Liability and remedies depend on the facts and the applicable law.

Unpaid Salary, WPS and MOHRE Labour Complaints

Workers within the federal private-sector system are generally entitled to receive wages on time and in the agreed manner through the Wage Protection System where WPS applies. Delayed or unpaid wages may be reported through MOHRE’s salary-complaint or labour-complaint channels. Records such as the employment contract, payslips, bank statements, WPS information, correspondence and termination documents can be important.

MOHRE first seeks to resolve individual labour disputes amicably. Under the current federal procedure, the Ministry may issue an enforceable decision where an individual claim does not exceed AED 50,000, and where a party fails to comply with a Ministry-facilitated amicable settlement regardless of claim value. A party may challenge such a decision before the competent Court of First Instance within 15 working days of notification; the applicable deadline and procedural route should be checked promptly in each case.

Leave and End-of-Service Gratuity

Under the federal regime, a full-time worker is generally entitled to 30 days of paid annual leave for each completed year of service, with proportionate entitlement for qualifying shorter service. After probation, statutory sick leave can extend to 90 days in a year, subject to notification, medical evidence and the prescribed full-pay, half-pay and unpaid periods. Particular facts and statutory exceptions can affect entitlement.

A foreign full-time worker who completes at least one continuous year may qualify for end-of-service gratuity calculated on basic wage, subject to the statutory rules, excluded periods, permitted deductions and any applicable alternative savings scheme. We review the employment record and calculation rather than assuming that every worker or termination produces the same gratuity outcome.

Non-Compete Clauses and Workplace Protection

Under the federal framework, a non-compete clause may be relevant where a worker had access to clients or business secrets. To be enforceable, the restriction must meet statutory requirements concerning time, geographical area and type of work, protect a legitimate business interest and not exceed two years. The circumstances of termination, contractual wording, statutory exceptions and evidence of damage may all affect enforcement.

Federal employment law prohibits specified forms of discrimination and also prohibits sexual harassment, bullying, and verbal, physical or psychological violence in the workplace. We advise on complaints, internal investigations, disciplinary responses and the evidence needed to assess workplace discrimination and harassment issues.

Employer HR and Compliance Support

We support employers with compliant contracts and policies, MOHRE requirements, WPS and wage practices, leave and benefits, investigations, disciplinary procedures, termination planning, workforce restructuring and dispute management. Early review can help identify procedural requirements and reduce avoidable employment risk without assuming or promising a particular outcome.

Frequently Asked Questions

What should I do if my employer has not paid my salary in the UAE?

Keep your employment contract, payslips, bank statements, WPS records and written communications. Raise the issue promptly and, if it is not resolved, consider MOHRE’s confidential salary-complaint service or private-sector labour-complaint service where the federal system applies. The correct route may differ in the DIFC, ADGM or another excluded category.

Can you assist with a MOHRE labour complaint?

Yes. We can assess the claim, organise supporting documents, advise on settlement discussions and assist with the MOHRE process and any permitted court stage. MOHRE’s authority, the court route and filing deadlines depend on the type and value of the dispute, so each matter should be reviewed promptly.

How is end-of-service gratuity handled in the UAE?

Under the federal regime, an eligible foreign full-time worker generally qualifies after at least one continuous year. The statutory calculation uses basic wage and service length, subject to the law’s detailed rules, any permitted deductions and any applicable alternative savings scheme. Other regimes may calculate or provide end-of-service benefits differently.

What can I do if my employment is terminated unlawfully?

Preserve the termination notice, contract, complaint records, correspondence and evidence of loss, and obtain advice quickly. Under Article 47 of the federal law, termination may be unlawful where it results from a serious MOHRE complaint or a case against the employer whose validity is established. Notice, contractual and other statutory claims may also need separate assessment.

Are non-compete clauses enforceable in the UAE?

Potentially, but not automatically. Under the federal framework, the clause must protect a legitimate business interest and satisfy limits concerning duration, geography and the type of restricted work. It may not exceed two years, and statutory exceptions, the circumstances of termination and proof of damage can affect enforcement.

Speak to Our Labour Law Team

If you are dealing with an employment dispute in the UAE or need preventive HR and compliance advice, our team can review the applicable regime, documents and practical options. Any advice, settlement position or court strategy must be based on the individual facts, and no outcome can be guaranteed.

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