DUBAI: Ending a job here is rarely simple. People worry about timelines, final pay, and what they’re actually owed. That’s where clear rules on notice periods and gratuity step in. What this means for readers is peace of mind—if you know the law, you’re less likely to lose out when it matters most.
With recent clarifications from the Ministry of Human Resources and Emiratisation (MOHRE), the rules are clearer than ever—but the fine print matters. Here is everything you need to know about leaving your job in 2025, from notice caps to exact gratuity formulas.
Table of Contents
Termination rules restated
The Ministry of Human Resources and Emiratisation on Wednesday reiterated that employees and employers must follow a 30-to-90-day notice period and statutory gratuity rules under federal labour law currently in force.
Article 44: Termination Without Notice
An employer can fire a worker instantly if:
- They adopt a false identity or submit forged documents.
- They cause significant material loss (reported to MOHRE within 7 days).
- They are found drunk or under the influence of drugs at work.
Article 45: Resignation Without Notice
An employee can quit instantly if:
- The employer fails to pay wages for a significant period.
- The workplace presents a danger to safety, which the employer chooses to ignore.
- The employer assaults the employee.
Why this matters now
The guidance matters because termination disputes rank among the most filed labour complaints, and violations can block work permits, delay final pay, and trigger legal action in the United Arab Emirates, officials said.
Notice period: fixed legal band
Federal Decree-Law No. 33 of 2021 governs termination. Article 43 requires written notice of at least 30 days and no more than 90 days, a band that applies to all limited and unlimited contracts signed after Feb. 2, 2022—anything outside that range risks invalidity.
“Both parties must continue to perform their obligations during the notice period,” a MOHRE spokesperson said, adding that salary and benefits remain payable until the last working day.
“The law aims to balance flexibility with stability. Neither party should be held hostage by unreasonable exit timelines,” notes a senior legal consultant in Dubai.
Gratuity eligibility and calculation
End-of-service gratuity follows a strict formula underArticle 51 and accrues only after one full year of continuous service; employees who leave before that threshold receive no statutory gratuity.
Clear lines. No discretion.
For eligible foreign full-time workers, employers calculate gratuity on the basic wage—21 days’ pay for each year of the first five years and 30 days’ pay for each additional year, with a cap equal to two years’ wages. The cap applies.
The Eligibility Criteria
- Less than 1 year of service: No gratuity.
- 1 year or more: You are eligible for full gratuity.
Use this calculator to check your gratuity – UAE Gratuity Calculator (Updated with MOHRE)
The Calculation Table (2025)
| Service Duration | Gratuity Entitlement | Calculation Basis |
| 1 to 5 Years | 21 Days per year | Basic Salary |
| Over 5 Years | 30 Days per year | Basic Salary (for each year >5) |
| Maximum Cap | 2 Years’ Salary | Total payout cannot exceed this amount |
Final settlement deadline
Payment deadlines are equally firm.
Employers must settle all dues—wages, unused leave where applicable, and gratuity—within 14 days from the contract end, or face penalties and potential referral to labour courts.
Penalties and disputes
MOHRE said termination without observing notice exposes the defaulting party to compensation equal to the worker’s wage for the unserved notice period, unless the law permits immediate termination for enumerated misconduct.
Those cases are narrow.
Employees who face unpaid dues should file a complaint through MOHRE’s digital channels or service centres, submitting contracts, payslips, and termination notices to support claims. Records matter.
*The ministry said it will continue inspections and dispute mediation as companies adjust payroll and HR systems ahead of the next review cycle scheduled for early next quarter.
Always verify your specific contract details and, if in doubt, contact MOHRE directly at 600 590 000.
