Dubai — Employers and staff should check their MOHRE-registered contract first when working out the UAE Labour Law notice period pay. The Ministry-registered document, not the labour card, will normally determine how long you must serve notice — and what you’re paid if you don’t. This can change final salary calculations and affect disputes.
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UAE Labour Law notice period pay: MOHRE contract remains the legal benchmark
The employment contract filed with the Ministry of Human Resources and Emiratisation is the starting point for notice obligations. That MOHRE record carries legal weight. Relying on the labour-card dates alone can cause timing errors and disputes over final pay.
In practice, most HR teams look to the MOHRE contract when calculating notice pay, gratuity, and other end-of-service figures. It’s the document MOHRE will refer to if a case is escalated.
Article 43 defines the statutory notice band
Federal Decree-Law No. 33 of 2021 sets out the notice framework. Article 43 requires written notice and fixes a typical range from 30 to 90 days when the parties agree on it. The law’s floor and ceiling apply to both employers and employees.
That means contract clauses below the legal minimum won’t stand up. And when dispute panels examine a case, they check the registered contract against the statute.
Payment in lieu of notice: common calculations and pitfalls
When someone skips the notice period, the usual remedy is a payment in lieu of notice. That payment is normally the equivalent basic wage for the unserved period and may include regular allowances tied to pay.
Problems arise when employers and staff disagree on the wage base. Some try to exclude allowances; others include them. That’s when the MOHRE intervention or a legal opinion often follows.
Resignation notice period in 2026 and probation-period practice
Employees who resign should follow the notice specified in their MOHRE contract. During probation — often the first six months — shorter notice terms typically apply, with 14 days being common in practice.
People moving between UAE employers usually aim to serve a 30-day notice or settle by paying in lieu. It’s a pragmatic option, but it should be written and agreed upon, not assumed.
Practical checks for employers and employees
Always pull a copy of the MOHRE-registered contract before calculating final dues. Keep notice communications in writing and keep receipts of any agreed payments in lieu.
If you hit a disagreement, document everything and take the case to MOHRE. HR advisors and employment lawyers can help where contract wording is unclear or allowances are disputed.
