Last updated: August 2026.
Quick answer
Most UAE private-sector contract terminations require the agreed notice period, which must generally be between 30 and 90 days. The employer must pay wages and other entitlements within 14 days from the contract’s end. Compensation of up to three months’ last wage under Article 47 is not available for every dismissal without a reason; it concerns termination because the worker filed a serious MOHRE complaint or a case against the employer that was proven true.
Separate four questions
| Question | Record to check |
|---|---|
| Was notice served or paid? | Contract, termination letter, Article 43 |
| Are wages and final dues complete? | Payroll, leave balance, gratuity calculation, Article 53 |
| Was termination without notice lawful? | The specific Article 44 ground and evidence |
| Was it retaliation for a complaint or case? | MOHRE/court filing date, termination date, and Article 47 |
Notice period
Article 43 provides for written notice under the contract, generally not less than 30 days and not more than 90 days. The contract remains valid during notice and the worker is entitled to the wage for that period. If a party does not serve the required notice, notice compensation may be due.
Final dues
Article 53 requires the employer to pay the worker’s wages and other entitlements within 14 days from the end of the contract. The deadline runs from the employment contract’s end, not from a later visa-cancellation date.
- Unpaid wages and approved expenses
- Notice pay, where due
- Unused leave payment under the applicable rule
- End-of-service gratuity, if eligible
- Any amount ordered for an unlawful Article 47 dismissal
Build a line-by-line final settlement
| Line | Document to compare | Question to ask |
|---|---|---|
| Salary | Contract, payslips, bank statement | Which days or months remain unpaid? |
| Notice | Contract and termination letter | Was notice worked, waived by agreement, or paid in lieu? |
| Leave | Approved leave record and balance | Which unused days are payable and what wage basis was used? |
| Gratuity | Start date, end date, basic wage | Is the service period eligible and is the calculation based on basic wage? |
| Deductions | Written authority and payroll breakdown | What is the legal or contractual basis for each deduction? |
Termination without notice is a separate question
Article 44 lists specific grounds on which an employer may dismiss a worker without notice. The employer should be able to identify the ground and evidence; a general statement such as “company decision” does not explain which rule was used. Conversely, a worker should not assume that every dismissal lacking notice automatically creates an Article 47 compensation claim. Notice pay, Article 44 dismissal, and Article 47 retaliation are different issues.
Article 47 is narrower than “no valid reason”
A dismissal is unlawful under Article 47 when it is because the worker submitted a serious complaint to MOHRE or filed a case against the employer and the complaint or case was proven true. If that is established, the competent court assesses fair compensation based on the work, harm, and service period, capped at three months of the worker’s last wage.
Keep the complaint or case reference, filing date, termination notice, messages about the reason, salary records, and proof of loss. A worker does not receive three months automatically.
Employment termination and residence cancellation are not one event
The contract can end before the residence cancellation is completed. Keep the last working date, contract-end document, work-permit status, and residence-cancellation record separately. The 14-day final-dues rule is tied to the contract’s end, while the permitted stay after residence cancellation depends on the immigration record and residence category.
How to act before signing
- Ask for the termination and final-dues calculation in writing.
- Compare the notice period with the signed contract.
- Do not confirm receipt of money that has not reached you.
- Save the MOHRE complaint or court reference if retaliation may be involved.
- File through MOHRE and ask which amounts and legal basis apply.
Common mistakes
- Measuring the 14-day deadline from visa cancellation instead of the contract end
- Treating “up to three months” as an automatic fixed award
- Signing a receipt before the money reaches the account
- Combining basic wage and total wage without checking which calculation applies
- Deleting messages that connect a protected complaint with the later termination
Related guides
Official source
General information only. MOHRE, the court, or a UAE-qualified lawyer must assess a specific termination.