Fired While Pregnant in UAE: Your Maternity Rights and How to Claim Them

Written and edited by the Visa Advice Hub Editorial Team.

Your employer handed you a termination letter this week — and you are pregnant. Maybe they called it “restructuring.” Maybe they said your performance was the issue. What they did not tell you is that terminating a pregnant employee is absolutely prohibited under UAE law — and you are entitled to compensation, your full maternity pay, and end-of-service gratuity regardless of how long you worked there. Here is exactly what you can claim and the steps to take today.

If you have been fired while pregnant — or if you are afraid this is about to happen — this article is for you. What is happening to you is not legal. You have rights under UAE law. And you can act on them right now.

This is your guide on UAE fired while pregnant maternity leave rights 2026: what the law says, what you can claim, and the exact steps to take today.

The Law Is Absolute: You Cannot Be Fired for Being Pregnant

Federal Decree-Law No. 33 of 2021, Article 30(8) creates an absolute prohibition. Your employer cannot:

• Terminate your employment during your pregnancy
• Terminate your employment while you are on maternity leave
• Terminate your employment for any reason related to your pregnancy or maternity

There are no exceptions. It does not matter how long you have worked for the company. If you are pregnant and you are terminated, the termination is presumed illegal unless the employer proves it was entirely unrelated to your pregnancy.

Understanding UAE fired while pregnant maternity leave rights 2026 starts here: the law protects you from the moment your pregnancy begins, not from any minimum service date.

Your Maternity Leave Entitlement

You can start your maternity leave up to 30 days before your due date. You do not have to wait until you give birth.

There is no minimum service requirement. Whether you have worked for 1 month or 5 years, you are entitled to the full 60 days.

Additional Leave for Sick or Disabled Child

If your child is born with a disability or health condition requiring hospital care, you are entitled to:

• 30 additional days at full pay
• Followed by 30 additional days unpaid

Nursing Breaks After Return to Work

After you return to work, you are entitled to 2 nursing breaks per day (totalling up to 1 hour). This continues for 6 months after delivery. Your employer cannot refuse these breaks or deduct pay for them.

If You Are Fired While Pregnant: What You Can Claim

Under Article 30(8) of Federal Decree-Law No. 33 of 2021, illegal termination during pregnancy entitles you to:

For a worker earning AED 3,000 per month who was fired at 6 months pregnant after 2 years of service, the total claim could easily exceed AED 20,000.

Your Visa: What Happens After Termination

Under UAE law, your employer must maintain your visa during maternity leave. They cannot cancel your visa because you are on maternity leave.

If you are terminated illegally and your visa is cancelled, you have a 60-day grace period from the date of visa cancellation to either:

• Find a new employer and transfer your sponsorship, or
• Leave the UAE

Do not ignore visa status. File your MOHRE complaint quickly so your situation is on the official record.

The Most Important Evidence: Your Disclosure Timeline

The single most important action you can take right now is to document the timeline. Write it down today with specific dates:

1. Date you found out you were pregnant
2. Date you told your employer or HR — how did you tell them? Email? WhatsApp? In person?
3. Date you received the termination notice
4. Reason given for termination

If the termination came after you disclosed your pregnancy — even days after — this is your strongest evidence. Save everything: WhatsApp messages, emails, the physical termination letter, any warning letters.

Step-by-Step: How to File a Complaint

Step 1 — Document Everything Now

Before filing, gather:

• Your employment contract
• Termination letter or message
• Proof of pregnancy (medical certificate, hospital letter)
• Evidence of when you disclosed pregnancy to your employer
• Your last 3 payslips and Emirates ID

Step 2 — File with MOHRE

Go to mohre.gov.ae and select Labour Complaints. Choose Arbitrary Dismissal or Termination During Pregnancy as the complaint category.

Or call MOHRE on 800-60. They can help you file by phone.

Step 3 — Contact Your Embassy

Especially if you are worried about your visa situation, contact your home country embassy. Some embassies have welfare officers who specifically assist workers in labour disputes.

Step 4 — Labour Court if Needed

If MOHRE conciliation fails, your case goes to the Labour Court. Filing is free for workers. The court examines your timeline and whether the employer can prove the termination was unrelated to your pregnancy.

For current sick leave provisions, check the UAE labour law and MOHRE guidance directly.

What If Your Employer Gives a Different Reason for Firing You?

Employers who illegally terminate pregnant workers almost always give a different stated reason: performance issues, company restructuring, end of contract, or redundancy.

The law does not allow this as a shield. If you were fired while pregnant, the burden shifts. Your employer must prove the termination was for a genuine, pre-existing reason completely unrelated to your pregnancy.

Key questions MOHRE and the Labour Court will consider:

• Was there any documented performance issue before you announced your pregnancy?
• Were other non-pregnant employees also made redundant at the same time?
• How many days after your pregnancy disclosure was the termination made?

Common Mistakes to Avoid

• Not documenting when you told your employer. This is the most critical evidence. If you told them verbally, follow up the same day with an email confirming the conversation.
• Signing a resignation letter under pressure. Some employers pressure pregnant workers to resign voluntarily. Do not sign anything. A voluntary resignation waives your termination compensation.
• Waiting too long to file. File with MOHRE as soon as possible after termination.
• Not claiming maternity leave pay. Even if terminated illegally, you are still owed the 60 days of maternity pay. Include this in your MOHRE complaint.
• Thinking you have no rights without long service. There is no minimum service period. You are protected from day one.

What Usually Happens Next

After a MOHRE complaint for illegal termination during pregnancy:

1. MOHRE contacts the employer within a few days and schedules a conciliation session.
2. Many employers settle at this stage because the law on UAE fired while pregnant maternity leave rights 2026 is very clear.
3. If no settlement, the case goes to the Labour Court within weeks.
4. Labour Court decisions in straightforward pregnancy termination cases typically take 2 to 6 months.
5. If you win, the court orders payment and the employer must comply or face enforcement action.

In practice: Cases where the termination clearly followed pregnancy disclosure tend to settle quickly. Your documented timeline is your most powerful tool.

For more on your broader rights when employment ends, read our guide on your rights when your contract is terminated.

This article is for general information only and is not legal advice. Rules can change. Always confirm with MOHRE or a qualified legal professional.

Frequently Asked Questions

Can a UAE employer legally terminate a pregnant employee?

No. Under UAE Federal Decree-Law No. 33 of 2021, terminating an employee because she is pregnant is prohibited. Dismissal on grounds of pregnancy is treated as arbitrary dismissal, entitling the employee to compensation in addition to all standard end-of-service entitlements. An employer who terminates a pregnant employee must be able to demonstrate a lawful reason entirely unrelated to the pregnancy.

Is an employee entitled to maternity leave even if terminated shortly before the birth?

If you were still employed at the time of childbirth, you are entitled to your full maternity leave entitlement under the law — currently 60 days (45 days at full pay, 15 days at half pay) for private sector workers. If the employment was unlawfully terminated before the birth, this forms part of the compensation claim you can raise with MOHRE.

Does a pregnant employee receive end-of-service gratuity if dismissed?

Yes. End-of-service gratuity is a statutory right after one year of continuous service and is not forfeited due to the reason for termination. If you are dismissed — regardless of the circumstances — any accrued gratuity from one year of service onwards must still be paid. If your employer refuses, file a MOHRE complaint to recover it.

Can my employer cancel my UAE residence visa while I am pregnant?

Visa cancellation is processed separately from employment. If you are terminated, your employer will typically initiate visa cancellation. This is legally permissible even during pregnancy. However, any gratuity, unpaid salary, and maternity-related compensation owed to you must still be settled regardless of visa status. Do not sign a visa cancellation form until your financial settlement is confirmed in writing.

Do these protections apply to domestic workers and part-time workers?

Domestic workers (maids, cleaners, and household staff) are governed by a separate law — Federal Law No. 10 of 2017. This law also prohibits termination on grounds of pregnancy and provides for maternity leave. Part-time workers employed under a formal contract are generally covered by Labour Law protections proportional to their working hours. If in doubt, contact MOHRE or your home country’s embassy for guidance specific to your contract type.

What if my employer says they terminated me for performance reasons, not pregnancy?

This is a common employer response. When a termination happens during or shortly after pregnancy, the timing itself creates a strong basis to challenge the stated reason at MOHRE mediation or Labour Court. Document all communications, performance reviews, and the sequence of events. MOHRE and courts assess whether the stated reason is credible given the context — a sudden termination with no prior warnings, coinciding with pregnancy, is a pattern they have seen before.

Official Sources Used in This Guide

Related Articles