Protecting rights in the workplace for employees and employers
Employment Law in the UAE
Our employment practice is renowned for its comprehensive expertise, strong standing in the market, and steadfast dedication to providing strategic, client-focused legal solutions.
Our team comprises experienced and highly regarded legal consultants and advocates who regularly advise on complex and high-value employment matters. We are trusted by a broad range of clients—from multinational corporations to regional businesses and senior executives—for our ability to navigate the full spectrum of employment issues with precision and discretion.
Our employment lawyers in the UAE offer in-depth knowledge of labour law in the UAE, including the unique regulatory frameworks of the DIFC, ADGM, and various free zones. Whether advising on employment contracts, internal policies, investigations, terminations, or contentious disputes, our approach is grounded in practical insight, legal rigour, and a clear understanding of our clients’ commercial objectives.
With a strong reputation built on excellence, integrity, and results, HAS Law Firm is a go-to advisor for employment law matters in the region.
Employment & Labour Law Services
Advisory Services
We provide proactive legal solutions to help businesses remain compliant and reduce risk:
- Drafting and reviewing employment contracts, HR policies, and handbooks
- Structuring employment arrangements, secondments, and outsourcing models
- Advising on incentives, benefits, and compensation schemes
- Legal due diligence in M&A and corporate restructuring
- Ensuring compliance with UAE Labour Law, DIFC, ADGM, and Free Zone regulations
- Workforce planning, including transfers, downsizing, and Emiratisation
- Providing legal training for HR and in-house teams
Contentious Representation
Our employment lawyers in Dubai represent clients in complex, high-stakes employment disputes, offering discreet and results-oriented representation:
- Litigation and arbitration in employment-related disputes
- Claims involving wrongful dismissal, discrimination, or breach of contract
- Handling internal investigations and disciplinary actions
- Enforcing non-compete and confidentiality obligations
- Representation before UAE Labour Courts, DIFC Courts, and ADGM Courts
- Mediation and alternative dispute resolution
- Advising on whistleblowing, grievances, and workplace misconduct
At HAS Law Firm, we provide employment law solutions to clients operating across a wide range of industries. Our experience spans sectors including financial services, technology, healthcare, hospitality, construction, retail, energy, and professional services, IT, among others.
Why Choose HAS Law Firm as your Employment Lawyers in the UAE
- Deep expertise in UAE Labour Law and free zone regulations
- Extensive experience with local and international clients
- Commercially focused, strategic legal advice
- Proven success in achieving favorable outcomes across all industries
- Trusted counsel for complex employment matters in the UAE
FAQs
Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), the maximum probation period for any employee is six months. An employer cannot place an employee on probation for a longer period, and the probation period cannot be extended or renewed. During probation, either party can terminate the employment relationship with 14 days’ written notice.
For employees who have completed at least one year of continuous service, end-of-service gratuity is calculated based on their basic salary. The formula is 21 days’ basic salary for each of the first five years of service, and 30 days’ basic salary for each subsequent year beyond five years. The total gratuity amount is capped and cannot exceed the equivalent of two years’ total salary.
Under the new UAE Labour Law, termination must be for a valid, work-related reason. If an employer terminates an employee without a legitimate cause, it may be considered arbitrary dismissal. In such cases, the employee may be entitled to compensation of up to three months’ salary, in addition to their notice period pay and all other end-of-service entitlements such as gratuity and unused leave.
The notice period for termination or resignation is specified in the employment contract and must be a minimum of 30 days and a maximum of 90 days under UAE Labour Law. Both the employer and employee must adhere to this notice period. If either party fails to serve the required notice, they must pay compensation equivalent to the salary for the notice period or the remaining portion thereof.
If your employer fails to pay your salary on time, you should first raise the issue formally with your employer or HR department in writing. If the issue is not resolved, you can file a formal complaint with the Ministry of Human Resources and Emiratisation (MOHRE). The UAE has a Wage Protection System (WPS) in place to monitor salary payments, and employers who fail to pay salaries on time face significant penalties, including fines and potential suspension of their ability to hire new workers.
Yes, all employees in the UAE are entitled to paid annual leave. After completing one year of service, employees are entitled to 30 calendar days of annual leave per year. For employees who have completed more than six months but less than one year, they are entitled to two days of leave for each month worked. Annual leave must be taken within the year it is accrued, or it may be carried forward or paid out as agreed with the employer.
The standard working hours under UAE Labour Law are eight hours per day or 48 hours per week. During the holy month of Ramadan, working hours are reduced by two hours per day. Any work performed beyond these limits is considered overtime and must be compensated at a higher rate, typically 125% of the normal hourly wage for daytime overtime and 150% for nighttime overtime.
Working for another employer without the written consent of your primary employer is generally prohibited under UAE Labour Law and most employment contracts. Doing so could be considered a breach of contract and grounds for termination. However, with proper authorisation from your employer and compliance with visa regulations, part-time work or freelance arrangements may be permissible under specific circumstances.
When you resign from your job in the UAE, your employer is required to cancel your work visa. You will typically have a grace period of 30 days to either find new employment and transfer your visa to a new sponsor, or to leave the country. It is important to ensure all end-of-service dues are settled and obtain a proper cancellation of your visa to avoid any future immigration issues.
An employment lawyer in Dubai can assist you with understanding your rights and obligations under UAE Labour Law, reviewing employment contracts before signing, negotiating severance packages, filing complaints with MOHRE, and representing you in labour court if necessary. They can help ensure you receive all your entitled benefits, including unpaid wages, gratuity, and compensation for arbitrary dismissal.
