Employee in the UAE:
from work permit to dismissal

01

What employment regime applies

Federal Labor Law applies to most private sector employers and is administered by MoHRE. DIFC and ADGM use their own employment laws. The place of registration, place of actual work, secondment and employing entity must be the same.

Mainland / most free zones

Federal Labor Law and applicable MoHRE or zone authority procedures

DIFC

DIFC Employment Law and DIFC procedures

ADGM

ADGM Employment Regulations and ADGM procedures

Government / domestic workers

Individual regimes

Remote / cross-border

Check immigration, PE, payroll, tax and mandatory rights in both countries

02

Hiring a foreign employee

Before starting work, an acceptable quota, offer, work permit, entry/status procedures, medical fitness, Emirates ID and residence status are issued. The sequence depends on the authority and location of the employer.

1. 01
   Role

   Position, license, qualification, quota and salary package.

2. 02
   Offer / permit

   Agreed offer and permission before actual work.

3. 03
   Immigration

   Entry/status, medical, biometrics, Emirates ID and residence.

4. 04
   Onboarding

   Contract, payroll, insurance, policies and access.

03

The contract and actual conditions must match

The federal regime provides for fixed-term contracts with the possibility of extension. Full-time, part-time, temporary, flexible, remote and job-sharing models are acceptable. An internal English-language agreement may supplement the mandatory form, but does not cancel the minimum rights.

Parties

It is a licensed employer and a real working employee

Role

Title, duties, location, reporting and working model

Pay

Basic wage, allowances, bonus, commission and benefits

Term

Duration, probation, notice and renewal

Protections

Confidentiality, IP, data, non-compete and return of property

04

Salary, WPS and records

Wages are paid on time and through the applicable wage-protection mechanism. Basic wage is separated from allowances, since the calculation of overtime and a number of benefits may depend specifically on the basic component.

Payroll

Salary file, approved channel, payslip and reconciliation

Package

Basic wage + housing/transport/other allowance + variable pay

Deductions

Only on a legal and documented basis

Bonus

Formula, discretion, target, payment date and treatment on termination

Records

Contract, attendance, leave, payroll, warnings and approvals

05

Working hours, rest and holidays

The applicable law establishes normal working hours, weekly rest, overtime and leave categories. The specific calculation depends on the mode, position, schedule and exceptions. Maternity leave under the federal regime is 60 days: 45 with full and 15 with half pay.

Weekly rest

At least one paid day under the federal regime

Public holidays

Paid; work is compensated according to the established procedure

Annual leave

Accrual and use are documented

Sick leave

Notice, medical evidence and statutory scale

Parental leave

5 paid working days within the stipulated period

06

Politicians, discipline and security

The Handbook must be accessible to the employee and not reduce statutory rights. Disciplinary action requires established cause, investigation, notification and proportionate measures. Anti-harassment, discrimination, health and safety, whistleblowing, data and IT use are separately regulated.

07

End-of-service and alternative schemes

Upon termination, unpaid salary, leave, notice, gratuity or applicable savings scheme and other contractual amounts are calculated. DIFC uses DEWS or a valid alternative scheme; other regimes are checked separately.

Federal gratuity

Experience, basic wage, reason/date and applicable rules

DIFC

Qualifying contributions scheme instead of the traditional model for eligible employees

Company plan

Cannot worsen the mandatory minimum

Final settlement

Calculation, deductions, release, property return and immigration cancellation

08

Termination: grounds, procedure and evidence

Regular termination is carried out with notice and payments. Dismissal without notice is permissible only on established grounds and procedure. Dismissal due to a valid MoHRE complaint or lawsuit may be considered unfair.

Before notice

Basis, documents, performance/discipline history and protected reason

Notice

Deadline, garden leave or payment in lieu - according to the regime and agreement

Without notice

Strict statutory test, investigation and written decision

Settlement

Salary, leave, benefits, expenses and certificate

Immigration

Cancellation/transfer after termination of employment in the correct sequence

09

Emiratisation and employer obligations

For qualifying private sector companies, the Emiratization objectives and associated Nafis procedures apply. The size, timing and applicability depend on the number, activity and current decisions. Formal hiring without actual work creates a separate compliance risk.

10

Complaints and labor disputes

For the federal regime, the dispute usually begins through the MoHRE; DIFC and ADGM have their own routes and courts. Payroll, attendance, messages, performance evidence and signed policies are often more important than the general wording of the contract.

Early stage

Internal grievance and documented attempt at solution

Authority

MoHRE, DIFC or ADGM according to the applicable regime

Evidence

Contract, payroll, leave, notices, policies and correspondence

Language

Save the originals and prepare a proper translation if necessary

Settlement

Amounts, waiver scope, confidentiality and enforceability

11

Employer HR circuit

1. 01

   Correct employing entity, license, quota and employment regime.

2. 02

   Offer, permit, contract and actual role are the same.

3. 03

   Payroll, leave, WPS, insurance and records are configured.

4. 04

   Policies are translated, communicated and applied consistently.

5. 05

   Termination and immigration are carried out according to a written checklist.