What Are the Basic Employment Rights in the UAE?
UAE labour law sets clear baseline protections for private-sector employees, covering wages, leave, and termination. Here is what every employee in Dubai should know.
The UAE Labour Law applies to private-sector employment relationships across the mainland emirates, including Dubai, and is administered by the Ministry of Human Resources and Emiratisation (MOHRE). Free zones such as the DIFC and ADGM have their own separate employment regulations, so the exact rules that apply can depend on where your employer is registered.
Every employee should receive a written employment contract registered with MOHRE (or the relevant free zone authority) setting out salary, job title, working hours, and notice period. Salaries for most private-sector employees are paid through the Wage Protection System (WPS), which lets the authorities monitor timely payment.
If a dispute arises over unpaid wages, unfair dismissal, or end-of-service benefits, MOHRE offers a free conciliation process before a claim can proceed to the Labour Court. Understanding your rights early makes it easier to resolve a dispute quickly, whether through MOHRE or in court.
Key Employee Rights Under UAE Labour Law
- Written Employment ContractYou are entitled to a written contract registered with MOHRE, stating your salary, job title, and working conditions in clear terms.
- Timely Payment of WagesSalaries must be paid on time, generally through the Wage Protection System, which tracks payments electronically.
- Leave EntitlementsEmployees who complete one year of service are entitled to at least 30 calendar days of paid annual leave, plus public holidays and sick leave.
- End-of-Service GratuityEmployees who complete at least one year of continuous service are entitled to a gratuity, calculated on length of service and final basic salary.
Signs Your Employment Rights May Have Been Violated
- Your salary is repeatedly late, reduced without agreement, or unpaid.
- You were dismissed without notice or without a valid reason under the law.
- Your employer is refusing to pay your end-of-service gratuity correctly.
- You are being asked to work excessive hours without the legally required rest or overtime pay.
How We Can Help
- Reviewing your employment contract and advising on your entitlements
- Filing and pursuing wage or gratuity claims through MOHRE and the Labour Court
- Representing you in wrongful or unfair termination disputes
- Negotiating settlements with employers on your behalf
- Advising on non-compete clauses and post-termination obligations
Frequently Asked Questions
Do free zone employees have the same rights as mainland employees?
Not exactly. Free zones like the DIFC and ADGM have their own employment regulations, which differ in some respects from the mainland UAE Labour Law. Most other free zones largely follow the mainland law.
How is end-of-service gratuity calculated?
As a general rule, gratuity is based on 21 days of basic salary for each of the first five years of service, and 30 days for each additional year, prorated for partial years and subject to conditions under the law.
Can my employer terminate me without notice?
Generally no — the law requires a notice period, typically 30 to 90 days depending on the contract, except in limited cases of serious misconduct defined by law.
What if my employer isn't paying my salary?
You can file a complaint with MOHRE, which will attempt conciliation between you and your employer before referring unresolved cases to the Labour Court.