Wrongful Termination Lawyer in Dubai
UAE labor law places specific limits on when and how an employer can terminate an employee, and a dismissal that falls outside those limits can give rise to a claim for compensation regardless of what the employment contract says.
Termination during or shortly after certain protected circumstances, such as reporting a complaint or during specific leave periods, requires particular scrutiny since the timing itself can be evidence of an improper motive.
Notice period requirements and end-of-service calculations both interact with how a termination is characterized, and getting these calculations wrong is a common source of additional claims beyond the wrongful termination itself.
We represent employees challenging wrongful or arbitrary dismissal, and we advise employers on structuring terminations that hold up against subsequent challenge.
How We Handle Wrongful Termination Matters
- Termination Circumstances ReviewWe review the circumstances and stated reasons for the termination to assess whether it meets the standard for a valid dismissal.
- Documentation GatheringWe gather the employment contract, termination notice, and any related correspondence relevant to the dismissal.
- Compensation AssessmentWe calculate what compensation may be owed, including notice pay, end-of-service gratuity, and arbitrary dismissal compensation where applicable.
- MOHRE Complaint FilingWe file a formal complaint with the Ministry of Human Resources and Emiratisation to initiate the dispute resolution process.
- Negotiated ResolutionWhere possible, we pursue a negotiated resolution that secures appropriate compensation without prolonged proceedings.
- Labor Court LitigationWhere negotiation doesn't succeed, we represent the employee's claim before the labor court.
When to Bring in a Wrongful Termination Lawyer
- You were dismissed without a reason connected to your work performance or the business's genuine needs.
- Your termination came shortly after raising a complaint or during a period that should have been protected.
- You believe your notice pay or end-of-service gratuity wasn't calculated correctly following termination.
- You're an employer needing to structure a termination in a way that minimizes exposure to a wrongful dismissal claim.
- You want an assessment of whether your dismissal meets the threshold for an arbitrary termination claim.
- A MOHRE complaint has been filed regarding a termination and you need representation.
Services We Provide
- Arbitrary dismissal claim assessment
- Termination compensation calculation
- MOHRE complaint filing for wrongful termination
- Negotiated termination settlement
- Labor court representation for dismissal claims
- Employer-side termination structuring advice
- Notice and end-of-service gratuity dispute resolution
Frequently Asked Questions
What makes a termination 'arbitrary' under UAE labor law?
A termination is generally considered arbitrary when it isn't based on a valid reason connected to the employee's work performance or the business's genuine operational needs.
What compensation can be claimed for a wrongful termination?
This can include compensation for arbitrary dismissal, unpaid notice, and any shortfall in end-of-service gratuity calculations, depending on the specific circumstances.
Does the timing of a termination matter?
Yes, termination shortly after events such as raising a complaint can itself be evidence relevant to whether the dismissal was improperly motivated.
How is end-of-service gratuity affected by the type of termination?
The characterization of a termination can affect gratuity entitlement in certain circumstances, which is why accurate calculation following the specific facts matters.
What should an employer do to minimize the risk of a wrongful termination claim?
Documenting the genuine, work-related basis for a termination and following proper procedure are both important, and we advise employers on structuring terminations appropriately before they're carried out.