Dubai Labour Law Article 122 -Employer may dismiss a worker without notice

An employer may dismiss a worker without notice, provided that the dismissal is in writing, based on valid grounds and handed to the worker, if and only if the worker:
1. assumes a false identity or nationality or submits forged certificates or documents
2. is engaged on probation and is dismissed during or at the end of the probationary period

3. Commits a fault resulting in substantial material loss to the employer, provided that the latter notifies the labour department of the incident within one week of his becoming aware of its occurrence
4. Disobeys instructions on the safety of work or workplace, provided that such instructions are in writing and posted at a conspicuous place.

5. defaults on his basic duties under the contract and fails to redress such default despite a written interrogation and a warning that he will be dismissed if such default is repeated
6. reveals any confidential information of his employer
7. Is found in a state of drunkenness or under the influence of a narcotic drug during working hours
8. Assaults the employer, the manager in charge or any of his workmates during working hours
9. Absents himself from work without a valid reason for more than 20 non-successive days in one single year, or for more than seven successive days.
 or
10. Starts a work stoppage, or instigates or participates in such acts.
Save for in the case cited in item (2) of this Law, the worker’s employment permit shall be cancelled and he shall be banned from working within the State for at least one year in implementation of Article 16 of this Law.

Find out Visa validity of your Dubai visit visa, resident visa online

You can find out your visa status ,validity and resident application status etc online using General Directorate of Residency and Foreigners Affairs - Dubai web site. Please click the web site url
https://www.ednrd.ae/portal/pls/portal/INIMM_DB.DBPK_VISAVALIDITY.Query_VisaValidity


 Please note that Extension for Tourist Visa can only be applied online IF there is NO overstaying sponsored person on the Establishment

Transit Visa - Dubai

Transit passengers stopping at Dubai International Airport for a minimum of 8 hours and meeting the certain conditions mentioned below are eligible for obtaining a 96-hour transit visa. These conditions are as follow:

Airlines sponsored only (prior arrangements maybe required)

Applications should have confirmed onward booking to the 3rd destination

For transit passengers or those holding special permits, or for visit or mission, the passport or the document must be valid for at least three months

Citizens of the following countries are not eligible for the 96 hours visa on arrival:

Somalia, Afghanistan, Iraq, Niger, and Yemen.

The transit visas for passengers arriving at Dubai International Airport can be arranged by Emirates Airline for its passengers or by Marhaba Services for those travelling on other airlines. Marhaba Services Tel: 00971 4 2162657; 2164629  email:  marhaba@emirates.co

Dubai Labour law- Workers' rights and limited contracts

Employment relationships in Dubai and the wider UAE are governed by the Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector (the UAE Labour Law), which became fully effective in 2022.

The new law primarily focuses on limited-term (fixed-term) contracts, as it abolished the concept of new unlimited contracts.

Here is a summary of workers' rights and key provisions relating to limited contracts:

📅 Limited (Fixed-Term) Contracts

Limited contracts have a defined start and end date. Under the new law:

• Maximum Duration: A limited contract can be for a term of up to three years, and it can be renewed for a similar or shorter period upon mutual agreement.
• Essential Details: The contract must clearly specify the start date, end date, nature of work, workplace, and the amount of remuneration (salary and allowances).

⚖️ Key Workers' Rights and Entitlements

Workers under limited contracts are entitled to several fundamental rights:

1. Working Hours, Overtime, and Rest

• Normal Hours: Maximum of 8 hours per day or 48 hours per week.
• Overtime Compensation: Employees are entitled to an additional payment of at least 25% of their basic wage for overtime. This increases to 50% for work performed between 10 p.m. and 4 a.m. (with exceptions for certain roles).
• Weekly Rest: A minimum of one paid rest day per week, usually Friday or Saturday.

2. Leave Entitlements

• Annual Leave (Full Pay):
• 30 days per year after completing one year of service.
• 2 days per month if service is over six months but less than one year.
• Maternity Leave: 60 calendar days in total: the first 45 days at full pay, and the remaining 15 days at half pay.
• Parental Leave: 5 working days for both male and female employees, to be taken within six months of the child's birth.
• Sick Leave: Up to 90 days per year, with payment calculated as:
• First 15 days: Full pay
• Next 30 days: Half pay
• Remaining days: Unpaid

3. End-of-Service Gratuity (Severance Pay)

For foreign workers who have completed one year or more of continuous service, the gratuity is calculated based on the basic wage as follows:

• 21 days' basic pay for each of the first five years of service.
• 30 days' basic pay for each subsequent year.
• The total gratuity must not exceed two years' pay.

🚫 Early Termination and Compensation

Terminating a limited contract before its expiry date can result in financial liabilities for the party who initiates the termination without a "legitimate reason."

If the Employer Terminates Early (Without a valid legal cause):

• The employer must provide a written notice of 30 to 90 days (as agreed in the contract).
• The employee is entitled to "Early Termination Compensation" of at least three months' remuneration (salary and allowances), or the remaining period of the contract, whichever is less.
• The employee is also entitled to all other final benefits, such as gratuity and unused annual leave pay.

If the Employee Resigns Early (Without a valid legal cause):

• The employee must provide a written notice of 30 to 90 days (as agreed in the contract).
• The employee may be liable to pay the employer "Early Termination Compensation." This compensation is calculated as half of three months' remuneration, or half of the remuneration for the remaining contract period, whichever is less.

Termination During Probation

The probation period cannot exceed six months.

• Employer terminates: Requires 14 days' written notice.
• Employee terminates to leave UAE: Requires 14 days' written notice.
• Employee terminates to join another UAE employer: Requires one month's written notice. The new employer may be required to compensate the previous employer for recruitment costs.

⚠️ Protection and Dispute Resolution

• Anti-Discrimination: The law prohibits discrimination based on race, color, sex, religion, national origin, social origin, or disability.
• Equal Pay: Women must be paid a wage equal to a man's wage if they perform the same work or work of equal value.
• Final Settlement: The employer must pay all final entitlements (including gratuity, notice pay, and unused leave) within 14 days of the end of the contract.
• Labour Complaints: Workers can file a complaint with the Ministry of Human Resources and Emiratisation (MoHRE) if they feel their rights have been violated. Litigation fees for claims less than AED 100,000 are often exempt for workers.

 The old law (Federal Law No. 8 of 1980) was completely repealed and replaced by the Federal Decree-Law No. 33 of 2021 (the New Labour Law), effective February 2, 2022. This wasn't just an amendment; it was a fundamental overhaul.

1. 🛑 The Old Rule on Gratuity Forfeiture (Questions 3 & 4)

The advice given about end-of-service gratuity for a limited contract resignation is INCORRECT under the current 2021 law.

Old/Incorrect Content (Remove)	Correct Rule Under Decree-Law No. 33 of 2021
"The Labour Law does not entitle a worker who was working under contract for limited period to claim end-of-service if the worker himself broke the contract." (From the Answer)	A worker is always entitled to their full End-of-Service Gratuity (EOSG) upon completion of one year of service, regardless of the cause of termination, including resignation from a limited contract. The new law abolished the old penalty-based reduction/forfeiture for limited-term contracts.
"He refused to give me my end-of-service gratuity." (Employer's Claim)	This claim is illegal. If you have completed more than three years of continuous service, you are entitled to the full EOSG (21 days' basic pay for each year).

Action: Replace this section with the correct entitlement: The worker is fully entitled to their end-of-service gratuity based on their years of service and last basic wage.

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2. 🛑 The Old Rule on Compensation for Early Resignation (Questions 6, 7, 8, 9, 10)

The FAQ section still refers to the old compensation formula for the employee breaking a limited contract.

Old/Incorrect Content (Remove)	Correct Rule Under Decree-Law No. 33 of 2021 (Article 43 & 51)
"The worker shall compensate the employer an amount equivalent to 45 days’ salary if the employer can prove the damages." (From the Answer)	The compensation calculation has fundamentally changed under the new law. The employee is obligated to serve the 30-90 day contractual notice period.
"Worker should by 45 day from his total salary or the residual period of the contract whichever is shorter." (Question 6 & 9)	If the employee fails to serve the required Notice Period (30 to 90 days), they must pay the employer a "Notice Allowance" equal to their salary for the unserved portion of the notice period.
"As for the limited contracts, there is no one month of notice…" (Question 8)	This is incorrect. The new law mandates that either party can terminate a limited contract with a written notice period of 30 to 90 days (as per contract), provided there is a legitimate reason. The 30-day minimum notice applies to all contracts now.

Action: Replace the old Article (116) concept with the requirement for 30-90 days' notice. The primary liability is for failure to serve this notice, not an automatic compensation for breaking the limited contract (unless the contract requires a longer notice period or the termination is found to be without a legitimate cause).

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🔑 Summary of Your Rights

Here is how your situation is legally governed under the current 2021 law:

Issue	Employer's Claim	Current UAE Labour Law (2021)
End-of-Service Gratuity	Refused to give gratuity.	Illegal. You are fully entitled to your EOSG for 3+ years of service.
Deduction (45 days' salary)	Deducted 45 days' salary for breaking the limited contract.	Illegal Deduction. The only legal deduction for resignation is compensation for the unserved portion of the 30-90 day contractual notice period.
Ban/Sponsorship Transfer	May prevent transfer (ban).	Obsolete. No-objection certificates (NOCs) and automatic bans for breaking a limited contract have been largely abolished. You can generally transfer immediately upon successful termination (serving notice and paying any due compensation).

You should file a complaint with the Ministry of Human Resources and Emiratisation (MoHRE) against the employer for illegally withholding your gratuity and illegally deducting your salary.

 

Renewal of residence (employment) permits of private sector workers

This involves a description of procedures of Naturalization & Residency Administration (Dubai) in renewing residence (employment) permits for a private sector workers

Required Documents:

• Prepaid e-form application

• Original passport of the sponsored worker

• 2 photographs of the sponsored worker

• Original medical certificate

• Original and copy of labour card or postal receipt

• Original and copy of the main valid commercial license.

• Copy of the valid establishment card

Fees & Collection

AED 100 as residence permit fees for each year (3 years maximum) according to the e-form

AED 120 urgent delivery fees (optional).

AED 10 for ordinary delivery applications

Special Notes:

Fees for residence permits and typing of applications shall be paid at the typing offices while all security deposits shall be paid cash to the bank staff at the Section hall. Fines against overstaying 17 days or less shall be paid cash to the “Fines Collection” staff at the Section hall, while fines for overstaying longer than 17 days shall be paid cash to the bank staff at the Section hall.