Understanding UAE notice‑period rules under the 2021 labour law

Employers and workers in the United Arab Emirates often wonder whether the notice they must give before ending a contract is 30, 60 or 90 days. The answer depends on the wording of the individual contract, which must be registered with the Ministry of Human Resources and Emiratisation (MOHRE) and is governed by Article 43 of Federal Decree‑Law No 33 of 2021.

What changed According to Gulf News, the law does not prescribe a single length; instead the contract may stipulate any period between one and three months, and the same term applies to both parties unless a different arrangement benefits the employee. During the notice period the employment contract remains in force and the employee continues to receive the full salary based on the last wage earned.

What it means for employers - The employer must honour the notice period written in the contract, whether the employee resigns or the employer initiates termination. - If the employer ends the contract without giving the agreed notice, it must pay the employee an amount equal to the wage for the unserved days – the so‑called notice‑period allowance. - When the employer terminates the contract, the employee is entitled to one unpaid working day per week to look for a new job, provided the employee notifies the employer at least three days in advance.

What it means for job seekers - Employees must also respect the contractual notice period; failing to do so obliges them to compensate the employer for the same amount of salary they would have earned during the unserved days. - For staff still on probation, Article 9 requires at least one month’s written notice from the employee, and a minimum of 14 days’ notice from either side to end the contract. - A foreign worker who leaves the UAE without observing the probation‑notice rules may face a one‑year labour ban on obtaining a new work permit, unless a legal exemption applies.

What to do now - Review the employment contract to confirm the exact notice period that has been registered with MOHRE. - Keep written records of any notice you give or receive, and ensure the required three‑day advance notice for the unpaid search‑day is documented. - If you wish to shorten the notice period, obtain a written mutual agreement that confirms the waiver and protects all statutory entitlements. - Should a dispute arise, be prepared to calculate the compensation based on the employee’s last wage for the full unserved notice period. - Seek clarification from MOHRE or a qualified legal adviser before taking any action that could trigger a labour ban.

All facts are drawn from the Gulf News article dated 26 October 2026.