Labour Ban in the UAE: 6 Months vs 1 Year, Explained

Legal Framework of Labour Bans and Work Permits in the UAE

Federal Decree‑Law No. 33 of 2021, available in full via u.ae, regulates employment relationships in the private sector but does not establish any standard “6‑month labour ban in UAE” for employees who resign or are terminated. The law sets out rules on contracts, notice, termination and entitlements, but it leaves the detailed conditions for issuing new work permits to the MOHRE regulations and services.

A work permit or work licence is the authorisation issued by MOHRE that allows a non‑citizen to work legally for a particular employer. MOHRE issues, cancels, and transfers these permits, while the Federal Labour Law and ministerial decrees provide the legal basis for the start, management, and termination of employment.

In everyday language, “labour ban” usually refers to the MOHRE refusing to issue a new work permit for a period. Official documents more commonly describe this as a restriction on obtaining a new work licence rather than using the phrase “UAE labour ban”. Understanding this distinction is crucial: the consequences arise in the work‑permit system, not as a separate entry ban or criminal penalty.

The Myth of the “6‑Month Labour Ban”

Many employees talk about a “6 months labour ban in the UAE” as if it were a fixed punishment applied whenever they leave a job early. The official texts provided on u.ae, however, present six months mainly as a minimum service period linked to new work permit eligibility in some mid‑contract situations, not as a codified duration of a ban.

For certain unskilled workers, MOHRE may grant a new work permit during the term of the contract if two conditions are met: the employer and worker mutually agree to terminate the existing contract, and the worker has completed at least six months of employment. An employee may move to another employer if both parties consent and six months of service are completed.

How the Six‑Month Service Rule Affects Changing Jobs

The six‑month service rule operates mainly as a condition for obtaining a new work permit during an ongoing contract, particularly for lower‑skilled workers. According to the Ministerial Decree No. 766 of 2015, an unskilled worker may receive a new work permit mid‑contract if the current employer and worker mutually agree to end the contract and the worker has completed at least six months of employment.

An employee may move to another employment if both parties consent to the termination and six months have elapsed. This framing shows that six months is a minimum service period that unlocks the possibility of a lawful mid‑contract move for some categories, rather than a punitive “UAE employment ban 6 months” automatically imposed on all job leavers.

These rules are most relevant where a worker wants to change employers before the agreed contract term ends. End‑of‑contract renewals or changes may involve different requirements, which should be confirmed directly with MOHRE using the latest official guidance.

Skill Levels, Exemptions and MOHRE Transfer Work Permits

The six‑month employment requirement is waived for workers classified in skill levels 1, 2 and 3, provided they have fulfilled their contractual commitments. These levels broadly correspond to holders of university degrees, post-secondary diplomas, and high school diplomas. For these categories, the six‑month threshold does not apply in the same way when they seek to change employers.

For workers below these skill levels, the six‑month service requirement remains relevant where they wish to change jobs during the contract term and need a new work permit with mutual consent. The application for a transfer work permit must be submitted within 90 days of cancellation of the previous permit and is open to all skill levels, but it does not mention any fixed six‑month or one‑year ban as a standard condition of that service.

Based on this service description, the key procedural points are eligibility of all skill levels and the 90‑day period after cancellation, not a built-in UAE employment ban of 1 year or six months. Workers and employers should still review the current MOHRE criteria at the time of application to confirm the latest requirements.

Practical Scenarios: 6 Months vs 1 Year In Real Cases

Consider a worker in skill level 2 (post‑secondary diploma) who has worked for four months and, together with the employer, wishes to end the contract and move to another job. The six‑month minimum service condition may be waived for skill levels 1–3 if contractual obligations have been fulfilled, allowing the worker to obtain a new work permit despite having less than six months’ service.

Now, take an unskilled worker below level 3 who has completed seven months with the employer, and both parties agree to terminate the contract. In this case, because the six‑month threshold has been met and mutual consent exists, MOHRE may grant a new work permit during the contract term so the worker can move to a new employer.

By contrast, a worker who resigns without giving the required contractual notice and stops attending work during the notice period may be subject to a one-year work-permit ban starting from the date they leave the UAE. MOHRE states that this ban may be lifted if the original employer provides approval, making it essential, in many cases, to reach an agreement with the employer.

FAQ

Is there a 6-month labour ban in the UAE under the 2021 labour law?

Federal Decree‑Law No. 33 of 2021, as published on u.ae, does not contain any article imposing a standard 6‑month labour ban on private‑sector employees. The six‑month period appears instead in ministerial‑level guidance as a minimum service requirement for certain mid‑contract job changes and new‑permit eligibility.

What is the difference between a 6-month and a 1-year labour ban in the UAE rules?

The 6-month period reflects a minimum service requirement that applies in certain situations where an employee seeks to transfer to a new employer before completing the agreed term of the contract. If the required service period has not been met, the worker may be ineligible for a new permit.

The 1-year period applies when an employee leaves employment without giving the required notice or without working during the notice period. In such situations, a one-year restriction on obtaining a new work permit may be imposed from the date the worker exits the UAE. This restriction can be lifted if the previous employer provides formal approval.

When does MOHRE impose a 1-year work permit ban?

A 1‑year ban on obtaining a new work licence applies when an employee terminates the contract without complying with the prior‑notice clause and does not work during that notice period. The ban takes effect on the date the employee leaves the UAE and can be removed if the original employer agrees.

After how many months can I change jobs in the private sector in the UAE?

Many unskilled workers may apply for a new work permit to change employers mid‑contract after completing at least 6 months and having a mutual agreement with their current employer. For workers in skill levels 1–3 who have fulfilled contractual commitments, this six‑month requirement may be waived, but eligibility should always be confirmed directly with MOHRE.

What happens if I leave my job in the UAE without notice?

If you terminate your contract without observing the agreed notice period and do not work during that period, you will be banned from obtaining a new work licence for one year from the date of leaving the UAE. MOHRE also indicates that this MOHRE work licence ban can be cancelled if your original employer provides their approval, so resolving the situation with the employer can be decisive.

This article is intended to provide general information based on official UAE sources, and does not constitute personalised legal advice. Before acting, applicants should verify the current rules and fees directly with the relevant authority or an authorised service centre.