Notice period in the UAE: How Much Notice Is Required for Resignation?

Legal Framework: Who The UAE Notice‑Period Rules Apply To

The current Labour Law and its amendments apply to workers in the UAE private sector, including many free‑zone companies that have adopted the federal regime. For these workers, the UAE labour law notice period rules are mandatory minimum standards, and contracts cannot reduce protections below the levels set by law. At the same time, certain free zones and special authorities operate their own labour systems, so employees there must check local regulations and any implementing rules.

Key exclusions from the law include employees of federal and local government entities, the armed forces, police and security services, and domestic workers, who are covered by separate legislation. The rules explained here therefore describe the UAE notice period for employees working in private‑sector establishments registered with MOHRE or free zones that follow the federal Labour Law. Under this framework, all contracts must be fixed‑term, so resignation and non‑renewal are handled through the same general contractual-notice mechanism.

Standard Notice Period For Resignation Outside Probation

For workers who have completed probation and are employed under a valid fixed-term contract, the applicable resignation notice period is the one agreed in the employment contract, provided it is at least 30 days and no more than 90 days, in accordance with Article 43 of the UAE Labour Law. This statutory range sets both the minimum and maximum notice period that may be agreed between the parties, and contractual terms must remain within these limits.

The notice period must be the same for both the employer and the employee. According to UAE labour law, contractual notice provisions cannot impose a longer notice obligation on the employee than on the employer, nor can they reduce the employee’s statutory protections.

During this period, the contract remains fully in force: you must continue to work, and your employer must pay full wages and maintain all contractual benefits until the final working day. An employer cannot validly treat your resignation as immediate and stop paying salary unless they either (a) pay compensation for the unserved part of the notice, or (b) you both agree in writing to waive all or part of the notice and related compensation. These principles are sometimes described in practice with reference to the UAE Labour Law's Article 43 notice period, although employees typically see them simplified in MOHRE’s contract templates.

Compensation For Not Respecting Notice (Pay In Lieu Of Notice)

If either party fails to observe the agreed notice, the other party is entitled to compensation in lieu of notice (بدل الإنذار). According to u.ae, this compensation is equal to the worker’s wage for the whole notice period or the remaining unserved part, and is payable in addition to any other entitlements such as accrued salary, unused leave and end‑of‑service benefits. This concept is often referred to in practice as pay in lieu of notice, which UAE employers or employees may owe if they cut the notice short.

Beyond this fixed indemnity, the injured party can claim additional compensation for proven actual damages through the competent labour court or labour dispute channels. To succeed, they must show that the other party’s failure to respect notice caused concrete financial loss over and above the statutory بدل الإنذار, such as documented recruitment expenses or measurable business disruption.

Notice Periods During Probation In The UAE

The UAE Labour Law sets specific rules for termination during the probation period, which differ from the standard post-probation notice framework. If the employer terminates employment during probation, they must give at least 14 days’ written notice. By contrast, the law does not prescribe a single uniform notice rule for an employee who resigns during probation; the applicable notice depends on the employee’s next step and the statutory framework.

The law differentiates between an employee who resigns during probation to leave the UAE and one who resigns in order to join another employer within the UAE, with different notice and procedural requirements applying to each scenario.

In addition, an employee may not be placed on probation more than once by the same employer for the same role. Where probation is successfully completed and employment continues, the probation period counts toward total service, after which the general contractual notice rules apply.

Employer Ending Employment During Probation

Where the employer decides to end employment during probation, the law requires at least 14 days’ written notice. This termination during probation, the UAE notice rule applies even though the worker has not yet reached full contractual protection, and it gives a short period to prepare for the end of employment. The notice must be in writing and clearly state the intended last working day, after which the contract ends, and the employer processes the final settlement under the applicable rules.

After Probation: Return To The 30–90 Day Notice Rules

Once probation is completed and the employee continues working, their probation period becomes part of their continuous service. From this point onwards, resignations and employer‑initiated terminations must comply with the contractual notice period of 30 to 90 days.

In other words, does the notice period apply after probation in UAE private‑sector jobs? Yes: the agreed notice in the MOHRE‑registered contract becomes fully applicable. The employer cannot reappoint the same worker to a new probation for the same role, and any future resignation must again comply with the existing contractual notice period.

When Is Notice Not Required Under UAE Labour Law?

The general rule is to respect the agreed notice period, but the Labour Law allows immediate termination without notice in specific, narrowly defined situations. For workers, resignation without notice may be valid where the employer commits a serious breach, such as physical assault or grave insult by the employer or their representative, severe safety risks at the workplace that remain unremedied, or substantial non‑payment of wages or other serious contractual or legal violations. These categories are exhaustively listed in the law, and workers should obtain case‑specific guidance before relying on them.

The law permits employers to terminate an employee's contract without notice in cases of gross misconduct, including falsifying documents or identity, causing major financial loss, disclosing confidential information, or abusing a position for unlawful personal gain. In such cases, the employee is not entitled to compensation in lieu of notice, but accrued rights up to their last working day (e.g. salary already earned) may still be payable. As these situations are often disputed and fact-sensitive, employees and employers should contact MOHRE or obtain professional legal advice before attempting to terminate without notice.

Practical Steps If You Plan To Resign In The UAE

When planning to resign, the safest approach is to align your actions with MOHRE notice period rules and your written contract. A structured process helps avoid misunderstandings and protects your entitlements under the law and any internal company policy. This approach also reduces the risk of disputes that might later escalate to MOHRE or the courts.

A practical checklist for how many days' notice to resign in UAE private sector roles is as follows:

1. Review your MOHRE‑registered offer letter and employment contract to confirm the agreed notice (30–90 days) and any internal HR policy.
2. Check whether you are still within probation; if so, apply the specific 14‑day or one‑month rules outlined above, depending on whether you are changing employer inside the UAE or leaving the country.
3. Prepare a clear written resignation letter or email stating that you are giving notice under the contract, and specify your last working day by counting calendar days of notice unless the contract defines this differently.

FAQ

How much notice is required for resignation in the UAE?

For employees who have completed probation and are on a valid fixed‑term contract, the standard answer to how much notice is required for resignation in UAE private‑sector jobs is: whatever is written in the contract, between 30 and 90 days. This period must be served in full unless both parties agree in writing to shorten or waive it, or there is a lawful ground for immediate termination without notice.

What is the minimum notice period for resignation in the UAE?

Under the Labour Law framework, the minimum notice period for resignation in UAE private‑sector employment is 30 days, and contracts cannot lawfully provide for a shorter period. They may, however, provide for longer notice within the legal cap of 90 days, especially for senior or specialised roles, provided this longer period applies at least in favour of the worker.

Can I resign without notice under the UAE labour law?

You may resign without notice only where specific serious breaches by the employer occur, such as physical assault, serious safety risks or substantial non‑payment of wages. Because these situations depend heavily on facts and evidence, workers should consult MOHRE or a legal professional before relying on a “termination without notice” ground.

What is the notice period during probation in the UAE?

The notice period during probation in the UAE depends on who ends the contract and what the worker intends to do next. If the employer terminates, at least 14 days’ written notice is required; if the worker resigns to join another UAE employer, they must give at least one month’s notice; and if they resign to leave the UAE, they must give at least 14 days’ written notice.

Do I have to work my notice period in the UAE?

Yes, the contract remains in force during the notice period, and you are expected to perform your duties while receiving full salary and benefits. You and your employer can agree in writing to shorten or waive the notice, but if you leave early without agreement, you may owe compensation in lieu of the unserved part of the notice.

What happens if I do not serve my notice period in the UAE?

If you do not serve your notice period in the UAE, your employer is generally entitled to claim compensation equal to your wage for the full notice period or the unserved portion. They may also claim additional damages before the competent court if they can prove extra financial loss caused by your premature departure, for example, specific recruitment or training expenses linked to your role.

Is a 30-day notice mandatory in the UAE?

The Labour Law sets 30 days as the minimum contractual notice (except in defined probation scenarios), but employers and employees may agree to a longer period up to 90 days, which then becomes binding on both parties.

Does notice period apply after probation in UAE?

Once probation is successfully completed, the employee’s service continues under the same contract, and the contractual 30–90-day notice applies to any subsequent resignation or termination. The employer cannot place the worker on a second probation for the same job to avoid these notice obligations.

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.