Termination support (UAE)
Legal support for UAE employee terminations — compliant notices, gratuity calculations, settlement agreements, and post-termination compliance across mainland, DIFC, and ADGM jurisdictions.
What our clients face
Downsizing or restructuring
When your company is reducing headcount or reorganizing, each separation must comply with UAE Labour Law (Federal Decree-Law No. 33 of 2021). Structured legal support ensures every termination meets statutory requirements and minimizes exposure.
Performance-based dismissals
Documentation gaps can turn a justified termination into a wrongful dismissal claim. Legal oversight ensures proper grounds, adequate warnings, and defensible records are in place before you act.
Probation period endings
Employers must give 14 days' written notice during probation, and no gratuity accrues. Compliance with these specific rules avoids unnecessary disputes at the earliest stage of employment.
Executive departures
When the departing individual holds access to proprietary technology, source code, or client data, the termination process requires careful handling of information security, handover protocols, and restrictive covenants.
Multi-jurisdictional terminations
Terminations involving mainland, DIFC, or ADGM employees each follow different employment regulations. Any termination that involves potential disputes, material gratuity sums, or cross-jurisdictional considerations benefits from legal oversight before the exit conversation happens.
Our approach
Termination risk assessment
We review the employment contract, applicable jurisdiction (mainland, DIFC, ADGM, DMCC, DAFZA, or other free zone), grounds for termination, and any prior warnings or performance records to identify exposure.
Drafting termination notices
We prepare legally compliant notices that satisfy the required notice periods — a minimum of 30 days on the mainland (up to 90 days by contract under Art. 43), with separate notice rules applying in the DIFC and ADGM under their own employment regulations — and articulate permissible grounds to reduce challenge risk.
End-of-service gratuity calculations
Under mainland law, we compute gratuity at 21 days' basic salary per year for the first five years and 30 days per year thereafter (Art. 51, Decree-Law 33/2021). For DIFC employees, we apply the DIFC Employment Law Schedule 1 formula (21 days' basic wage per year of service). For ADGM employees, we calculate entitlements based on the employer's qualifying scheme or the default end-of-service benefit under ADGM Employment Regulations.
Settlement and release agreements
We draft mutual separation agreements where appropriate, including full and final settlement terms, confidentiality clauses, and non-disparagement provisions.
Post-termination restrictive covenants
We assess enforceability of existing non-compete and non-solicitation clauses under UAE law, and where needed, negotiate revised terms that will hold up if tested.
Visa cancellation coordination
We advise on the 30-day grace period, coordinate timing with PRO teams, and address dependencies such as dependent visa cancellations and bank account closures.
Stages of work
Initial review
We examine the employment contract, any free zone–specific employment regulations, the employee's tenure, and the circumstances driving the termination. You receive a written risk summary within 2–3 business days.
Strategy and documentation
Based on the risk profile, we recommend the termination approach — with cause, without cause, or mutual — and prepare all required documents: termination letter, gratuity calculation sheet, and settlement agreement if applicable.
Internal alignment
We walk your HR and management team through the process, script the termination meeting if needed, and confirm that all contractual and statutory notice requirements are met.
Execution support
We remain available during and immediately after the termination meeting to address real-time questions, handle counter-claims or negotiation requests from the employee, and finalize signed documentation.
Post-termination compliance
We confirm gratuity payment timelines (14 days from the date of termination of the employment contract under mainland law), track visa cancellation deadlines, and monitor for any MOHRE complaints or labour court filings within the one-year limitation period under Art. 54.
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