Being dismissed from a job can have serious financial and professional consequences, particularly when an employee believes that the termination was connected to a complaint, legal claim, or the exercise of a protected workplace right.

The UAE Labour Law provides a legal framework governing the termination of employment relationships and protects employees in specific circumstances from unlawful termination.

One of the most important provisions is Article 47 of Federal Decree-Law No. 33 of 2021 Regulating Labour Relations, which addresses unlawful termination of a worker’s service. Under this provision, an employer’s termination of an employee may be considered unlawful where the termination occurs because the employee submitted a serious complaint to the Ministry of Human Resources and Emiratisation (MOHRE) or filed a lawsuit against the employer and the complaint or lawsuit is proven to be valid.

However, not every termination of employment constitutes unfair dismissal. The legal reason for termination, the applicable notice period, the employment contract, and the surrounding circumstances must all be examined.

This guide explains unfair dismissal in the UAE in 2026, including employee rights, compensation, notice periods, labour complaints, evidence and the legal procedures available to employees.

What Is Unfair Dismissal in the UAE?

Unfair dismissal generally refers to an employment termination that is unlawful because it violates the legal protections applicable to the employee.

Under Article 47 of the UAE Labour Law, unlawful termination specifically includes a situation where an employer terminates an employee because the employee:

• Filed a serious complaint with MOHRE; or
• Filed a lawsuit against the employer; and
• The complaint or lawsuit is subsequently proven to be valid.

This distinction is important because simply being dismissed does not automatically mean that the employee has been unfairly dismissed under Article 47. The circumstances and actual reason behind the termination must be established.

Is Every Termination Without a Reason Considered Unfair Dismissal?

No.

An employer may terminate an employment relationship in circumstances permitted by UAE law, provided the applicable legal requirements are satisfied.

Similarly, an employee may leave employment under circumstances permitted by law.

Therefore, an employee should not automatically assume that any termination is unlawful simply because the employer did not provide a detailed explanation or because the employee disagrees with the decision.

A proper legal assessment should consider:

• The employment contract.
• The reason stated for termination.
• The date of termination.
• The applicable notice period.
• Previous warnings or disciplinary procedures.
• Performance-related documentation.
• Previous complaints.
• Communications between the parties.
• The timing of the complaint and termination.
• The employer’s evidence supporting the termination.

What Does Article 47 of the UAE Labour Law Say?

Article 47 deals with unlawful termination of a worker’s service.

Where an employee’s service is terminated because the employee submitted a serious complaint to MOHRE or filed a lawsuit against the employer and that complaint or lawsuit is proven to be valid, the termination may be considered unlawful.

If the court determines that the termination falls within Article 47, the employee may be entitled to compensation.

The compensation is determined by the competent court after considering factors including:

• The nature of the work.
• The amount of damage suffered by the employee.
• The length of the employee’s service.

The compensation may not exceed three months’ wages, calculated according to the employee’s last wage.

Importantly, this compensation does not eliminate the employee’s other statutory entitlements, including notice pay and end-of-service gratuity where applicable.

How Much Compensation Can an Employee Receive for Unfair Dismissal?

There is no single fixed compensation amount that applies to every unfair dismissal case.

Under Article 47, the competent court determines the appropriate compensation based on the circumstances of the case.

The law requires the court to consider factors such as:

1. The nature of the employee’s work.
2. The extent of the damage caused by the termination.
3. The employee’s period of service.

The maximum compensation under Article 47 is three months’ wages based on the employee’s last wage.

This compensation should not be confused with other amounts that may be owed to the employee.

Can an Employee Claim Notice Pay in Addition to Compensation?

Yes, where the employee is legally entitled to notice pay.

The UAE Labour Law separately regulates notice periods.

Under Article 43, either party may terminate an employment contract for a legitimate reason, subject to written notice and the contractual notice period. The notice period must generally be between 30 and 90 days.

If the party terminating the contract fails to observe the required notice period, compensation may be payable for the entire notice period or the remaining portion of it.

Notice pay is therefore legally distinct from compensation for unlawful termination under Article 47.

What Other Employment Rights May the Employee Have?

Depending on the circumstances, an employee whose employment has ended may have additional financial claims.

These may include:

• Unpaid salary.
• Notice pay.
• End-of-service gratuity.
• Payment for accrued annual leave where applicable.
• Other contractual entitlements.
• Other amounts established as legally due.

The existence and amount of these claims depend on the employee’s individual circumstances and the applicable law.

For this reason, an employee should calculate the complete employment claim rather than focusing only on unfair dismissal compensation.

What Should an Employee Do After Receiving a Termination Letter?

The first step should be to preserve evidence.

An employee should obtain and keep a copy of the termination notice and review the reason stated by the employer.

It is also advisable to preserve:

• The employment contract.
• Salary records.
• Emails.
• Official correspondence.
• Workplace messages.
• Performance reviews.
• Warning letters.
• Previous complaints.
• MOHRE complaint records.
• Any settlement or release document presented for signature.

Employees should also be cautious before signing documents described as a final settlement, resignation, waiver or full and final release.

If the legal effect of a document is unclear, obtaining legal advice before signing may prevent unnecessary complications later.

What If the Employee Was Fired Shortly After Filing a Complaint?

Timing can become an important factual issue.

For example, an employee may:

1. Raise a genuine employment dispute.
2. Submit a complaint to MOHRE.
3. Continue communicating with the employer.
4. Receive a termination decision shortly afterward.

This sequence does not automatically prove unlawful termination.

However, the timing and surrounding evidence may become relevant when determining whether the termination was connected to the employee’s complaint.

The employee should therefore preserve the complete timeline and all communications.

Can an Employer Dismiss an Employee Who Has Filed a Complaint?

The existence of a complaint does not necessarily mean that an employer is prohibited from terminating an employee under every circumstance.

The key issue under Article 47 is whether the termination occurred because of the employee’s serious complaint or lawsuit and whether the complaint or lawsuit was proven valid.

Therefore, both the employer’s stated reason and the evidence surrounding the termination may be examined.

What Evidence Can Support an Unfair Dismissal Claim?

Evidence can be critical in employment disputes.

Depending on the circumstances, useful evidence may include:

Employment Contract

The contract establishes important information about the employment relationship, salary and contractual obligations.

Termination Letter

A written termination notice can establish the date and stated reason for termination.

MOHRE Complaint

A copy of the complaint, its reference number and filing date can help establish when the employee exercised a legal right.

Emails

Emails may show communications between the employee and employer before and after the complaint.

Workplace Messages

Relevant WhatsApp or other workplace communications may help establish the chronology of events, provided they are lawfully obtained and relevant.

Salary Records

Payslips and bank records may help establish the employee’s wage and outstanding financial entitlements.

Performance Documents

Performance reviews, warnings and disciplinary records can help establish whether the employer had a documented reason for termination.

How Do I File a Labour Complaint in the UAE?

Employees with employment disputes may seek assistance through the Ministry of Human Resources and Emiratisation (MOHRE).

The UAE’s official government guidance explains that MOHRE provides mechanisms for handling labour disputes and seeking an amicable settlement. Where the dispute cannot be resolved, it may proceed to the competent court in accordance with the applicable procedures.

When submitting a complaint, the employee should clearly explain:

• The employment relationship.
• The nature of the dispute.
• The date of termination.
• The employer’s stated reason.
• Any previous complaint.
• The employee’s financial claims.
• Why the employee believes the termination was unlawful.

Supporting documents should be provided wherever available.

What Happens After a Labour Complaint Is Filed?

The relevant authority may review the dispute and attempt to reach an amicable settlement between the employee and employer.

If the dispute cannot be resolved through the applicable process, the matter may proceed to the competent court.

At the judicial stage, the court may examine the evidence and determine:

• Whether the termination complied with the law.
• Whether the employee’s complaint or lawsuit was valid.
• Whether the termination was connected to the complaint.
• What financial entitlements remain unpaid.
• Whether compensation is due.

Can an Employee Take the Employer to Court?

Yes, subject to the applicable dispute-resolution procedures.

Employment disputes may ultimately be determined by the competent court where an amicable settlement is not reached.

In an alleged unlawful termination case, the court may examine the entire factual history rather than relying solely on the employer’s termination letter.

This can include the employee’s complaint, correspondence, disciplinary records and the chronology of events.

Does the Employee Have to Prove the Reason for the Dismissal?

The circumstances and evidence of each case are different.

Where an employee alleges that the termination occurred because of a serious complaint or valid lawsuit, evidence supporting the alleged connection can be highly important.

Examples may include:

• The timing of the complaint.
• Communications referring to the complaint.
• Statements made by management.
• Changes in treatment after the complaint.
• The termination notice.
• Previous disciplinary records.
• The employer’s explanation for termination.

A court will assess the evidence and circumstances of the individual case.

What Is the Difference Between Unfair Dismissal and Notice Pay?

These are two different legal concepts.

Unlawful Termination

Article 47 addresses termination connected to a serious complaint to MOHRE or a lawsuit against the employer that is proven valid.

Notice Pay

Notice pay arises where the applicable notice requirements are not properly observed.

The notice period is generally between 30 and 90 days under Article 43, subject to the applicable contractual terms and statutory requirements.

An employee may therefore have a claim for notice pay even where the facts do not establish unlawful termination under Article 47.

Is End-of-Service Gratuity Still Payable After Dismissal?

Where an employee satisfies the legal requirements for end-of-service gratuity, termination does not automatically remove that entitlement.

Article 47 expressly states that compensation for unlawful termination does not affect the worker’s entitlement to notice pay and end-of-service gratuity in accordance with the law.

The precise calculation depends on the employee’s circumstances and the applicable statutory provisions.

Can an Employee Be Dismissed for Poor Performance?

Employment termination may be permitted in circumstances recognised by UAE law, but the employer must comply with the applicable legal requirements.

Where an employer relies on poor performance as the reason for termination, relevant documents may include:

• Performance evaluations.
• Written warnings.
• Improvement plans.
• Internal policies.
• Correspondence concerning performance.
• Disciplinary records.

The legal validity of the termination depends on the specific circumstances and the applicable provisions.

What If the Employer Claims Misconduct?

Employers may have legal grounds to terminate employment in certain serious circumstances, subject to the conditions and procedures established by UAE law.

An employee facing a misconduct-based termination should therefore obtain and review the relevant documentation.

The key questions may include:

• What conduct is alleged?
• When did the alleged conduct occur?
• Was the employee informed?
• What evidence exists?
• What procedure was followed?
• What does the employment contract provide?
• Was the termination carried out in accordance with the law?

How Long Should an Employee Keep Employment Documents?

Employees should ideally retain employment-related documents throughout the employment relationship and for as long as they may be relevant to a potential dispute.

Important records include:

• Employment contracts.
• Salary statements.
• Bank records.
• Leave records.
• Performance evaluations.
• Warning letters.
• Termination notices.
• Emails.
• MOHRE complaint records.
• Settlement documents.

Keeping a complete record can make it significantly easier to explain the dispute and establish a timeline.

What Should You Do Before Signing a Final Settlement?

Employees should carefully review any document that states that all employment rights have been settled.

Particular attention should be paid to documents containing language such as:

• Full and final settlement.
• Release.
• Waiver.
• Resignation.
• No further claims.
• Acknowledgment of payment.

If the employee does not understand the legal consequences of signing such a document, professional legal advice should be obtained before signing.

Can an Employee Claim Unpaid Salary After Termination?

Potentially, yes.

If salary or other contractual or statutory employment entitlements remain unpaid, the employee may have grounds to pursue those amounts through the appropriate labour dispute process.

The employee should preserve salary records and other evidence showing the amounts owed.

Does the UAE Labour Law Apply to All Workers?

The applicable employment regime depends on the nature of the employment and the relevant sector.

The UAE Labour Law applies to private-sector employment relationships within its scope, while certain categories of workers and employment relationships may be subject to separate legislation or regulatory frameworks.

For employees working in free zones or special jurisdictions, the applicable rules and dispute-resolution procedures should be checked before taking legal action.

Can a Lawyer Help With an Unfair Dismissal Case?

Yes.

A lawyer specialising in UAE employment law can review the facts and help determine whether the circumstances may support a claim.

Legal assistance may include:

• Reviewing the employment contract.
• Reviewing the termination decision.
• Assessing whether Article 47 may apply.
• Reviewing the employee’s complaint history.
• Assessing evidence.
• Calculating employment entitlements.
• Preparing a labour complaint.
• Negotiating with the employer.
• Advising on settlement documents.
• Representing the employee in court proceedings where appropriate.

Why Is Legal Advice Important Before Filing a Claim?

Employment disputes often involve several separate financial and legal issues.

An employee may have questions about:

• Unlawful termination.
• Notice pay.
• End-of-service gratuity.
• Unpaid salary.
• Annual leave.
• Contractual benefits.
• Evidence.
• Settlement agreements.

A legal review can help distinguish between these claims and identify which rights may be available under the applicable law.

Frequently Asked Questions

What is unfair dismissal in the UAE?

Under Article 47 of the UAE Labour Law, termination may be considered unlawful where an employer terminates an employee because the employee submitted a serious complaint to MOHRE or filed a lawsuit against the employer and the complaint or lawsuit is proven valid.

How much is unfair dismissal compensation in the UAE?

The court determines the compensation based on the circumstances of the case, including the nature of the work, the damage suffered and the employee’s length of service. The compensation may not exceed three months’ wages based on the employee’s last wage.

Is unfair dismissal compensation separate from notice pay?

Yes. Compensation under Article 47 is separate from notice pay and other employment entitlements where those amounts are legally due.

How long is the notice period in the UAE?

The notice period under Article 43 is generally between 30 and 90 days, subject to the employment contract and applicable legal requirements.

Can an employer dismiss an employee after a labour complaint?

A complaint does not automatically prevent termination. However, if the employee’s service was terminated because of a serious complaint or valid lawsuit, Article 47 may become relevant.

Where can I file a labour complaint in the UAE?

Employees in the private sector can use the applicable MOHRE labour-dispute procedures. If the dispute cannot be resolved through the relevant process, it may proceed to the competent court.

Can I claim unpaid salary after being dismissed?

Yes, where salary or other employment entitlements remain legally due, the employee may pursue those amounts through the appropriate labour-dispute procedure.

Do I still receive end-of-service gratuity after termination?

Where the statutory requirements for gratuity are satisfied, termination does not automatically remove the employee’s entitlement. Article 47 expressly preserves applicable end-of-service and notice entitlements.

Should I sign a settlement agreement after dismissal?

Do not sign a document you do not fully understand, particularly where it contains a waiver or full-and-final-settlement clause. Consider obtaining legal advice before signing if there is an ongoing dispute.

Conclusion

Unfair dismissal in the UAE in 2026 must be assessed according to the specific circumstances of the employment relationship.

Article 47 of the UAE Labour Law provides important protection where an employer terminates a worker because the worker submitted a serious complaint to MOHRE or filed a lawsuit against the employer and the complaint or lawsuit is proven valid. Where unlawful termination is established, the competent court may award compensation of up to three months’ wages, while other statutory entitlements such as notice pay and end-of-service gratuity may remain payable where applicable.

However, not every termination is automatically considered unfair dismissal. The reason for termination, notice requirements, contractual terms, evidence and the surrounding circumstances must all be carefully examined.

If you believe you have been unlawfully dismissed, preserving your employment documents and communications is an important first step. A qualified UAE employment lawyer can then assess your situation, identify potential claims and advise you on the appropriate legal procedure.

Legal Consultant Mohammed Jassem can assist employees and employers with UAE employment-law matters, including termination disputes, labour complaints, employment contracts, unpaid entitlements and claims relating to unlawful termination.