Resignation in the UAE 2026; Notice, Settlement, and End of Service
التصنيفات:
Brief Response: In the private sector subject to the Federal Labor Law, the notice period after the probationary period must be specified in the contract and is usually between 30 to 90 days. The employer must pay the salary and legal claims within a maximum of 14 days after the contract ends. The rules for the probationary period, DIFC, ADGM, and domestic workers differ; therefore, clarify your legal reference and contract text before submitting your resignation.
Resignation is not just sending an email. The last working day, notice period, unused leave, end-of-service gratuity, cancellation of work and residency permits, and transfer to the next employer are interconnected. A hasty decision may create a gap between jobs or complicate the settlement calculation.
This article is a general guide for private sector employees under the supervision of the Ministry of Human Resources and Emiratisation and does not replace legal advice regarding specific cases. DIFC and ADGM contracts, government employees, and domestic workers have separate regulations.
Find these five items before resigning
Signed copy of the registered contract and any addendum regarding salary or position.
Start date, duration of the probationary period, and notice period.
Breakdown of base salary and benefits in the contract and pay slips.
Approved leave balance and any commission or bonuses payable.
Latest WPS deposits, bank statements, and important work correspondence.
Do not calculate the settlement based on verbal promises. The base salary is not the same as the total monthly earnings for some legal calculations.
Notice Period Law at a Glance
Status | Current General Rule | Practical Note |
|---|---|---|
After the Probationary Period | Contractual notice of at least 30 and a maximum of 90 days | Submit resignation in writing with a recorded delivery date. |
Dismissal during the Probationary Period by the Employer | At least 14 days written notice | Keep the date of receipt of notice and the last day. |
Resignation during the Probationary Period for Leaving the UAE | At least 14 days written notice | Coordinate the exit plan and cancellation of status. |
Change of Employer during the Probationary Period within the UAE | At least one month written notice | The law regarding compensation for the recruitment costs of the previous employer by the new employer has specific rules. |
During the notice period, the contract continues, and both the employee and employer must fulfill their obligations. If either party fails to comply with the stipulated notice, they may be liable for the entire or remaining part of the notice period. Any agreement to shorten the notice should preferably be clear, written, and signed.
How to Write a Proper Resignation?
The text does not need to be long or emotional. The following points are sufficient:
Date of submission.
Clear statement of resignation from the position and company.
Reference to the contractual notice period.
Calculated last working day.
Request for acknowledgment of receipt, handover plan, and settlement details.
English Sample:
Subject: Formal Resignation — [Your Name]
Dear [Manager/HR], Please accept this email as formal notice of my resignation from the position of [Job Title]. In accordance with my employment contract, I will serve a notice period of [X days], making my proposed last working day [date]. Please confirm receipt and advise the handover, final settlement and work-permit cancellation process. Kind regards, [Name]
If you have any disputes or legal claims, it is better to document them with precise language and evidence in a separate correspondence. Do not turn the resignation text into a list of unproven allegations.
Can the Employer "Refuse" the Resignation?
Resignation is a unilateral declaration of the end of the contract in accordance with the law and the contract; however, disputes may arise regarding the last working day, notice, handover obligations, or claims. Therefore, ensure the resignation is documented: through corporate email, HR system, or a letter with a registered receipt.
Sudden absence instead of formal resignation carries more risk. If the work environment is unsafe or a serious violation has occurred, consult with MOHRE or a qualified legal advisor regarding the appropriate legal provision before leaving without notice.
What to Check in Final Settlement?
Settlement Item | Control Question |
|---|---|
Salary Until Last Day | Have all approved working days and overtime been calculated? |
Notice Period Compensation | Is the notice period fully served or is there a written agreement to reduce it? |
Remaining Leave Balance | Is the number of days and calculation basis clear? |
End of Service Gratuity | Is the qualifying service, basic salary, and unpaid leave periods correct? |
Commissions and Bonuses | Is the payment confirmed and due according to the contract or bonus plan? |
Deductions | Is the reason, amount, and contractual or legal basis for each deduction specified? |
Return Ticket | Is the responsibility for the return ticket according to the law, contract, or status of joining the new employer on the employer? |
The federal law stipulates that the employer must pay the employee's wages and other legal claims within a maximum of 14 days from the end of the contract. Do not confuse this deadline with the "Complaint Processing Period" which is also stated as 14 working days in the MOHRE service; these are two separate matters.
Calculation of End of Service Gratuity
For full-time foreign workers in the regular system and after completing at least one year of continuous service, the general basis is as follows:
For each year of the first five years: equivalent to 21 days of basic salary.
For each year after five years: equivalent to 30 days of basic salary.
Partial years are also calculated proportionately, provided that at least one year is completed.
Unpaid absence days are excluded from the calculable service period.
The total gratuity should not exceed two years' salary.
This calculation is based on the basic salary, not necessarily the total package including housing, transportation, and other benefits. Also, some employers have joined an alternative end-of-service savings plan; if your name is in that plan, check the different mechanism.
Simple Example
Assume the monthly basic salary is 10,000 dirhams and the calculable service history is three full years.
Base daily salary for this example: 10,000 ÷ 30 = 333.33 dirhams
Bonus: 21 days × 3 years × 333.33 = approximately 21,000 dirhams
If the service record is seven years, the first five years are calculated with 21 days and the next two years with 30 days. This example does not consider taxes, legal deductions, unpaid leave, or alternative plans and only shows the basic method.
What happens to unused leave?
At the end of service, the employee is entitled to cash compensation for the remaining legal annual leave. The law considers the base salary as the basis for the compensation of unused leave at the end of the employment relationship. Match the number of days recorded in the HR system with approved requests, pay slips, and contracts.
If the company states that all leave has expired or the calculation is zero, internal policy alone is not always the final answer; check the situation against the law, contract, and actual documents.
Termination during the probation period
The probation period in the private sector is a maximum of six months and cannot be repeated for the same employer. The most important difference is the type of notice:
The employer must give at least 14 days written notice for termination during the probation period.
The employee must give at least 14 days notice to leave the country.
The employee must give at least one month written notice to go to another employer within the UAE. According to the law, the new employer may be required to compensate for recruitment costs or the previous employer's contract, unless otherwise agreed.
If a person returns under specific conditions and within the specified time with a new work permit after leaving the UAE, cost compensation rules or permit restrictions may apply. Review this section with MOHRE and the new employer before making a final decision.
Unlawful or retaliatory dismissal
Ending a contract solely because the employee has made a serious complaint to MOHRE or filed a valid lawsuit against the employer can be deemed unlawful, provided that the connection and validity of the claim are proven in the competent authority. The court may award compensation in addition to the right to notice and end of service, with a cap of up to three months' salary as per the law.
Any unpleasant or unexplained dismissal is not automatically considered "arbitrary dismissal". Timing documents, complaint text, evaluations, prior notices, and the reason stated by the employer are significant.
Work and residence permit after the last day
Ending employment, canceling the work permit, and canceling or changing residence are three related but distinct events. Do not sign the cancellation form or settlement receipt without reading it. If you have not received any amount, signing the phrase "all claims received" can complicate future disputes.
The grace period for staying after the cancellation of residence depends on the type of residence and the individual's status and can vary from one to six months in some groups. Check the exact date from the cancellation receipt, ICP, or GDRFA; do not rely on the number issued for someone else.
What to do if settlement is not paid?
Prepare a table of claims, dates, and the basis for each amount.
Send a written and polite request for the final bill and payment date.
Organize the contract, pay slips, bank statements, resignation or dismissal, leave balance, and correspondence.
Use the official service "Register Labour Complaints — Private Sector Employees" at MOHRE, the app, or the contact center 80060.
Keep the case number and all contacts and adhere to the announced deadlines.
The MOHRE service provides complaint registration free of charge with a completion time of 14 working days. The ministry first attempts to resolve the dispute and may decide based on the amount and nature of the case or refer the case to the competent judicial authority.
Documents you should keep
Registered contract and job offer.
Pay slips, WPS, and bank statements.
Resignation, termination notice, and acknowledgment of receipt.
Attendance, leave, and overtime records.
Commission or bonus plan and performance approvals.
Return of equipment, cancellation of insurance, and settlement documents.
Copies of relevant work correspondence; without removing client confidential data or trade secrets.
Frequently Asked Questions
Can I resign without serving the notice period?
It may be possible to shorten the period with the written agreement of the employer. Otherwise, leaving early may result in penalties or other consequences. Review the contract terms and the reason for leaving.
How many days does the employer have to settle payments?
In the private sector under federal law, a maximum of 14 days from the end of the contract is stipulated for the payment of wages and legal claims.
Is the end-of-service calculated based on the total salary?
In the regular system, the legal formula for end-of-service gratuity is based on the basic salary. Benefits and allowances are not automatically included in the calculation.
Will I receive end-of-service if I have worked less than a year?
According to the general rule, the end-of-service gratuity for full-time foreign workers requires completion of at least one year. Salaries, unused leave, and other independent claims must still be reviewed separately.
Where can I file a work complaint?
For most mainland private sector employees, MOHRE is the primary reference. Employees of DIFC, ADGM, government, and domestic workers should check their specific pathways.
Official Resources
Call to Action: Before signing any document, contract, unused leave balance, and settlement bill, review line by line. For more information, visit Guide to Working in the UAE and if the dispute is not resolved, take action through the official MOHRE service.