Most people working in the UAE know they are entitled to a notice period when they lose their job. What fewer people know is that there is a specific list of situations where your employer can end your contract on the spot, with no notice and no notice-period pay. That list comes from Article 44 of Federal Decree-Law No. 33 of 2021 — the UAE’s current labour law. It contains exactly 10 grounds. Not 11. Not 12. Ten. If your employer fires you without notice and the reason does not appear on this list, they are almost certainly in breach of the law.
Quick Answer: The 10 Grounds for Immediate Dismissal Under UAE Labour Law
| # | Ground for Dismissal | Key Detail |
|---|---|---|
| 1 | False identity or forged documents | Using someone else’s name, qualifications, certificates, or ID — includes fake educational credentials submitted at hiring |
| 2 | Causing serious financial damage to the employer | The loss must be significant. The employee must have been at fault or have acted intentionally. The employer must report the incident to MOHRE within 7 working days of finding out |
| 3 | Violating health and safety regulations | Repeatedly breaching the company’s established safety rules — especially where that breach puts lives or serious property at risk. A single minor oversight is unlikely to qualify |
| 4 | Disclosing trade secrets or confidential information | Sharing commercial secrets, client data, internal processes, or pricing information with a competitor or outside party — causing direct or indirect financial harm to the employer |
| 5 | Being intoxicated or under the influence of drugs at work | Arriving at or being in the workplace under the influence of alcohol, narcotics, or any illegal substance during working hours |
| 6 | Assaulting the employer, manager, or a colleague | Physical attack or a serious verbal assault during work hours or on work premises — this extends to clients and other individuals in the workplace |
| 7 | Failing to perform basic job duties after warnings | Consistently failing to carry out the core responsibilities of the role even after formal written warnings have been issued |
| 8 | Absence without a valid reason | Absent for more than 20 non-consecutive days in a single year, or more than 7 consecutive days at any point — without a valid excuse accepted by the employer |
| 9 | Abusing your position for personal gain | Using your role, access, or authority at work to gain personal financial benefits or advantages — bribery, kickbacks, or self-dealing using company resources or connections |
| 10 | Joining another employer without following legal procedures | Starting work for a different company while still under your current contract and without completing the proper notice or visa transfer procedures |
This list is exhaustive. That is a legal term meaning it is the complete and final list — there are no additional grounds hidden elsewhere in the law. If an employer fires someone without notice and the reason does not fit one of these ten, the dismissal is likely unlawful. If you receive a call from someone claiming to offer legal help or labour advice after a dismissal, do not share personal or financial details with unknown callers. Use the Who Called Me From This Number UAE tool to verify any unknown number before engaging.
The Rules the Employer Must Follow Before Firing You
Getting the ground right is only the first step. Even if your employer has a valid reason from the list above, Article 44 requires them to follow a proper procedure. If they skip this, the dismissal can still be challenged.
| Requirement | What the Law Says | Why It Matters |
|---|---|---|
| Written investigation | Before dismissal, the employer must conduct a formal written investigation with the employee | Without this step, the dismissal procedure is defective even if the reason is valid |
| Written dismissal letter | The decision to dismiss must be in writing and must state the specific reason clearly | A verbal dismissal with no letter to follow is insufficient under the law |
| Grounds must match Article 44 | The reason stated in the letter must correspond to one of the 10 grounds listed in Article 44 | Vague reasons like “poor performance” or “company restructure” do not qualify for Article 44 |
| Report serious cases to MOHRE | For grounds involving serious loss or damage (Ground 2), the employer must notify MOHRE within 7 working days of discovering the incident | Missing this reporting window can invalidate the employer’s position |
Courts and MOHRE interpret Article 44 grounds strictly. An employer who fails any of these steps — even when the underlying reason is valid — can find the dismissal reclassified as arbitrary and be required to pay compensation to the employee. Managing your finances while dealing with a job loss can be stressful. A quick FAB Balance Check Online lets you see exactly where your account stands from your phone, so you can plan your next steps without unnecessary delay.
Are You Still Owed Your End-of-Service Gratuity?
Yes. This is one of the most important changes introduced by the 2021 Labour Law compared to the previous law. Under the old Federal Law No. 8 of 1980, an employee dismissed under the equivalent grounds could lose their end-of-service gratuity entirely. The new law changed this. Under Federal Decree-Law No. 33 of 2021, an employee dismissed under Article 44 — even a completely valid dismissal — still retains their right to receive end-of-service gratuity. The employer cannot withhold it. What an employer can pursue separately through the courts is a claim for financial damages caused by the employee’s misconduct. But that is a separate legal action and does not affect the gratuity payment. Your gratuity is owed. If your employer is withholding it, that is a separate violation you can file a complaint about with MOHRE.
What Happens If the Dismissal Was Unfair?
If your employer fires you without notice and the reason does not match any of the 10 grounds in Article 44, you have a right to challenge it. Under Article 47 of the same law, unlawful dismissal without notice — where the employer cannot justify the grounds under Article 44 — is treated as arbitrary dismissal. The compensation for arbitrary dismissal is capped at three months of the employee’s full wage. That means three months of basic salary plus all fixed contractual allowances. The three-month cap applies regardless of how long you worked there. A one-year employee and a ten-year employee face the same maximum compensation ceiling under this provision. The arbitrariness of the dismissal can also affect how MOHRE handles the case if you file a complaint. MOHRE will look at whether the investigation was conducted properly, whether the letter was issued, and whether the stated ground genuinely matches what happened.
Dismissal Without Notice vs Standard Termination: Key Differences
| Factor | Article 44 — Without Notice | Article 43 — Standard Termination |
|---|---|---|
| Notice period required | No — immediate effect | Yes — 30 to 90 days depending on contract |
| Valid grounds required | Must match one of the 10 Article 44 grounds | Must have a legitimate reason — less strictly defined |
| Written investigation required | Yes — mandatory before dismissal | No — but termination letter still required |
| End-of-service gratuity | Still owed in full | Still owed in full |
| Notice-period pay | Not owed — dismissed immediately | Owed in full, or worked during notice period |
| Compensation if wrongful | Up to 3 months’ wage — arbitrary dismissal | Up to 3 months’ wage — arbitrary dismissal |
| MOHRE reporting requirement | Within 7 working days for certain grounds | Not applicable |
The UAE Labour Law applies to private sector employees on the mainland and in most free zones. It does not cover employees working within the Dubai International Financial Centre or the Abu Dhabi Global Market, both of which operate under their own separate employment regulations. If you work in either of those free zones, check the applicable law for your entity. For those on the mainland and in the majority of UAE free zones, Article 44 is the law that governs this situation entirely. If you are dealing with an employment dispute and want to stay connected to your legal advisor, your bank, and MOHRE at all times, keeping your phone active matters. Check NBAD Balance Inquiry to review your account details quickly if you bank with National Bank of Abu Dhabi so you are financially prepared during a period of uncertainty.
Knowing Article 44 before you ever need it is the most useful thing any UAE private sector employee can do. If you are facing a dismissal situation or you are not sure whether what happened to you was lawful, file a complaint with MOHRE through their app, website, or by calling 800 60. For more UAE labour law guides and helpful information about working in the UAE, visit Ever List.
