Employment Lawyers in Dubai for Expats From the USA, UK and Europe

Under the UAE Labour Law as amended in 2024, a labour claim cannot be heard once two years have passed from the end of the employment relationship. Leaving the UAE does not pause that time limit. Evidence is also easier to gather early, so contact us as soon as an issue arises and we will confirm the deadline that applies to your claim.

Yes. A full-time expat employee with at least one year of continuous service is entitled to end-of-service gratuity whether they resign or are terminated, and the current law does not reduce it for resignation. Gratuity is calculated on basic salary at 21 days per year for the first five years and 30 days per year after that, and the claim must be made within two years of leaving.

A termination is unlawful where it is a response to a serious complaint you made to MOHRE or a valid claim you brought against the employer. A dismissal without a legitimate reason or proper written notice can also be challenged. Compensation for unlawful termination can reach three months of your last wage, paid on top of notice pay and gratuity.

Your contract sets the notice period, which must be between 30 and 90 days. During probation, you must give at least one month's written notice to move to another UAE employer, or at least 14 days to leave the country. In limited cases, such as the employer failing to meet its obligations or assault at work, you can leave without notice and keep your end-of-service rights.

No. The UAE Labour Law prohibits employers from withholding a worker's official documents, and that includes your passport. Your employer cannot hold the original against your will, including during a dispute or after you resign. We can raise this with the employer and through a MOHRE complaint as part of your case.

Within 14 days of the contract ending. That covers outstanding wages, end-of-service gratuity and other entitlements, such as pay for unused annual leave. Where the payment is late or short, we file a MOHRE complaint for the full amount, and for claims of AED 50,000 or less MOHRE can decide the case itself.

MOHRE first tries to settle the dispute between the parties. For claims of AED 50,000 or less, or where a party fails to honour an amicable settlement, MOHRE issues a final decision, which either side can appeal within 15 working days. Larger claims that cannot be settled move to formal proceedings before the relevant authorities, and we represent clients through that stage as well.

Only within limits. A non-compete clause is valid where your job gave you access to clients or confidential business information, and it must be restricted in time, place and type of work. It cannot run for more than two years after the contract ends, and it falls away where the employer ended the contract in breach of the law. We review the clause before you accept a new role.

No. DIFC applies DIFC Employment Law No. 2 of 2019 and ADGM applies its own Employment Regulations, each with separate rules on end-of-service benefits, notice and where claims are filed. MOHRE does not handle these disputes, so the first step in any free zone case is confirming which law governs your contract.

Yes, we act for both sides depending on the case. For employees, that means unpaid salary, gratuity, wrongful termination and non-compete disputes. For employers, it means employment contracts, lawful terminations, exit settlements and responding to labour complaints filed with MOHRE.

Yes. Reviewing an employment contract, resignation letter or exit settlement before you sign shows you the notice period, non-compete terms, gratuity basis and any waiver of rights, so you know exactly what you are agreeing to. A settlement signed without checking can close off claims you were entitled to make.

Yes. Clients in the USA, UK and Europe do not need to travel to Dubai. We review your documents, file and follow the case with the relevant authorities, and keep you updated by email and phone at every stage until it is settled or decided.