UAE Labour Law 2026: Your Complete Employee and Employer Guide

Last Reviewed: 5 June 2026 | Author: Azza Ibrahim Hassan Al Mulla, Licensed UAE Employment Law Attorney (Bar No. 9558)

Under UAE Labour Law 2026 — Federal Decree-Law No. 33/2021 and its amendments — every employee in the UAE private sector has legally enforceable rights to end-of-service gratuity, paid annual leave, MOHRE dispute resolution, and protection against arbitrary dismissal. Filing a UAE labour law 2026 claim with the Ministry of Human Resources and Emiratisation (MOHRE) costs nothing and is resolved in 30–60 days for most disputes. This guide covers every right, every deadline, and every step — for all 7 emirates.

Key Takeaways

• UAE Labour Law 2026 applies to all private sector employees regardless of nationality
• All employment contracts must now be limited-term (unlimited contracts abolished from Feb 2022)
• End-of-service gratuity: 21 days per year (first 5 years), 30 days per year thereafter

How to Calculate Your Gratuity — UAE Labour Law 2026 Formula: Basic salary ÷ 30 × 21 × years served (first 5 years) + basic salary ÷ 30 × 30 × years served (year 6+). Example: AED 10,000/month basic salary, 7 years served = (10,000÷30×21×5) + (10,000÷30×30×2) = AED 35,000 + AED 20,000 = AED 55,000 total gratuity. Maximum gratuity: 24 months’ basic salary.

• MOHRE complaint is free — file online at mohre.gov.ae or via UAE PASS app

MOHRE Complaint vs Labour Court — Which Should You Choose?

• Arbitrary dismissal entitles employee to up to 3 months’ compensation
• Minimum 30 days’ written notice required for termination (or pay in lieu)
• Annual leave: 30 days after one year; 2 days/month during probation
• MOHRE must respond within 14 working days — if unresolved, case goes to Labour Court

TABLE OF CONTENTS

1. What Is the UAE Labour Law 2026?

2. Legal Basis — Federal Decree-Law No. 33/2021

3. Who Does UAE Labour Law Apply To?

4. Types of Employment Contracts

5. Employee Rights: Salary, Leave, Working Hours, and Benefits

6. How to File a MOHRE Labour Complaint: 6-Step Process

7. Required Documents for a Labour Claim

8. Timeline and Fees

9. Labour Courts by Emirate (All 7 Emirates)

10. Wrongful Termination — Compensation and Enforcement

11. Frequently Asked Questions — UAE Labour Law 2026 (20 Q&As)

12. أسئلة شائعة — قانون العمل الإماراتي (8 أسئلة)

13. Get Legal Help — Free Consultation

1. What Is the UAE Labour Law 2026?

Definition: UAE Labour Law 2026 (Federal Decree-Law No. 33/2021)

UAE Labour Law 2026 refers to Federal Decree-Law No. 33/2021 on the Regulation of Labour Relations, which came into force on 2 February 2022 and replaced the previous Federal Law No. 8 of 1980. The law governs all private sector employment relationships in the UAE — covering hiring, contracts, working conditions, termination, and dispute resolution. It is enforced by the Ministry of Human Resources and Emiratisation (MOHRE) and the UAE Labour Courts in each emirate.

The 2026 version incorporates Ministerial Resolutions issued in 2022–2026 covering remote work, flexible working arrangements, part-time contracts, and zero-hour contracts — making it one of the most comprehensive labour frameworks in the Middle East.

UAE labour law 2026 does NOT apply to: UAE government employees (governed by Federal Law No. 11/2008), military and police personnel, domestic workers (governed by Federal Law No. 10/2017), or DIFC employees (governed by DIFC Employment Law 2019).

Bottom line: UAE Labour Law 2026 gives every private sector employee — UAE national or expat — enforceable legal rights. The employer cannot waive or contract out of these rights. Any clause in a contract that gives less than the statutory minimum is void.

2. Legal Basis — Federal Decree-Law No. 33/2021

UAE Labour Law 2026 is built on Federal Decree-Law No. 33/2021 and its implementing Ministerial Resolutions. Key articles that directly affect employees and employers:

• Article 5 — Prohibition of forced labour and discrimination in the workplace
• Article 8 — Mandatory written employment contract in Arabic (or bilingual)
• Article 17 — Probation period: maximum 6 months; termination during probation requires 14 days’ notice
• Article 28 — Annual leave: 30 calendar days per year after 1 year of service; 2 days/month during probation
• Article 30 — Sick leave: 15 days full pay, 30 days half pay, 45 days unpaid per year
• Article 38 — Working hours: 8 hours/day, 48 hours/week; reduced to 6 hours/day during Ramadan
• Article 42 — End-of-service gratuity: 21 days per year (first 5 years), 30 days per year thereafter
• Article 47 — Termination: minimum 30 days’ written notice (or payment in lieu)
• Article 54 — MOHRE complaint procedure: free filing, 14-day resolution target
• Article 61 — Arbitrary dismissal: employee entitled to compensation up to 3 months’ total wage
• Article 65 — Non-compete clause: maximum 2 years, must be geographically and functionally limited

Bottom line: Federal Decree-Law No. 33/2021 sets statutory minimums that no employment contract can undercut. If your contract offers less than the legal minimum, the law overrides the contract — automatically.

3. Who Does UAE Labour Law Apply To?

UAE Labour Law 2026 applies to all employees working in the UAE private sector, regardless of nationality, visa type, or salary level. This includes:

• All expatriate employees on work visas (sponsored or free zone)
• UAE national employees in private companies
• Part-time employees and employees on flexible working arrangements
• Employees on remote working contracts (within the UAE)
• Employees of free zone companies (unless specifically exempted by their free zone authority)
• Employees working for foreign company branch offices in the UAE

UAE Labour Law 2026 does NOT apply to:

• Federal and local government employees
• Military, police, and security forces
• Domestic workers (maids, drivers, nannies) — governed by Federal Law No. 10/2017
• DIFC employees — governed by DIFC Employment Law 2019
• ADGM employees — governed by ADGM Employment Regulations

Bottom line: If you work in the UAE private sector and earn a salary, UAE Labour Law 2026 almost certainly applies to you — regardless of your contract type or whether your employer is local or foreign.

4. Types of Employment Contracts Under UAE Labour Law 2026

One of the most significant changes introduced by Federal Decree-Law No. 33/2021 is the abolition of unlimited-term contracts. As of 1 February 2023, all private sector employment contracts in the UAE must be limited-term (fixed-term). Existing unlimited contracts had to be converted by that deadline.

• Full-time contract — Standard 8-hour/day, 48-hour/week arrangement. Maximum term not specified in law; renewable by mutual agreement.
• Part-time contract — Employee works for more than one employer simultaneously. Governed by Ministerial Resolution No. 47/2022. Both employers share gratuity liability proportionally.
• Temporary contract — For a specific project or task with a defined end date. Automatically expires at project completion. No gratuity if duration is under 1 year.
• Flexible contract — Hours vary week to week based on operational needs. Minimum guaranteed hours must be specified. Overtime applies above contracted hours.
• Remote work contract — Employee works outside the employer’s premises. Must specify work location, hours, and equipment provision. Same legal rights as on-site employees.

Bottom line: All UAE employment contracts must now be in writing, in Arabic (or bilingual), and registered with MOHRE. A verbal agreement or WhatsApp offer is not a legally enforceable contract on its own — but MOHRE will consider all evidence when resolving disputes.

5. Employee Rights: Salary, Leave, Working Hours, and Benefits

UAE Labour Law 2026 guarantees the following minimum rights for every covered employee:

5.1 — Salary and Wages

• Salary must be paid by the last working day of each month (or as per contract if weekly/bi-weekly)
• Payment must be via the Wages Protection System (WPS) — cash is not compliant for companies of 50+ employees
• Delayed salary of more than 15 days entitles the employee to file a MOHRE complaint immediately
• Deductions are limited to 50% of monthly salary; employer cannot deduct for training costs after 2 years of service

5.2 — Annual and Sick Leave

• Annual leave: 2 days/month during first year; 30 days/year from year 2 onwards
• Sick leave per year: 15 days full pay + 30 days half pay + 45 days unpaid (after 3 months of service)
• Maternity leave: 60 days (45 days full pay + 15 days half pay) — extended to fathers for 5 days paternity leave
• Bereavement leave: 5 days for death of spouse; 3 days for parent, child, sibling
• Study leave: 10 days/year for employees enrolled in UAE-accredited educational institutions
• National holidays: 12 official public holidays per year (or equivalent time off in lieu)

5.3 — Working Hours and Overtime

• Standard: 8 hours/day, 48 hours/week
• Ramadan: 6 hours/day for Muslim employees
• Overtime: 25% premium for weekday overtime; 50% premium for Friday/rest day work
• Maximum with overtime: 144 hours in any 3-week period
• Night shift workers (10pm–4am): entitled to additional 25% pay

5.4 — End-of-Service Gratuity

End-of-service gratuity (EOSG) is calculated based on basic salary (excluding allowances). The formula under UAE Labour Law 2026:

• Years 1–5: 21 calendar days of basic salary per year of service
• Year 5 onwards: 30 calendar days of basic salary per year
• Maximum cap: 2 years’ total basic salary
• If employee resigns before 1 year: no gratuity
• If employee resigns after 1–3 years: 1/3 of gratuity entitlement
• If employee resigns after 3–5 years: 2/3 of gratuity entitlement
• If employee completes 5+ years or is dismissed: full gratuity

Bottom line: Your employer cannot legally withhold end-of-service gratuity as a penalty for resignation. Any attempt to do so is a violation of UAE Labour Law 2026 and subject to MOHRE enforcement.

6. How to File a MOHRE Labour Complaint: 6-Step Process

Filing a UAE labour law 2026 complaint with MOHRE is free, fast, and available online. Here is the exact 6-step process used by our firm for every labour dispute:

• Step 1 — Attempt internal resolution (optional but recommended): Before filing with MOHRE, send a written notice to your employer by email citing the specific violation and UAE labour law 2026 article. Keep a copy. This creates a paper trail that strengthens your MOHRE case.

• Step 2 — File the MOHRE complaint online: Go to mohre.gov.ae or open the UAE PASS app. Select ‘Labour Complaints’. Complete the form in Arabic or English. Attach supporting documents. Submit. You receive a case reference number immediately.

• Step 3 — MOHRE mediation stage: MOHRE contacts both parties within 14 working days. A labour inspector mediates the dispute. If the employer agrees to the employee’s claim, it is resolved here — no court required.

• Step 4 — Referral to Labour Court (if unresolved): If mediation fails, MOHRE issues a referral letter to the UAE Labour Court in your emirate. Court filing is free for employees earning less than AED 20,000/month. No lawyer required for claims under AED 100,000 — but strongly recommended for contested dismissal cases.

• Step 5 — Labour Court hearing: The court schedules a hearing within 3–6 weeks. Both parties present evidence. Judges in UAE Labour Courts move quickly — most straightforward cases conclude in 2–4 hearings.

• Step 6 — Judgment and enforcement: If the court rules in your favour, the employer has 30 days to comply. Non-compliance triggers automatic enforcement: bank account freeze, travel ban on company directors, and seizure of company assets.

Bottom line: Most UAE labour law 2026 disputes — unpaid salary, delayed gratuity, wrongful termination — are resolved at the MOHRE mediation stage without ever going to court. Filing is free and takes less than 15 minutes online.

7. Required Documents for a UAE Labour Claim

Gather these documents before filing your UAE Labour Law 2026 complaint:

• Emirates ID (copy, both sides)
• Passport copy (data page)
• Employment contract (signed copy — request from employer or MOHRE if withheld)
• Salary slips / pay stubs (last 3–6 months)
• Bank statements showing salary payments (or non-payment)
• Any written correspondence with employer (emails, WhatsApp, letters) about the dispute
• Termination letter (if dismissed) or resignation letter (if resigned)
• Any MOHRE-registered complaint reference numbers from previous filings
• Work permit / labour card copy
• Company trade licence copy (if available — not mandatory, MOHRE can obtain it)

Note: If your employer refuses to provide your employment contract, MOHRE can retrieve it directly from their database — all UAE employment contracts must be registered with MOHRE.

Bottom line: Even with minimal documents, you can file a MOHRE complaint. The stronger your paper trail, the faster the resolution. WhatsApp messages and emails are admissible evidence in UAE Labour Courts.

8. Timeline and Fees

• MOHRE online complaint filing: Same day — system confirms within minutes
• MOHRE mediation response: 14 working days from filing
• MOHRE referral to court (if unresolved): Issued within 2–5 days of failed mediation
• Labour Court first hearing: 3–6 weeks after MOHRE referral
• Court judgment (straightforward cases): 2–4 months from first hearing
• Court judgment (contested cases): 6–12 months
• Enforcement after judgment: 30 days for voluntary compliance; enforcement initiated immediately after

Fees:

• MOHRE complaint: FREE
• Labour Court filing: FREE for employees earning below AED 20,000/month
• Court filing fee (above AED 20,000/month): 5% of claim value (minimum AED 500, maximum AED 20,000)
• Legal representation: optional; recommended for claims above AED 50,000 or contested dismissals

Bottom line: There is no cost barrier to enforcing your UAE Labour Law 2026 rights. MOHRE and Labour Courts are specifically designed to be accessible to employees without lawyers.

9. Labour Courts by Emirate — All 7 Emirates

File your UAE Labour Law 2026 complaint in the emirate where you work (not where your employer is registered):

• Dubai: MOHRE Dubai Labour Court — Deira Labour Court Complex, Baniyas Road. E-filing: dc.gov.ae. Phone: 800-60.
• Abu Dhabi: MOHRE Abu Dhabi — Abu Dhabi Judicial Department (ADJD). E-filing: adjd.gov.ae. Phone: 800-2354.
• Sharjah: Sharjah Labour Department — Court of First Instance, Sharjah. Phone: 06-5632222.
• Ajman: Ajman Labour Department — Ajman Court Complex. Phone: 06-7422222.
• Ras Al Khaimah: RAK Labour Department — RAK Court of First Instance. Phone: 07-2222227.
• Fujairah: Fujairah Labour Department — Fujairah Court. Phone: 09-2244444.
• Umm Al Quwain: UAQ Labour Department — UAQ Court Complex. Phone: 06-7655555.

Free Zone Employees — Special Note:

• DIFC employees: file with DIFC Courts Small Claims Tribunal (claims under USD 200,000) or DIFC Courts
• ADGM employees: file with ADGM Courts
• Other free zone employees (JAFZA, DAFZA, etc.): file with MOHRE — most free zones fall under MOHRE jurisdiction

Bottom line: When in doubt, file with MOHRE first. MOHRE will redirect you to the correct authority if your employment falls under a special jurisdiction (DIFC, ADGM).

10. Wrongful Termination — Compensation and Enforcement

UAE Labour Law 2026 protects employees against arbitrary or unfair dismissal. An employer who terminates an employee without valid cause — or in violation of procedural requirements — faces both compensation liability and MOHRE penalties.

10.1 — What Qualifies as Wrongful Termination?

• Dismissal without the required 30-day written notice (or pay in lieu)
• Dismissal for filing a MOHRE complaint (retaliatory dismissal — Article 63)
• Dismissal due to pregnancy, maternity leave, or breastfeeding (Article 30)
• Dismissal due to union activity or exercising legal rights
• Dismissal without following the disciplinary procedure (written warning required first)
• Termination before the fixed-term contract expires without valid cause

10.2 — Compensation for Arbitrary Dismissal

Under Article 61, an employee dismissed arbitrarily is entitled to compensation of up to 3 months’ total wage (basic + allowances). The court determines the exact amount based on:

• Length of service
• Nature of the work
• The circumstances of the dismissal
• The damage suffered by the employee

This compensation is in addition to — not instead of — end-of-service gratuity, outstanding salary, and any remaining notice period payment.

Bottom line: If you were dismissed without cause, you are entitled to: (1) full outstanding salary, (2) notice period payment, (3) full end-of-service gratuity, and (4) arbitrary dismissal compensation of up to 3 months’ pay. File with MOHRE immediately — within 1 year of dismissal or the claim expires.

11. Frequently Asked Questions — UAE Labour Law 2026 (20 Q&As)

Q1: Does UAE Labour Law 2026 apply to free zone employees?

UAE Labour Law 2026 applies to most free zone employees — the only exceptions are DIFC (governed by DIFC Employment Law) and ADGM (ADGM Regulations). If your visa is issued by JAFZA, DAFZA, DMCC, or similar free zones, UAE Labour Law 2026 fully covers you.

Q2: My employer hasn’t paid my salary for 2 months. What should I do?

UAE Labour Law 2026 gives you the right to file a MOHRE complaint immediately if your salary is delayed — go to mohre.gov.ae or the UAE PASS app and select ‘Wage Complaint’. Salary delay of more than 15 days is a violation; MOHRE will contact your employer within 14 working days. Non-compliant employers face fines of AED 50,000 per delayed employee.

Q3: Can my employer deduct from my salary as a punishment?

Under UAE Labour Law 2026, salary deductions are strictly limited. An employer can only deduct: (1) court-ordered amounts, (2) social insurance contributions, (3) loan repayments agreed in writing, (4) overpayments, and (5) disciplinary deductions — capped at 5 days’ pay per incident and 10 days’ pay per month total. Punitive deductions beyond these limits are illegal.

Q4: I resigned before completing 1 year. Am I entitled to gratuity?

No. Under UAE Labour Law 2026, you must complete at least 1 full year of service to be entitled to any end-of-service gratuity. If you resign between 1 and 3 years, you receive 1/3 of your entitlement. Between 3 and 5 years: 2/3. After 5 years or if dismissed: full entitlement.

Q5: My employer says my non-compete clause prevents me from working in UAE. Is this enforceable?

Non-compete clauses are enforceable under UAE Labour Law 2026 only if they are: (1) limited in duration (maximum 2 years), (2) geographically reasonable, and (3) restricted to activities that genuinely compete with the employer’s business. A blanket clause preventing you from working anywhere in UAE in any field is unenforceable. Courts regularly narrow overly broad non-compete clauses.

Q6: How long does a MOHRE complaint take to resolve?

UAE Labour Law 2026 requires MOHRE to respond to your complaint within 14 working days of filing. Most salary disputes resolve at mediation within 30–45 days total. If the case goes to Labour Court, expect 3–8 months for a straightforward case. Complex wrongful dismissal cases may take 12–18 months to reach final judgment.

Q7: Can I file a MOHRE complaint while still employed?

Yes. UAE Labour Law 2026 explicitly prohibits retaliatory dismissal (Article 63). If your employer fires you for filing a MOHRE complaint, that termination is automatically wrongful — entitling you to additional compensation. Filing while employed often resolves salary disputes quickly because employers want to avoid formal proceedings.

Q8: What is the WPS (Wages Protection System)?

UAE Labour Law 2026 and the WPS (Wages Protection System) require all private sector employers with 50+ employees to pay salaries through approved financial channels, with proof recorded in the WPS database. Employers who fail to pay through WPS or delay salary beyond 15 days are reported to MOHRE automatically. Check WPS compliance by calling MOHRE: 800-60.

Q9: My employment contract is in English only. Is it valid?

Under UAE Labour Law 2026, an English-only employment contract is legally valid but must be registered with MOHRE. However, the Arabic version prevails in disputes — if only an English contract exists, the MOHRE-registered Arabic version governs. Always request a bilingual copy from your employer.

Q10: How is end-of-service gratuity calculated if I was on part-time contract?

UAE Labour Law 2026 calculates end-of-service gratuity for part-time employees proportionally to agreed working hours relative to full-time. Example: 20 hours/week (50% of full-time) entitles you to 50% of standard gratuity. Each employer who employed you simultaneously shares the gratuity liability proportionally.

Q11: Can my employer reduce my salary without my consent?

UAE Labour Law 2026 prohibits unilateral salary reductions — your employer cannot cut your salary without a signed written amendment. If your employer reduces your salary without consent, you can file a MOHRE complaint and claim the difference as unpaid wages going back up to 2 years.

Q12: I was dismissed during probation. Am I entitled to anything?

UAE Labour Law 2026 requires 14 days’ written notice before terminating an employee during probation. If terminated with less notice (or no notice), you are owed the corresponding pay in lieu. You are not entitled to end-of-service gratuity if the probation period is under 1 year, but you are entitled to all unpaid salary and accrued leave.

Q13: Does my employer have to give me annual leave when I want it?

UAE Labour Law 2026 gives the employer the right to schedule annual leave based on operational requirements — but the employee must take at least 2 weeks consecutively within the leave year. The employer cannot indefinitely postpone leave. Accrued, unused leave must be paid out in cash on termination.

Q14: What is arbitrary dismissal compensation and how is it different from gratuity?

End-of-service gratuity is a statutory payment every employee receives on exit (after 1 year). Arbitrary dismissal compensation (up to 3 months’ total wage) is an additional penalty the court awards when the employer dismissed without valid cause. You can claim both — they are separate entitlements under different articles of UAE Labour Law 2026.

Q15: Can I take my UAE labour dispute to court without going to MOHRE first?

No. MOHRE mediation is mandatory before filing with the Labour Court. The Labour Court will not accept a case without a MOHRE referral letter confirming that mediation was attempted and failed. This is a procedural requirement under UAE Labour Law 2026 — skipping MOHRE will result in your court case being dismissed.

Q16: My employer threatens to cancel my visa if I file a complaint. What can I do?

UAE Labour Law 2026 explicitly prohibits visa cancellation as retaliation for filing a MOHRE complaint — this is illegal under Article 63. If your employer cancels your visa as punishment for exercising legal rights, MOHRE will reinstate your case and the employer faces additional penalties. You can request a temporary grace period from GDRFA (immigration) while your MOHRE case is pending.

Q17: Is overtime mandatory? Can I refuse?

UAE Labour Law 2026 allows employers to require overtime in exceptional circumstances, but total working time (including overtime) cannot exceed 144 hours in any 3-week period. Overtime on weekdays earns a 25% premium; on rest days or public holidays, 50% premium. Forced excessive overtime without pay is a UAE Labour Law 2026 violation — file with MOHRE.

Q18: I signed an agreement to waive my gratuity. Is that enforceable?

UAE Labour Law 2026 makes any pre-signed waiver of end-of-service gratuity void and unenforceable — even if you signed it. The law explicitly states that any agreement reducing an employee’s statutory rights below the legal minimum is invalid. You cannot legally waive your gratuity entitlement in advance.

Q19: How long do I have to file a UAE labour law complaint after being dismissed?

UAE Labour Law 2026 gives you 1 year from the date of the violation to file a labour claim — after that, MOHRE will not accept the complaint. For ongoing violations such as monthly salary non-payment, the 1-year clock resets each month the violation continues.

Q20: Do I need a lawyer to file a MOHRE complaint?

UAE Labour Law 2026 allows employees to file MOHRE complaints directly without a lawyer — the system is designed to be accessible to all. For claims under AED 100,000 or simple salary disputes, a lawyer is optional. For contested wrongful dismissal or non-compete enforcement, experienced UAE Labour Law 2026 representation significantly improves your outcome. Contact us at +971 50 567 9979 for a free initial assessment.

Q21: My employer fired me with no notice and no reason — what are my rights?

UAE Labour Law 2026 entitles you to compensation for wrongful termination if you were dismissed without a valid reason and without proper notice. You are owed: unpaid salary, accrued leave pay, notice period pay (or 30 days’ salary in lieu), end-of-service gratuity, and up to 3 months’ additional compensation for arbitrary dismissal. File a MOHRE complaint within 1 year of dismissal.

Q22: How do I calculate exactly how much gratuity I am owed under UAE Labour Law 2026?

UAE Labour Law 2026 calculates end-of-service gratuity based on your basic salary only (excluding allowances). Formula: 21 working days’ basic salary per year for the first 5 years, then 30 working days’ basic salary per year from year 6 onwards. Maximum gratuity is capped at 2 years’ total basic salary. Example: basic salary AED 10,000/month × 5 years = AED 10,000 ÷ 30 × 21 × 60 months = AED 42,000.

Q23: Can my employer withhold my final salary while I’m filing a MOHRE complaint?

UAE Labour Law 2026 prohibits withholding final salary as leverage during a MOHRE dispute — your final salary is owed regardless of whether a complaint is filed. Salary withholding of more than 15 days is a separate violation that MOHRE treats urgently. File a wage complaint and an unfair dismissal complaint simultaneously if this happens.

Q24: What is the deadline for filing a MOHRE claim after I leave my job in UAE?

UAE Labour Law 2026 sets a strict 1-year statute of limitations — you must file your MOHRE claim within 1 year from the date of termination or the date of the violation. After 1 year, MOHRE will not accept the claim regardless of its merit. Do not wait; file as soon as possible after the issue arises.

Q25: Does UAE Labour Law 2026 protect me if I am on a part-time or flexible contract?

UAE Labour Law 2026 fully protects part-time and flexible contract workers — all statutory rights (gratuity, annual leave, sick leave, MOHRE access, wrongful dismissal protection) apply on a proportional basis. Part-time employees are entitled to the same legal protections as full-time employees, with benefits calculated proportionally to working hours.

12. أسئلة شائعة — قانون العمل الإماراتي 2026 (8 أسئلة)

س1: هل يمكنني رفع شكوى ضد صاحب العمل وأنا لا أزال أعمل لديه؟

نعم. يحمي قانون العمل الإماراتي 2026 صراحةً الموظف من الفصل الانتقامي (المادة 63). إذا قام صاحب العمل بفصلك بسبب تقديم شكوى لوزارة الموارد البشرية، يُعدّ هذا الفصل تعسفياً تلقائياً ويستحق تعويضاً إضافياً.

س2: ما هي مدة الإشعار المطلوبة عند إنهاء العقد؟

وفقاً لقانون العمل الإماراتي 2026، يجب أن تكون فترة الإشعار 30 يوماً على الأقل كتابياً. يحق لصاحب العمل دفع مكافأة بدلاً من فترة الإشعار إذا أراد إنهاء العقد فوراً. الإشعار الشفهي غير كافٍ ولا يُعتدّ به قانونياً.

س3: كيف أحسب مكافأة نهاية الخدمة؟

تُحسب المكافأة على أساس الراتب الأساسي (دون البدلات). للسنوات الخمس الأولى: 21 يوماً عن كل سنة. من السنة السادسة فصاعداً: 30 يوماً عن كل سنة. الحد الأقصى للمكافأة هو راتب سنتين كاملتين. ،: 

س4: هل يحق لصاحب العمل خصم راتبي دون إذني؟

لا. الخصومات محدودة بموجب قانون العمل الإماراتي 2026. لا يجوز لصاحب العمل الخصم إلا في حالات محددة (قرارات قضائية، اشتراكات تأمينية، مبالغ متفق عليها). أي خصم تعسفي يُعدّ مخالفة صريحة وتستطيع الإبلاغ عنها لوزارة الموارد البشرية مجاناً.

س5: ما هي حقوقي إذا فُصلت تعسفياً؟

إذا فُصلت دون سبب مشروع، يحق لك بموجب المادة 61 من قانون العمل الإماراتي 2026: (1) كامل الراتب المتأخر، (2) بدل فترة الإشعار، (3) مكافأة نهاية الخدمة كاملة، (4) تعويض الفصل التعسفي حتى 3 أشهر رواتب إجمالية. تواصل معنا على +971 50 567 9979 للحصول على استشارة مجانية.

س6: هل يمكنني نقل كفالتي أثناء نزاع عمالي؟

نعم. وزارة الموارد البشرية (MOHRE) تتيح نقل الكفالة أثناء النزاع العمالي في حالات محددة. يمكنك التقدم بطلب نقل كفالة استثنائي إذا كان صاحب العمل في مخالفة ثابتة لقانون العمل. اتصل بوزارة الموارد البشرية على 800-60 أو استشر محامياً لتقديم الطلب.

س7: ما هي مدة التقادم لرفع دعوى عمالية؟

مدة التقادم لرفع شكوى عمالية بموجب قانون العمل الإماراتي 2026 هي سنة واحدة من تاريخ المخالفة. إذا انتهت السنة دون تقديم شكوى، لن تقبل وزارة الموارد البشرية القضية. لذلك، لا تتأخر في المطالبة بحقوقك.

س8: كيف أتواصل مع محامي قانون العمل؟

للحصول على استشارة مجانية بشأن قانون العمل الإماراتي 2026، تواصل مع مكتب المحامية عزة إبراهيم حسن آل ملا عبر: هاتف: +971 50 567 9979 | الترخيص القانوني: 9558 | متاح للمراسلة عبر واتساب.

13. Get Legal Help — Free Consultation

Azza Ibrahim Hassan Al Mulla is a licensed UAE family and employment law attorney with extensive experience representing employees and employers in UAE Labour Law 2026 disputes before MOHRE and the Labour Courts in all 7 emirates.

We handle:

• MOHRE complaint preparation and representation
• Wrongful termination and arbitrary dismissal claims
• End-of-service gratuity disputes
• Non-compete clause enforcement and challenges
• Employment contract review and drafting
• Visa and immigration issues arising from labour disputes

Contact us for a free 15-minute consultation:

• WhatsApp / Phone: ++971 50 567 9979
• Website: legaladviceus.com
• UAE Bar License No.: 9558
• Languages: English | Arabic | (translation available for other languages)

UAE Labour Law 2026 gives you rights. Exercising them costs nothing — MOHRE filing is free. But knowing which argument to make, which evidence to gather, and which deadline applies can be the difference between winning and losing your case. Call us before you file — not after.

— Azza Ibrahim Hassan Al Mulla | Licensed UAE Employment Law Attorney | Bar No. 9558