Framework First
We confirm whether the onshore, DIFC or ADGM regime applies before anything else, because everything follows from it.
The first question in any UAE employment matter is which framework applies. Onshore employment runs under the federal labour law and MOHRE. DIFC and ADGM operate their own employment regimes with different rules, different entitlements and different forums.
Dubai Legal Expert advises employers and employees across the UAE on contracts, terminations, disputes and entitlements, starting from the framework that actually governs the relationship rather than a general assumption.
Onshore employment is governed by the federal labour law, under which contracts are fixed term with a maximum length and renewal, probation is capped, and end of service gratuity accrues on a defined basis. Disputes begin with a MOHRE complaint before reaching the labour court.
DIFC and ADGM apply their own employment laws, with different notice, gratuity and penalty provisions, and disputes go to their own courts rather than through MOHRE. Applying the wrong framework wastes months, and it happens frequently.
Contact UsEmployment contracts, supplementary agreements, handbooks and policies for the applicable framework.
Grounds, process, notice, entitlements and the exposure attaching to each route.
Representation in complaints and claims for unpaid entitlements, gratuity and compensation.
Accurate calculation of end of service, leave, notice and other entitlements.
Advice and representation under the financial centre employment regimes and their courts.
We confirm whether the onshore, DIFC or ADGM regime applies before anything else, because everything follows from it.
Gratuity, notice, leave and compensation calculated properly, since disputed figures are often simply wrong.
We act for employers and employees, which means we know exactly how each argument is made and answered.
Employment claims are subject to limitation periods, and we check them at the first meeting.
Termination and disciplinary process handled correctly, since procedural failure creates liability on its own.
MOHRE, the labour courts, DIFC Courts and ADGM handled with attention to the practice of each.
We regularly meet employees who filed a MOHRE complaint about a DIFC employment relationship, and employers who applied onshore notice and gratuity rules to free zone staff. In both cases months were lost and the position weakened.
The check takes minutes. The contract, the employing entity, the licence and the work location together establish the applicable framework, and everything from notice period to gratuity calculation to the correct forum flows from that answer.
Establish the framework, calculate accurately, then resolve in the correct forum.
We identify the employing entity, licence and applicable regime, which determines rights, obligations and forum.
Contract, supplementary agreements, policies, payslips and correspondence are reviewed in full.
Gratuity, notice, leave, allowances and any compensation are calculated on the correct basis.
A written view on the strength of the claim or defence and the realistic outcome.
A MOHRE complaint, DIFC claim or court proceedings are commenced in the correct forum.
The matter concludes through settlement, decision or judgment, with enforcement where payment is not made.
My contract was with a DIFC entity and I had been complaining to the wrong body for two months. That was corrected in one meeting.
Their gratuity calculation differed from ours by a significant margin. Theirs was correct and it changed the settlement.
That depends on the employing entity and its licence. Onshore employment follows the federal labour law, while DIFC and ADGM operate their own employment regimes and courts.
Onshore gratuity accrues on basic salary, at a lower daily rate for the first five years of service and a higher rate thereafter, subject to an overall cap. The exact figures should be confirmed for your case.
Onshore complaints begin with MOHRE before proceeding to the labour court. DIFC and ADGM matters go to their own courts.
Yes. Employment claims are subject to a limitation period running from when the entitlement arose, so advice should be taken promptly.
Only on the specific grounds the law provides. Terminating without notice outside those grounds creates liability.
Employees benefit from fee exemptions for labour claims up to a specified value, and we confirm the position for your claim.
Bring us the contract and we will confirm which framework applies before anything else. The first consultation is free.
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Dubai Legal Experts provides trusted legal advocacy across the UAE with experienced lawyers and clear legal guidance.