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Droit du travail des EAU 2026 : Droits des employés, licenciement et indemnités de fin de service

Cet article fournit une analyse juridique sur ce sujet et son impact pour les r’esidents et entreprises aux EAU. Pour l’analyse d’etaill’ee, veuillez consulter la version anglaise.

Under the New Labour Law, all employment contracts in the UAE must now be fixed-term (maximum five years, renewable). Existing unlimited-term contracts were required to be converted by February 2023. End-of-service gratuity (EOSB) is calculated at 21 days’ basic salary per year for the first five years, and 30 days per year thereafter — and gratuity is now payable even if the employee resigns. Employees receive 30 days’ paid annual leave after one year, and 90 days’ maternity leave. Arbitrary dismissal entitles the employee to up to three months’ additional compensation on top of gratuity and notice pay.

Termination and wage disputes are handled by MOHRE through its online complaint portal. If mediation fails, cases are referred to the Labour Court. The limitation period is one year from the date the right arose. Free zone employees (DIFC, ADGM, JAFZA) fall under their respective free zone employment laws. Our employment team handles both mainland and free zone disputes and has recovered unpaid gratuity and unlawful termination compensation across hundreds of cases.

Key Legal Points to Know

• All UAE contracts must now be fixed-term only — unlimited contracts were required to be converted by February 2023
• Gratuity (21 days/year for first 5 years, then 30 days/year) is now payable even when an employee resigns
• Arbitrary dismissal entitles employees to up to 3 months' extra compensation on top of gratuity and notice pay
• Labour claims must be filed within one year — act immediately via the MOHRE online portal

Source: UAE Legal News — View original article | This article is for general information only and does not constitute legal advice.