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Both tracks are open. Article 14 of Federal Decree-Law 33 of 2021 explicitly prohibits discrimination on the basis of pregnancy and Article 30 protects against termination during maternity leave. Reposting the same role 9 days later is strong evidence the 'performance' framing was pretextual. File at MOHRE for unfair dismissal (compensation up to 3 months' wages) AND with the Ministry of Human Resources discrimination unit. Preserve the timeline: PIP date, reviews before pregnancy, the reposted job ad screenshot.

Visa cancellation does not extinguish your right to file. MOHRE accepts complaints from terminated employees during the grace period (30 days standard, 60 days for some categories) and your file is processed regardless of residency status as long as the employment relationship was registered. File immediately at MOHRE — they will issue a referral to the labour court if conciliation fails. Keep every document: commission statements, signed targets, emails confirming the figures.

Two quick checks: (1) was your basic actually AED 11,500 on the latest contract amendment or is HR back-calculating from an older split? Many employers retain an inflated allowance to suppress gratuity. (2) Any accrued leave balance must be paid at gratuity-pay rate. If HR delays beyond 14 calendar days from last working day, you have a clean MOHRE labour-complaint case and a small-claims path through the labour court.

Under Article 29 of Federal Decree-Law 33 of 2021, accrued unused leave must be paid in cash at the end of service if not taken. The employer cannot force you to consume the leave during notice — that is at the employer's option, not yours. Your settlement should include the leave balance calculated on basic salary plus housing allowance per the Cabinet Resolution. Demand it in writing as part of the EOSB statement.