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Yes. Under the current UAE Labour Law (Federal Decree-Law No. 33 of 2021), a worker who resigns is still entitled to end-of-service gratuity, provided they have completed at least one continuous year of service. This is a key change from the older 1980 law, which reduced gratuity for workers who resigned before completing longer service periods. Today, gratuity is calculated the same way regardless of whether you resign or are terminated: generally 21 days' basic wage for each of the first five years and 30 days' basic wage for each subsequent year, based on your basic wage and capped at no more than two years' total wage. To protect the entitlement, serve the notice period stated in your contract; leaving without valid grounds or without notice can create offsetting liabilities. Unpaid-leave periods do not count toward service. Calculate from your basic wage, not your full package. If your employer withholds or miscalculates gratuity after you resign, you can file with MOHRE and compare verified UAE legal professionals on LEXAI to check your figure.

During the notice period in the UAE, the employment relationship continues in full. Under Federal Decree-Law No. 33 of 2021, the worker is expected to keep performing their duties and the employer must keep paying the normal wage for the entire notice period — whether it was the worker who resigned or the employer who terminated. The notice period counts as ongoing service, so entitlements such as end-of-service gratuity continue to accrue until the last working day. If either side prefers not to work out the notice, they can agree on payment in lieu of notice instead, where the wage for the notice period is paid and the worker is released. An employer cannot simply stop paying you or cut your benefits because you are 'on notice'. The law also recognises that a worker serving notice may need time to look for new work, subject to the contract terms. Keep your payslips through the notice period as a record. If your pay or benefits are reduced during notice, you can raise it with MOHRE and compare verified UAE legal professionals on LEXAI for advice.

UAE Labour Law (Federal Decree-Law No. 33 of 2021) gives workers a defined sick-leave entitlement and restricts dismissal connected to it. Generally, an employer should not terminate a worker because the worker is using their lawful sick leave, and the law provides a sick-leave allowance structure with paid and reduced-pay phases up to a maximum number of days per year, after which different rules apply. If a worker exhausts their sick-leave entitlement and is still unable to return, the contract may be ended in line with the law, with the worker keeping the end-of-service and other dues they qualify for. A dismissal timed to penalise a worker for taking legitimate sick leave can be challenged as unlawful. To protect yourself, ensure your sick leave is supported by proper medical certificates and notify the employer as required. Keep records of your leave and medical documentation. If you are dismissed during genuine sick leave, you can raise the matter with MOHRE and compare verified UAE legal professionals on LEXAI to assess whether the termination was lawful in your circumstances.

When your private-sector employment ends in the UAE, your employer cancels your work permit and the linked residence visa as part of the exit process. After cancellation, the immigration authorities (the ICP federally, or the relevant emirate's residency directorate such as GDRFA in Dubai) typically allow a grace period during which you can remain in the country to either find a new sponsor and transfer your status or arrange to leave. The exact length of the grace period and any conditions are set by the immigration authorities and can change, so confirm the current period with ICP or your emirate's residency directorate rather than relying on older figures. Your labour entitlements — final settlement, gratuity and any notice pay — are separate from the visa process and remain due regardless of the grace period. Make sure your employer completes the cancellation correctly, as an uncancelled permit can complicate a new job. If your employer delays cancellation or your settlement, you can raise the labour side with MOHRE and compare verified UAE legal professionals on LEXAI for advice on your specific exit.

UAE Labour Law (Federal Decree-Law No. 33 of 2021) protects working women around pregnancy and maternity and prohibits dismissal connected to pregnancy or to taking maternity leave. A female worker is entitled to maternity leave with a defined paid and reduced-pay structure, and an employer is not permitted to terminate her, or serve notice of termination, because she is pregnant or has taken her maternity entitlement. The law also addresses related protections, such as time for nursing after returning to work. If a termination is genuinely unrelated to pregnancy and based on a valid, lawful reason, the ordinary termination rules can still apply, but the employer carries the burden of showing the real reason. A dismissal timed around pregnancy or maternity leave can be challenged as unlawful and may attract compensation in addition to your other dues. Keep your medical records, leave approvals and any termination letter. If you believe you were dismissed because of pregnancy or maternity leave, you can file a complaint with MOHRE and compare verified UAE legal professionals on LEXAI to assess your case.

In the UAE, resignation is generally the worker's right and does not depend on the employer 'accepting' it. Under Federal Decree-Law No. 33 of 2021, once you give written notice of resignation in line with your contract — the agreed notice within the 30–90 day range — you serve out that notice and the contract ends, whether or not the employer formally signs off. An employer cannot trap you in the job indefinitely by simply refusing to acknowledge the letter. What matters is that you give proper written notice and keep proof of when you submitted it (for example a dated email or acknowledgement). You should continue working and being paid through the notice period, and at the end you are entitled to your final settlement, including gratuity if you qualify. If your employer refuses to process your resignation, withholds your settlement, or fails to cancel your work permit afterwards, you can file a complaint with MOHRE, which handles such disputes. You can also compare verified UAE legal professionals on LEXAI for help if your resignation is being obstructed.

Unpaid wages are a clear breach of the UAE Labour Law, and there is an established route to address it. Start by raising the issue with your employer in writing — a dated email or letter — and keep a copy. Gather evidence: your employment contract, payslips, and bank or WPS records showing what you were owed and what was actually paid. If the salary still isn't paid, file a labour complaint with MOHRE; this can usually be started by phone, app, or online, and MOHRE will attempt to settle the dispute amicably between you and your employer. If no settlement is reached, MOHRE refers the case to the competent labour court, which can order payment. Because companies that fail to pay through the Wage Protection System can face penalties and permit restrictions, the WPS record strengthens your claim. Acting promptly matters, as claims can be time-sensitive. For tailored guidance on building and filing your case, you can compare verified UAE employment lawyers on LEXAI who handle unpaid-wage disputes.

Generally, no — your salary is a core term of your employment contract, and your employer cannot reduce it unilaterally without your agreement. Changing the agreed wage normally requires your consent and an amended contract registered with MOHRE; the new terms should not fall below what the law and your contract guarantee. An employer who simply pays you less than the registered contract amount is effectively underpaying, which is a labour-law breach traceable through the Wage Protection System. There are limited situations where pay or working arrangements may change by mutual agreement, but a forced, undocumented cut is not one of them. If your pay is reduced without your consent, do not assume silence equals acceptance — raise your objection in writing, keep your contract and payslips showing the original figure, and compare what is actually being deposited through WPS. You can then file a complaint with MOHRE if it is not resolved. To assess whether a pay cut is lawful in your case, you can compare verified UAE employment lawyers on LEXAI.

UAE labour law allows deductions from wages only in specific, defined circumstances rather than at the employer's discretion. Permitted categories typically include recovering a loan or advance the employer gave you (within limits and on agreed terms), recovering amounts paid to you by mistake, deductions required by law or a court or for contributions the law mandates, and recovering the cost of damage you are responsible for where the proper process is followed. Any deduction you have validly agreed to in writing may also apply, provided it does not breach the law. Crucially, the law caps the total proportion of your wage that can be deducted in a given period so you keep a basic livelihood — confirm the current limit with MOHRE. Deductions outside these grounds — arbitrary penalties, unexplained shortfalls, or charging you for the employer's own costs — are not lawful. Keep your contract and payslips so you can match every deduction to a valid reason. If a deduction does not fit, you can compare verified UAE employment lawyers on LEXAI before filing a MOHRE complaint.

Commissions and bonuses can be recoverable, but it depends on how they are defined. Under UAE labour rules, the concept of 'wage' can include not just basic pay but other agreed, regular components. If your commission or bonus is a contractual entitlement — set out in your contract, offer letter, or a documented policy with clear conditions you have met — then withholding it can be treated like withholding wages and pursued through the same routes. Discretionary, one-off payments with no fixed formula are harder to claim, because the employer may argue they were never guaranteed. The key is evidence: your contract, any commission or bonus scheme document, targets, sales records, and prior payslips showing how such amounts were paid before. If you have met the stated conditions and payment is refused, raise it in writing, then escalate to MOHRE if unresolved; MOHRE attempts conciliation before any referral to the labour court. Because these claims turn on contract wording, you can compare verified UAE employment lawyers on LEXAI to assess whether your commission or bonus is legally owed.