UAE Notice Period Rules: Length, Pay, and Leaving Early

How long is notice?

Either side can end a contract for a legitimate reason with written notice. Under Article 43 of Federal Decree-Law No. 33 of 2021, the period in your contract must be at least 30 days and at most 90 days. It should be the same for both sides, unless a longer period favours the worker.

What happens during notice

• The contract stays in force.
• You get your full wage, based on your last wage received.
• You must work during it if your employer asks.
• You and your employer can agree to waive or shorten it, if all your rights for the agreed notice period are kept.
• If your employer ends the contract, you can take one unpaid working day a week to look for a job. You choose the day and tell your employer at least three days before.

If notice is not served

The side that breaks the notice pays the other a notice allowance: the worker’s wage for the whole notice period, or the part not served. It is due even if no harm was caused (Article 43, clause 3).

It is based on the last wage received. The law defines wage as basic wage plus cash allowances and benefits (Article 1). So unlike gratuity and leave payouts, notice uses your total wage.

Example: total wage AED 12,000, 30 days of notice required and 10 served.

• Daily wage: 12,000 ÷ 30 = AED 400
• Days short: 20
• Allowance: AED 8,000

During probation

Probation can last up to six months (Article 9):

• Your employer can end the contract with 14 days’ written notice.
• If you leave the UAE, you give at least 14 days.
• If you move to another UAE employer during probation, you give at least one month, and the new employer compensates the old one for recruitment costs unless agreed otherwise.
• Breaking these rules means paying the wage for the notice period, or the part not served, as compensation.

Time on probation counts towards your service if you pass it.

Calculate it

Use the notice period calculator with your wage and the days required and served.

Official text: Federal Decree-Law No. 33 of 2021 · Cabinet Resolution No. 1 of 2022

Checked against the official text on 1 October 2026.