Our Employment practice provides comprehensive solutions that cater to the unique needs of businesses and individuals alike. Our services include a wide range of employment-related matters, from drafting and negotiating contracts to managing disputes and ensuring compliance with local labour laws
We understand that effective human resource (HR) management is crucial for attracting, retaining, and rewarding a capable workforce while maintaining regulatory compliance.
Our team works closely with clients to develop tailored strategies that address their specific challenges, whether they involve employment disputes or regulatory compliance. We are dedicated to achieving amicable solutions and providing robust representation in litigation when necessary.
The law that governs your job in Dubai depends on where your employer is licensed.
Frequently asked
We advise both employers and employees on employment contracts, end-of-service benefits, disputes, dismissal, disciplinary action, workplace policies, secondments, and non-compete enforcement across the UAE mainland, DIFC, and ADGM.
It depends on where your employer is licensed. Mainland Dubai and most Dubai free zones apply the federal Labour Law (Federal Decree-Law No. 33 of 2021). The DIFC has its own Employment Law and its own courts.
Yes. DIFC and ADGM each have their own employment laws with distinct rules on end-of-service, dispute forums, and enforcement. We regularly advise clients based in and hiring into both free zones.
On the mainland, file with MOHRE online or at a Tasheel or Tawafuq centre. MOHRE tries to settle the dispute, decides claims of AED 50,000 or less, and refers larger ones to the Dubai Courts. Complaints must be filed within two years of the job ending.
Under the federal Labour Law, an employee with at least one year of continuous service receives 21 days' basic salary for each of the first five years and 30 days for each year after that, capped at two years' total pay. DIFC employees receive DEWS contributions instead.
On the mainland the contract sets the notice period, which must be between 30 and 90 days. Either side that does not give notice owes pay in lieu for the period.
It can be. Under the federal Labour Law a non-compete may last up to two years after the job ends and must be limited in place, time and type of work to what is needed to protect the employer's legitimate interests.
We advise on the legal dimensions of employment visas, work permits, sponsorship transfers, and cancellations, coordinating with visa specialists where administrative processing is needed.
Employment Lawyer & Labor Law by sector
