The United Arab Emirates has established clear legal protocols for employee termination during probationary periods, mandating specific employer obligations under Federal Decree-Law No. 33 of 2021. Employers operating within the UAE mainland must provide a minimum of 14 days’ written notice before terminating any employee during their probation period, which cannot exceed six months according to statutory limitations.
Beyond the notice requirement, employers bear financial responsibilities that include settling all outstanding dues accrued through the employee’s final working day. This comprehensive settlement encompasses unpaid salary, any accumulated leave entitlements, and compensation for the statutory notice period itself. The legal framework further stipulates that employers may, at their discretion, grant annual leave during probation, though employees retain entitlement to compensation for any unused leave if their employment concludes before completing probation.
A critical component of the termination process involves the issuance of an experience certificate upon employee request. This document must objectively detail employment dates, total service duration, job title, final remuneration, and the reason for contract termination. Crucially, the certificate must not contain any language that could potentially damage the employee’s professional reputation or hinder future employment prospects.
These regulations form part of the UAE’s broader commitment to balancing employer rights with robust worker protections, ensuring that probationary terminations occur through transparent, standardized procedures that safeguard both organizational and individual interests within the country’s dynamic labor market.