Legal sources

A work-abandonment report becomes available after more than 7 consecutive days of unexplained absence; the law sets no outer filing deadline. Exposure modelled: AED 5,000 per worker fine for a malicious/false report. The absent worker faces a 1-year work-permit ban. Checked against the official source on 2026-08-24.

maxFixedTermYears is set high because the 3-year ceiling was removed; the basic-share floor of 50% is statutory in DIFC/ADGM and market practice on mainland. Checked against the official source on 2026-08-24.

Unlawful-dismissal compensation is court-assessed up to three months' wage, in addition to notice and gratuity. Checked against the official source on 2026-08-24.

Checked against the official source on 2026-08-24.

DIFC compensation regime differs (e.g. Art. 63 penalties); modelled as uncapped pending verification.

ADGM compensation regime not yet verified; modelled as uncapped.

21/30 days of last basic wage; ≥1 year service; total ≤ two years' wage; prorated part-years; resignation does not reduce it. Checked against the official source on 2026-08-24.

Ordinary free zones are subject to the federal Labour Law; DIFC and ADGM have their own regimes. Checked against the official source on 2026-08-24.

Qualifying Scheme (e.g. DEWS): 5.83% of monthly basic wage first 5 years, 8.33% after; basic wage must be ≥50% of the monthly wage. Pre-2020 service accrues as legacy gratuity. Checked against the official source on 2026-08-24.

Gratuity 21/30 days' basic wage per year, daily rate = basic wage / 365 (divisor 30.4167/month), payable regardless of the reason for termination; no statutory total cap; an approved scheme may be offered in lieu. Checked against the official source on 2026-08-24.

Verified: resignation and summary dismissal do not forfeit gratuity under the current law. The release-cap factor for mutual separation is a modelling value (a signed release narrows, but does not statutorily bar, claims). Whether simple non-renewal at expiry requires notice is an interpretive gap — modelled as 0 days. Checked against the official source on 2026-08-24.

Dubai and Abu Dhabi mandate cover under their own schemes (typically costlier); this row models the federal basic package. Checked against the official source on 2026-08-24.

Unused statutory leave is cashed out on the BASIC salary. Checked against the official source on 2026-08-24.

Employer must give 14 days' written notice to terminate during probation (worker: 1 month if joining another UAE employer, 14 days if leaving the UAE). Checked against the official source on 2026-08-24.

Statutory minimum 30 days (contract may set up to 90); payment in lieu equals the wage for the notice period. The engine uses the 30-day minimum unless the contract audit shows a longer contractual notice. Checked against the official source on 2026-08-24.

Ordinary free zones follow the federal 30–90-day notice rule. Checked against the official source on 2026-08-24.

Placeholder: DIFC notice is service-banded (DIFC Law No. 2 of 2019, Art. 62); 30 days modelled pending verification of the bands.

Placeholder: ADGM notice is service-banded (Employment Regulations 2024); 30 days modelled pending verification of the bands.

Art. 53: pay every entitlement within 14 days of the end date. Visa/permit items modelled on the 30-day standard grace period (per-category table unverified); WPS exposure modelled at the AED 20,000 fines-table maximum. Checked against the official source on 2026-08-24.

The law has no specific traffic-fine deduction rule — recovery is modelled through the damage route (≤5 days' wage/month ≈ 16.7%) with the worker's written acknowledgement, or a court judgment. Checked against the official source on 2026-08-24.

AED 50/day overstay fine per the ICP service card. No statutory total cap was identified; the per-person ceiling here is a modelling bound only. Checked against the official source on 2026-08-24.

One probation period per employer, not exceeding six months. Checked against the official source on 2026-08-24.

2026 contribution per unhired Emirati: AED 10,000/month = AED 120,000/year, by the official formula (the final figure is arithmetic; no official page states it verbatim). Companies with 20–49 employees have a separate per-citizen contribution (AED 96,000 for 2024, AED 108,000 for 2025). Checked against the official source on 2026-08-24.

Nafis support is paid to the employee, not the employer, so the employer-side support and clawback are modelled as 0; no employer clawback is published. Emirati private-sector minimum wage AED 6,000/month from 1 Jan 2026. Checked against the official source on 2026-08-24.

Current requirement modelled at 9% (H1 2026), stepping toward 10% at end-2026; trajectory beyond 2026 not yet announced. Companies with 20–49 employees in 14 sectors instead hire 1 citizen (2024) + 1 more (2025). Checked against the official source on 2026-08-24.

Modelled at the commonly applied 30-day standard grace period under Cabinet Resolution No. 65 of 2022, Art. 64 (grace periods per resident category, ≤6 months aggregate); the per-category table (30/60/90/180 days) could not be read on an official page, so this stays unverified.

Placeholder fee amounts. The framework is Cabinet Resolution No. 21 of 2020 (channel fees AED 19–430 verified; late work-permit renewal AED 200/month max 2,000), but the per-category/skill-level permit fee tables sit in an annex behind a portal login and are unverified. Late-fine rates here are modelling values.

Placeholder: free-zone authorities publish their own fee schedules; enter your zone's figures.

In force 1 June 2026: wages are due on the 1st of the following month; ≥85% of total wages must be transferred on time. Escalation from the due date: day 2 notifications, day 5 new-permit suspension, day 11 fines and reclassification, day 16 auto-registered dispute, day 21 enforcement / travel ban / prosecution on repeat. Checked against the official source on 2026-08-24.

Modelling judgment: ~44 days from notice to close-out (30-day notice + paperwork). Not a legal rule.

Modelling judgment, not law. The dismissal base reflects the Art. 47 three-month cap. Never present as a legal rule.

Modelling judgment; the 50% pay-cut bound mirrors the Art. 25 deduction ceiling.

Modelling judgment, not law.

Modelling defaults, not legal values.

Modelling judgment, not law.

Computational bound, not a legal value.