Article 45 UAE Labor Law: Updated Guide 2025

Article 45 UAE Labor Law outlines the situations under which a staff member may end the employment agreement without delivering the normal notice period. In case of any violations, harassment, or unlawful practices, workers may quit immediately without any notification. The legislation requires employees to report such infractions to MOHRE within certain deadlines. Employers may end the job contract in certain conditions from workers at the workplace.

In simple terms, Article 45 gives legal relief for individuals who are experiencing serious workplace challenges, guaranteeing that they are not imprisoned in abusive or illegal working arrangements.

Understanding Article 45 UAE Labor Law 2025

The UAE Labour Law Article 45 allows workers to end their contract of service without notice in certain crucial situations. These situations often entail employer wrongdoing or contract violations.

Major factors include an employer’s inability to meet contractual or legal responsibilities, as well as an employee being assaulted or subjected to severe abuse at work. The legislation seeks to safeguard from unfair or dangerous working conditions for manpower supply in Abu-Dhabi or any other Emirates.

Workers must report such infractions to MOHRE within a specific time range. This article offers critical legal protection, allowing employees to walk away from abusive conditions without incurring the fines associated with traditional contract dismissal.

End of Employment: Modifications of Labor Law for Dismissal

End-of-Employment with Notice

Despite the most recent changes to UAE labor law, businesses may terminate workers for a ‘legitimate reason.’ Fixed-term hiring agreements cannot be canceled before the end of their term, with the exception of summary termination, without payment. 

Article 29 of UAE Labor Law states workers are entitled to thirty working days of fully compensated annual leave after one year of employment, which can be used during the notice period.

The legislation governing worker termination for any logical or legitimate reason stays unchanged until 2025. The expiry of a fixed-term job agreement acts as legal grounds for dismissal. Workers on fixed-term labor contracts can now be terminated on notice as usual, with no further compensation required. Exploitation, or terminating an employee for submitting a complaint against their company, is illegal.

End-of-Service without Notice Period from the Employer

According to Article 44 UAE labor law, a company can dismiss a staff member without notice if they adopt a fake identity, submit counterfeit papers or certificates, commit an error that causes significant material loss to the company, or intentionally damage the employer’s property. Note that an organization must notify MOHRE about the occurrence within seven days of becoming aware of it.

• If a staff member violates security guidelines or fails to perform fundamental responsibilities under the employment contract, they may face dismissal if they continue to do so. Additionally, if they reveal any secrets of the company, the employer may suffer losses or miss out on opportunities.
• If a worker violates guidelines concerning the safety of employees and the precise location of the business, given that such directions were published in writing in obvious places or spoken advised to an uneducated worker.
• A worker is discovered to be intoxicated or under the influence of illegal narcotics during working hours or does an activity that violates public morality in the workplace.
• A worker attempts to harm his superior, manager, or any of his coworkers while on the job.
• An employee leaves without a valid explanation for over twenty inconsistent days or more than seven consecutive days in a year.
• An employee uses his position of authority illegally to achieve personal goals and manpower employee benefits. 
• An employee joins a different company without following the relevant norms and legal protocols. 

The legislation states that an employer can dismiss without notice only after completing a formal investigation concerning the worker. The termination notice must be in writing, legitimate, and properly handed over to the worker.

End-of-Service without Notice Period from the Employee

• According to Article 45, a worker may cancel the agreement without notice if the company fails to satisfy his contractual or statutory responsibilities to the worker, given that the employee notifies the MOHRE fourteen working days preceding the date of resigning, and the employer fails to fix the infraction after being advised by the MOHRE of the same.
• If the employer harassed or tormented the worker while at work, provided that that individual informed the appropriate authorities and the MOHRE within five working days of the incident of the date he was available to report.
• If the employer directed the employee to perform a task completely distinct from the work agreed in the contract of hire without the worker’s written consent and express authorization, except in cases when labor is essential.
• Despite knowing the threats, the variables that represent a serious risk to the workers’ security and health were not removed. Article 26 specifies situations involving significant hazards at work.

Changes for Notice Period Regulations

The current UAE labor code 2025 for manpower in UAE still requires thirty days of notification for workers who have finished their probationary term. However, an authorized notice period of ninety days has been set.
Employees departing while still working under endless term contracts must provide an appropriate notice period of:

• Thirty days of leave for workers with up to five years of employment.
• Sixty days of notice for staff members with five to ten years of employment.
• Ninety days for workers with at least ten years of working tenure.

Critical Conditions for Employment Contract Dismissal: New Updates

The following are the scenarios in which an employment contract may be terminated under Article 42 of the supervision of employee relations in the private sector if the term of the contract expires and is not extended or renewed.

• If the company and worker collaboratively agree in writing to dismiss it.
• If any party decides to discontinue it, given that the party quitting follows the termination requirements of the contract of hire and the notification period agreed upon.
• In the case of the employer’s death, if the subject matter of the contract is tied to its entity. 
• In the case of the employee’s death or complete permanent incapacity to work, based on a declaration provided by a medical authority.
• Where an employee confronts a final court verdict of a freedom limitation consequence for a term of at least three months.
• If the enterprise is permanently shut down, in line with the laws established in the UAE
• If the employer declares bankruptcy or insolvent or confronts any economic or extraordinary circumstances that impede the ongoing execution of the project. 
• If the staff member fails to meet the standards for renewing the work permit due to reasons beyond the employer’s control. 

Notification Period for the End-of-Contract

According to Article 43 UAE Labor Law, any party in the job agreement may end the relationship for any ‘legitimate cause,’ provided that:

The opposite party receives written notification, and the dismissing party provides a notice period of one to three months. Furthermore, the following conditions must be complied with the task agreed upon in the agreement must be completed within the notice period. The worker has the right to receive his full salary as per the contract throughout the notice period.

The party that fails to fulfill the notice period must pay the other a specific allowance equivalent to the employee’s salary for the whole notice period or in proportion to the balance of the duration. The notice period payment is computed based on the worker’s last salary.

If the employer cancels the agreement, the employee has the right to receive one day of unpaid leave weekly throughout the notice period to look for another employment.

It should be noted that the notification time may be decreased or waived by an understanding between the two parties, with no violation of any of their rights.

Final Words

The new employment regulations definitely consider the need for the highest ethical standards in employment practice and manpower supply in Sharjah or any other Emirates. It seeks to promote optimal industrial advancement and labor market efficiency. The new labor regulation is a significant step toward balancing the interests of both employees and employers.