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Are employers required to give notice of termination?

Under the DIFC Employment Law, where the employee has been continuously employed for one month or more, notice required to be given by an employer or employee to terminate his or her employment is no less than the following:

Length of service

Notice period

Continuously employed for less than three months

Seven days

Continuously employed for three months or more, but less than five years

30 days

Continuously employed for five years or more

90 days

However, it is possible for the parties to mutually agree to waive, reduce or increase notice or accept pay in lieu of notice.


What are the rules that govern redundancy procedures?

There is no express concept of redundancy under the DIFC Employment Law. When carrying out redundancies, the employer must ensure that they comply with the existing DIFC Employment Law provisions applicable to the termination of employment.

Are there particular rules for collective redundancies/mass layoffs?



What protections do employees have on dismissal?

There is no concept of unfair or constructive unfair dismissal in the DIFC. However, employees are entitled to be paid their other legal and contractual entitlements, including notice. Any decision to terminate should not be tainted by discrimination.

The DIFC Employment Law also provides that an employer should not terminate employment because of an employee’s pregnancy or maternity leave.

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