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I Was Fired Without a Real Reason

“I was fired without a real reason, and I don't understand what I'm actually entitled to now.”

Arbitrary dismissal is, under federal law, a dismissal made because you filed a serious complaint with MOHRE, or a case against your employer, that has been proven to be true (Article 47 of Federal Decree-Law No. 33 of 2021), and it entitles you to compensation on top of your normal end-of-service pay.

Losing a job with no real explanation feels arbitrary in the everyday sense, but 'arbitrary dismissal' is also a precise legal category with its own test and its own compensation. What you can claim, and where, depends heavily on whether your employer is governed by federal law, DIFC law or ADGM law. LEXNOVA can help you describe what happened and explore lawyers who handle arbitrary dismissal claims in the jurisdiction that applies to you — every match is reviewed by a person, and any advice comes from the lawyer you choose, not from LEXNOVA.

LAST REVIEWED 21 SEPTEMBER 2026

WHERE THIS IS HANDLED

MOHRE then the Labour Court for mainland claims; the DIFC Courts for DIFC employers; the ADGM Courts for ADGM employers.

How the answer changes by jurisdiction

  • Dubai mainland

    Federal Decree-Law No. 33 of 2021 (as amended by Decree-Law No. 9 of 2024) governs your claim. If the dismissal is found arbitrary, the competent court assesses compensation, taking into account the kind of work, the damage suffered and your length of service, up to three months' wage; the claim starts with MOHRE.

  • Abu Dhabi mainland

    The identical federal law applies. An Abu Dhabi mainland employee follows the same MOHRE-first process as a Dubai mainland employee, since employment law here is federal rather than emirate-specific.

  • DIFC

    The DIFC Employment Law No. 2 of 2019 (as amended) applies instead, with its own definitions and remedies. MOHRE plays no part — your claim goes to the DIFC Courts, and the compensation framework differs from the federal one.

  • ADGM

    The ADGM Employment Regulations 2024, in force since 1 April 2025, govern the claim, heard by the ADGM Courts. As with DIFC, the federal 'arbitrary dismissal' test and MOHRE's process do not apply here.

WHAT YOU CAN DO NEXT

STEP 01

Establish which law actually covers your dismissal

Confirm whether your employer's trade licence is mainland, DIFC or ADGM. This single fact determines which law defines 'arbitrary dismissal' for you, what you can claim, and which body decides it — get it wrong and you can lose time in the wrong forum entirely.

STEP 02

Separate the two different things you may be owed

Your standard end-of-service entitlements — final salary, unused leave, gratuity — are owed regardless of why you were dismissed. Arbitrary dismissal compensation is a separate, additional claim that only arises if the termination is found unlawful under the applicable law. Don't let one distract from pursuing the other.

STEP 03

Look for what actually makes a dismissal 'arbitrary'

On the mainland, the statutory test is whether the termination was due to your filing a serious complaint with MOHRE, or a case against your employer, that has been proven to be true (Article 47 of Federal Decree-Law No. 33 of 2021); DIFC and ADGM apply their own law. Write down the sequence of events while it's fresh — timing often does the heaviest lifting in these cases.

STEP 04

Collect your documentation

Termination letter or notice, your contract, performance reviews or their absence, any HR correspondence, and anything showing the real trigger for the dismissal — a complaint you made, a request you raised, a change in management — all strengthen the case that the stated reason wasn't the real one.

STEP 05

File through the correct process

On the mainland, this starts with a MOHRE complaint and conciliation before any court stage. In DIFC or ADGM, you file directly with the relevant court registry, which sets its own procedural timetable.

STEP 06

Understand what compensation actually looks like

Under mainland federal law, the competent court assesses fair compensation taking into account the kind of work, the damage you suffered and your length of service, capped at three months' wage (Article 47) rather than left open-ended. DIFC and ADGM apply their own frameworks, which can produce a different figure for a comparable case — ask a lawyer in the right jurisdiction to model this before you negotiate or file.

STEP 07

Move promptly, even though the limitation period is long

The federal limitation period for labour claims is generally two years from termination, and DIFC and ADGM have their own periods. A long deadline isn't a reason to wait: witnesses move on, emails get harder to retrieve, and your former employer's position hardens the longer the file sits open.

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FAQ

Under federal law, it means the employer ended your contract because you filed a serious complaint with MOHRE, or a case against the employer, that has been proven to be true (Article 47 of Federal Decree-Law No. 33 of 2021). A dismissal that follows such a complaint or case fits that definition far more clearly than 'my manager didn't like me,' though the underlying feeling is often the same.

They're often used interchangeably in everyday language, and 'arbitrary dismissal' is the term the UAE government portal uses, while the English text of the federal employment law speaks of 'unlawful' termination (Article 47). DIFC and ADGM use their own statutory language and tests, so the exact legal standard shifts with the jurisdiction even when the English phrase sounds the same.

Yes — end-of-service gratuity and arbitrary dismissal compensation are separate entitlements. Being dismissed without good reason doesn't reduce what you're owed for time already served; if anything, it adds a further claim on top.

No. MOHRE has no jurisdiction over DIFC employers at all. A DIFC employee's claim goes to the DIFC Courts under the DIFC Employment Law, not to MOHRE.

Timing is often the strongest evidence — a termination that follows closely after a complaint, a pay dispute or a grievance you raised. Written communications, a performance history showing no prior issues, and inconsistency between the stated reason and the facts all help build the picture.

Probation periods generally carry different, lighter notice requirements, and the arbitrary dismissal framework can apply differently during probation depending on the governing law. Confirm your probation status and its specific rules before assuming the same protections apply exactly as they would after confirmation.

Federal law has the competent court assess fair compensation, taking into account the kind of work, the damage you suffered and your length of service, capped at three months' wage — it isn't an open-ended damages award. There is no fixed formula; the statute gives the assessment to the competent court once the dismissal is found unlawful.

No. Each jurisdiction has its own compensation framework under its own employment law, and the figures aren't simply interchangeable with the mainland rules. A lawyer familiar with the specific jurisdiction can model what a comparable case is actually worth there.

This can potentially be treated as a constructive dismissal — where you were effectively forced out — which raises different questions from a straightforward arbitrary dismissal claim, but can lead to a similar outcome. The facts of how the resignation was extracted matter a great deal.

Often yes, where the facts support both — the two claims can run alongside each other, though the legal tests and evidence required differ.

Under federal law, the general limitation period is two years from termination. DIFC and ADGM apply their own limitation periods, so confirm the specific deadline for your jurisdiction rather than assuming the federal figure carries over.

A stated reason that doesn't match the real facts is exactly the kind of gap an arbitrary dismissal claim is built to challenge. Document what you believe the real reason was and why the stated one doesn't hold up.

Bringing a labour claim against a former employer doesn't itself bar you from a new work permit or visa. Practical friction with the former employer during the process is possible, but it isn't a legal barrier to moving on.

No. LEXNOVA isn't a law firm and doesn't assess or advise on your case — we help you describe your situation and connect with lawyers who can properly evaluate it in the jurisdiction that applies to you.

A settlement can resolve things faster, but review it carefully before signing — especially any clause releasing further claims — ideally with a lawyer, since once signed it typically closes off pursuing more later.

Yes, though acting through a lawyer under a power of attorney is usually far more practical than trying to attend hearings remotely, particularly for MOHRE conciliation or a court process.

LEXNOVA is not a law firm and does not provide legal advice, legal opinions, legal representation, or legal services. Any legal advice or representation is provided directly by the independent legal professional engaged by the client.

A connection or introduction does not constitute a guarantee, endorsement, or assurance of outcome. Users should independently confirm the professional's qualifications, authorization, fees, scope of engagement, and suitability.

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