المصادر القانونية

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. Temporary work permit (own residency): NOC from sponsor, 6-month renewable contract per MOHRE temporary-permit channel. 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.