Arbitrary Dismissal in UAE: What Article 47 Really Covers [2026]

"Arbitrary dismissal" is one of the most misunderstood terms in UAE employment law. Many guides still describe the old 1980 rule, under which any termination "not related to work" was arbitrary. The current law, Federal Decree-Law No. 33 of 2021, is narrower, and knowing exactly what it covers stops you building a claim on the wrong ground.

What Article 47 Actually Says

Article 47(1) provides that the employer's termination of the worker's service is unlawful if it is due to the worker filing a serious complaint to the Ministry (MOHRE) or a lawsuit against the employer, whose validity is proven.

In other words, Article 47 is a protection against retaliation. It applies when:

• You filed a complaint with MOHRE, or a case against the employer, and
• The complaint or case is shown to be valid, and
• You were dismissed because of it

What Article 47 Does Not Cover

Being told "your services are no longer required", personal conflict with a manager, a vague "restructuring" or a performance reason you disagree with are not Article 47 grounds on their own. Either party may end an employment contract by giving the contractual notice. That does not leave you without remedies:

• No notice or short notice: you are owed a notice period allowance for the full or unserved notice (Article 43)
• Alleged misconduct: dismissal without notice is only allowed on the 10 grounds in Article 44, after a written investigation. If the employer cannot show a valid ground, the notice allowance is owed
• Discrimination: prohibited by Article 4; raise it with MOHRE
• Gratuity: payable whatever the reason for termination, if you have at least 1 year of service (Article 51)

The Compensation

Example: An employee on AED 15,000 a month (basic AED 10,000), 5 years of service and a 30-day notice period, dismissed without notice two weeks after filing a valid MOHRE wage complaint, could claim:

• Article 47 compensation: up to AED 45,000 (3 × last wage, at the court's discretion)
• Notice period allowance: AED 15,000 (30 days)
• Gratuity: about AED 35,000 (5 years × 21 days of basic)

Without the retaliation element, the same employee would still be owed the notice allowance, gratuity and any unused leave.

Calculate your settlement here.

How to Show Retaliation

1. Keep proof of your complaint or case: the MOHRE complaint number, filing date and outcome.
2. Document the timeline: a dismissal shortly after the complaint is strong evidence of the link.
3. Get the termination in writing: ask for the stated reason and save every response.
4. Collect contrary evidence: good reviews and the absence of warnings undermine a sudden "performance" reason.
5. Witnesses: colleagues who heard the real reason discussed.

The MOHRE Process

1. File a MOHRE complaint through the MOHRE app, website or 600 590000 once your entitlements are not paid within 14 days of the contract ending (Article 53), or straight away if you believe the dismissal was retaliation.
2. Mediation: MOHRE tries to settle the dispute amicably.
3. Claims up to AED 50,000: MOHRE issues a binding decision, which either side can challenge in court within 15 working days.
4. Larger claims: referred to the labour court, which must hold the first hearing within 3 working days of referral.

Filing deadline: 2 years from the end of your employment.

If Your Employer Offers a Settlement

• Use the termination settlement calculator to know your minimum legal entitlement
• Article 47 compensation is on top of that minimum, but only where the dismissal was retaliation for a valid complaint or case
• Never sign a "full and final" document without understanding what you are waiving
• Consult a lawyer for claims exceeding AED 100,000

Related Resources

• Was Your Termination Legal?: Free assessment tool
• Settlement Calculator: Calculate the amount
• Fired Without Notice: Complete Guide
• MOHRE Complaint Letter Generator
• AI Employment Rights Assistant