Verbal Dismissal in the UAE: When Can an Employer Legally Terminate a Worker Without Written Notice?

Being dismissed from a job is rarely easy. But in the UAE, the uncertainty becomes far more complicated when an employer communicates the termination verbally without issuing any formal written notice. Such situations can leave employees in a legal grey area, affecting everything from unpaid wages to end-of-service benefits and future employment opportunities.

Under the UAE’s Federal Decree-Law No. 33 of 2021, termination of employment must be formally communicated in writing. This legal requirement is outlined under Article 43, which obliges either party ending the employment relationship to serve notice through written communication.

This means that a purely verbal dismissal may not satisfy the legal standard set by the law.

The importance of written notice extends beyond procedural formality. It serves as the primary legal record confirming the end of an employment relationship and establishes the official termination date — a critical factor in calculating an employee’s end-of-service benefits, pending salary, commissions, and other dues.

Without written confirmation, an employee may face difficulties proving that the contract has ended, particularly when pursuing unpaid entitlements or seeking new employment. In many cases, the absence of formal documentation can create disputes over whether the employment relationship is still active.

Under UAE labour regulations, the responsibility of proving that a termination has taken place rests largely with the employer. If an employer cannot produce written evidence of dismissal, an employee may argue that the contract remains valid and that they continue to be entitled to salary and benefits.

However, the legal position may shift if there is written communication from either side acknowledging the verbal termination. For instance, if an employee sends emails referring to the dismissal and later stops attending work, such actions could be interpreted by courts as an acknowledgment that the employment relationship has ended.

At the same time, repeated written requests by an employee asking for clarification on their employment status can also become important evidence, particularly if the employer fails to respond. Silence from the employer may strengthen the employee’s position in claiming that no formal termination was ever completed.

For employees caught in such situations, the practical options depend on their objectives.

If they wish to preserve their legal rights and maintain their claim to salary and benefits, continuing to report for work can be a significant step. Doing so demonstrates their willingness to fulfil their obligations under the contract while placing the burden on the employer to formalise the termination.

Even where access to the workplace is denied, the lack of written dismissal does not automatically extinguish the employment relationship. Preventing an employee from entering the workplace may not, by itself, amount to lawful termination unless the employer can substantiate that the contract was officially ended.

On the other hand, employees who wish to move on and secure other opportunities may need to build evidence that the verbal termination did occur. This often means maintaining records of emails, messages, and follow-up requests seeking confirmation from the employer.

In the UAE’s evolving employment landscape, written documentation remains central to labour disputes. For both employers and employees, following the formal process is not merely good practice — it is a legal safeguard designed to protect rights, reduce disputes, and ensure clarity at the end of an employment relationship.

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