With such a busy workplace today, switching jobs has become the order of the day. Notice periods are an important element to both a person leaving an opportunity, or a restructuring of a company.
The regulations regarding the notice periods in the UAE are specific, and in 2025, both employers and employees should be more aware of how this all works.
It is the time required by either the employer or the worker should give before ending the job.
This is also the period where transfer of the tasks happens, final payments are made, and even recruitment of the substitute is usually started.
The notice period is a very important part of the UAE in ensuring a smooth transition without affecting operations and without creating any legal problems.
As the HR world is transformed by the digital environment, more and more businesses in the UAE have become equipped with smart platforms and technologies to manage their notice periods in a more effective manner.
These plans assist the HR team to monitor the schedules of employees, keep records, and remain in line with the UAE Labour Law.
Through its alliances and HR technology services, Ensaan Technologies, with its partnerships, has been helping organizations to smooth out this aspect of HR in the region.
Let us simplify all you need to know about notice periods in UAE year 2025.
According to the UAE Labour Law (Federal Decree-Law No. 33 of 2021), when either one of the parties, the employer or the employee, forms a decision to terminate the employment agreement, it must provide a notice period.
Minimum Date Notice: 30 days
Notice: Maximum of 90 days
The terms are used in both unlimited and limited contracts unless otherwise stipulated within the conditions. The notice period will give time to both parties to prepare for the departure or change of staff.
Having a good way of tracking these timelines is now a lot easier thanks to digital HR systems. Automating the notices and the related documentation, which is related to the notice periods, can be facilitated through platforms that integrate core HR functions such as those provided by Ensaan Tech. This minimizes confusion and delays.
An employee should be given notice during almost any situation of termination or resignation including:
Naturally, there are exceptions such as in cases when either party can violate key terms of the contract.
However, notice in the majority of situations is legal, and should be observed.
The strategic utilization of digital records and AI-generated insights allows companies to determine the effects of notice periods on team performance and workforce planning today.
Ensaan Tech’s has partnerships with such platforms as HRForecast and Galaxy to help organizations to prepare in advance to replace the employees or shift the roles.
Well, yes, in some cases:
A proper record should be kept in such cases to avoid legal problems. Modern HR systems now include e-signature tracking, contract management and document storage, accessible via a mobile or cloud platform.
Payments During the Notice Period
The full salary and the benefits will remain the same even when they do not have to work during the notice period.
They should be paid their full notice period salary as compensation and this is where payroll software comes in, which helps in managing the notice related compensation, benefits cutoffs and deductions which are tricky.
Ensaan Tech already supports various payroll platforms, such as Adrenalin and PeoplesHR, in which it becomes simple to automate proper final settlements.
Employees will not be able to go on leave in the notice period, unless it is a leave that is acceptable in this period and is accepted by the employer:
This has been greatly facilitated by modern HR systems that enable the smooth monitoring of leave balances, requests, and approvals, thus keeping employers and employees on the same page in the event of notice.
Online self-service portals help in reducing paperwork and confusion and make the management of leave more transparent.
If an employee never works up to the full length of the notice, the employer is entitled to deduct wages based on the number of days not served.
On the other hand, if the employer cancels the contract where the notice has not been addressed, then he/she is expected to pay the equivalent of that contract.
To handle this professionally, the companies involved must record every single decision, agreement, and schedule that is involved in the termination process.
Performance and time-tracking systems are undergoing digitization to help them ensure compliance and automate the process of keeping records to prevent expensive disagreements.
It is important that early termination is also possible, but it is advised to be handled properly to safeguard both sides.
The contract will be terminated before the notice period in case:
Digital work processes are the most effective manner to deal with these changes, to allow contract changes, notice alerts, and auditable approval histories.
This helps in keeping HR teams on the right side of compliance and transparency in even time-sensitive situations.
Since remote working has now become a part of most organizations in the UAE, the issue of dealing with notice periods in distributed organizations is increasing.
Whether it is coordinating handovers online or retrieving company assets, everything should be processed online.
Offboarding resources that employers should use are HR platforms which enable task management on clouds, exit documents, and offboarding through remote access.
Such systems also make communication between remote managers and the HR teams more efficient, minimizing delays and missed steps in the process of exit.
In 2025, it will be insufficient to follow labor laws when managing the notice periods, but it will also be essential to plan and execute with the help of technology.
The following are some of the best practices that all HR teams need to follow:
With the appropriate digital infrastructure in place, these practices are going to be much easier.
Some of the most reliable international HR platforms have formed partnerships with Ensaan Technologies, which helps in making all this easy.
Their portfolio consists of enhanced performance management, learning and development as well as digital onboarding, automation of payroll, and employee engagement.
Cornerstone to Galaxy Platform, PeoplesHR, HRForecast and so on, the Ensaan ecosystem equips businesses across the UAE with the confidence and ability to manage notice periods with ease, without having to worry about compliance or disruption.
An Overview of Legal Framework of the Notice Periods in the UAE
The understanding of the legal background helps the employer and the employees to prevent expensive disagreements.
The UAE Labour Law defines the minimum and maximum possible length of notice period.
An example is that although the law may be flexible, contracts cannot damage the rights of both parties.
Managing notice periods is no longer just a legal formality. In 2025, it’s a strategic part of workforce management.
If it is done right, it reduces turnover chaos, boosts compliance, and leaves a positive impression on exiting employees.
Ensaan Technologies plays a strong role in enabling this smooth transition. With a powerful ecosystem of HR tech partners including Cornerstone, PeoplesHR, HRForecast.
Ensaan provides tools that cover everything from core HR and payroll to AI-powered skills management and succession planning.
Whether it’s automating document workflows, mapping skills to successors, or delivering virtual onboarding and offboarding experiences, Ensaan Tech has made notice period management smarter, simpler, and stronger across the UAE.
Looking ahead, organizations that use such digital solutions will not only stay compliant but also remain competitive in managing their businesses.
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