UAE नोटिस अवधि कैलकुलेटर
UAE संघीय डिक्री-कानून संख्या 33 (2021) के अनुच्छेद 9, 43 और 67 पर आधारित। अंतिम समीक्षा: 2026-09-23।
This free calculator gives the minimum notice for ending a UAE private-sector employment contract, the last day of the notice, and the pay owed for notice that is not worked, under Articles 9 and 43 of Federal Decree-Law No. 33 of 2021. Choose who is giving notice, whether probation has ended and the date the notice is served. Everything runs in your browser; nothing you enter is sent anywhere.
The Notice Period Rules
After probation, either party may end the contract for a legitimate reason by notifying the other in writing and working the notice period agreed in the contract, which must be not less than 30 days and not more than 90 days (Article 43(1)).
The contract stays in force throughout the notice and ends when it expires. The worker is entitled to the full wage for the notice, at the last wage received, and works during it if the employer asks (Article 43(2)).
A party that does not observe the notice pays the other a notice period allowance equal to the worker’s wage for the whole notice or the part not served, even if the missing notice caused the other party no damage (Article 43(3)).
When the employer ends the contract, the worker may be absent one working day a week during the notice, without pay, to look for another job, choosing the day and telling the employer at least 3 days before (Article 43(5)).
During probation, which may not exceed 6 months: the employer gives at least 14 days’ written notice (Article 9(1)); a worker moving to another employer in the UAE gives not less than one month’s written notice, and the new employer compensates the original one for recruitment costs unless otherwise agreed (Article 9(3)); a foreign worker leaving the UAE gives not less than 14 days’ written notice (Article 9(4)). A party that ignores these rules pays the wage for the notice or its remainder (Article 9(5)).
No notice applies where the law allows ending the contract without it: dismissal on the grounds in Article 44, after a written investigation, or a worker leaving under Article 45 while keeping their end-of-service rights.
How the Notice Is Calculated
Last day of the notice = the date the notice is served + the notice in calendar days. The service day itself is day 0; day 1 is the next day.
Daily wage = monthly wage ÷ 30. Article 67 makes the month 30 days for every calculation under the law — which is also why the one month of Article 9(3) is 30 days.
Pay in lieu = daily wage × the notice days not served. If no notice is worked at all, it is the daily wage × the whole notice.
Job-search days (Article 43(5)) = one per full week of an employer’s notice: 4 in a 30-day notice, 8 in 60 days, 12 in 90 days. They are unpaid.
Each amount is rounded to fils once, on the unrounded daily wage.
Assumptions and Limits
Counting the days: the law does not say whether the day notice is served counts as day 1. Article 9(1) requires the probation notice to be given “fourteen (14) days at least before the date specified for the termination”, so the termination date must be at least 14 days after service. Taking that date as the contract’s last day, only counting the service day as day 0 meets it, so this calculator counts that way for every notice. Counting the service day as day 1 would end each notice one day earlier.
Wage basis: Article 43(2) gives the worker the “full wage … according to the last wage he was obtaining”, and Article 43(4) prices the allowance on “the last wage received”. Article 1 defines “Wage” as the basic wage plus cash allowances and benefits, so the calculator uses the full monthly wage — the same basis the Final Settlement calculator uses for its notice line. Piecework pay (the average daily wage of Article 43(4)) is not covered.
Who pays: the allowance is owed by the party that did not observe the notice. The calculator assumes that is the party that gave it — the employer who releases a worker early, or the worker who leaves early.
Job-search days: Article 43(5) sits in the Article 43 notice regime, so the calculator counts them for an employer’s notice after probation and not for the Article 9 probation notices. It counts one per full week of the notice.
Agreed changes: the parties may waive or shorten the notice by agreement while preserving the worker’s rights for the agreed notice, and the notice must be the same for both parties unless a different one serves the worker (Article 43(2)). The calculator does not price such an agreement.
The calculator does not decide whether Article 44 or Article 45 applies; where they do, no notice is due.
UAE Notice Period Examples
Worked examples, each counted from the day after the notice is served:
Employer notice after probation, 30-day contract notice, served 1 October 2026
01/10/2026 + 30 days
= last day 31/10/2026, with up to 4 unpaid job-search days
60-day notice, AED 12,000 a month, 45 days served
15 d × AED 400
= AED 6,000.00 owed by the party that cut the notice short
Worker moving to another UAE employer during probation, notice served 1 February 2026
01/02/2026 + 30 days
= last day 03/03/2026
No notice worked on a 90-day contract notice, AED 15,000 a month
90 d × AED 500
= AED 45,000.00 pay in lieu of notice
Frequently Asked Questions
What is the notice period in the UAE?
After probation it is the period agreed in the employment contract, which must be at least 30 days and at most 90 days (Article 43(1) of Federal Decree-Law No. 33 of 2021). The same notice applies to both parties unless a different one serves the worker’s interests (Article 43(2)).
What notice is needed during probation?
The employer gives at least 14 days’ written notice (Article 9(1)). A worker moving to another UAE employer gives not less than one month — 30 days — (Article 9(3)); a foreign worker leaving the UAE gives not less than 14 days (Article 9(4)).
How is pay in lieu of notice calculated in the UAE?
Monthly wage ÷ 30 × the notice days not served (Article 43(3) and Article 67). The party that did not observe the notice pays it to the other, even if the missing notice caused no damage.
Is notice pay based on basic or full salary?
On the full wage. Article 43(2) and (4) use the last wage received, and Article 1 defines the wage as basic plus cash allowances and benefits. The Final Settlement calculator uses the same basis.
Does the day the notice is given count?
The law does not say. This calculator treats the service day as day 0, so a 30-day notice served on 1 October ends on 31 October; that is the count that meets Article 9(1)’s “14 days at least before” the termination date. Counting the service day as day 1 would end the notice a day earlier.
Do I get days off to look for a new job during notice?
Yes, if the employer ended the contract: one working day a week, without pay, choosing the day and telling the employer at least 3 days before (Article 43(5)).
Can the notice period be waived?
Yes, by agreement between the parties, while preserving all the worker’s rights for the notice period agreed in the contract (Article 43(2)).
When is no notice required?
When the employer dismisses the worker on one of the grounds in Article 44, after a written investigation, or when the worker leaves under Article 45 — for example a breach of the employer’s obligations left unremedied after the worker notified the Ministry 14 working days ahead, or an assault at work — keeping their end-of-service rights.
Official Sources
Based on Articles 9, 43 and 67 of UAE Federal Decree-Law No. 33 of 2021. Last reviewed: 2026-09-23.
Disclaimer
* यह गणना UAE संघीय डिक्री-कानून संख्या 33 (2021) और कैबिनेट प्रस्ताव संख्या 1 (2022) के तहत एक अनुमान है; अनुबंध 30–90 दिन की सीमा में नोटिस तय करता है। अंतिम समीक्षा: 2026-09-23। यह कानूनी सलाह नहीं है; आधिकारिक मार्गदर्शन के लिए MOHRE से संपर्क करें।