Can a company terminate a pregnant employee in the UAE? It cannot dismiss her because of pregnancy, maternity leave or related absences.
Quick Answer
A company cannot terminate a pregnant employee in the UAE because of pregnancy, maternity leave or related absences. Article 30(8) of Federal Decree-Law No. 33 of 2021 prohibits termination and termination notices for those reasons.
UAE Labour Law provides 60 days of maternity leave, including 45 days on full pay and 15 days on half pay. Additional leave and nursing-break protections may also apply.
An employer may still have an unrelated lawful ground for dismissal. If a termination is disputed, the actual reason, supporting documents and applicable procedures must be assessed.
Can a company terminate a pregnant employee in the UAE?
Article 30 sets maternity protections that the employer must respect.
| Issue | Rule and conditions |
|---|---|
| No termination for pregnancy | The employer may not end the worker’s service, or give notice of termination, because of pregnancy, maternity leave or the related absences. Article 30(8). |
| Maternity leave | 60 days: the first 45 days on full pay and the next 15 days on half pay. Article 30(1). |
| When it starts | From the last day of the month before the expected month of delivery, on request, with a medical certificate. Article 30(5). |
| Extra unpaid absence | Up to 45 days without pay if an illness from the pregnancy or birth prevents her return, proved by a medical certificate. Article 30(2). |
| Sick or disabled child | 30 days on full pay after maternity leave, extendable by 30 days without pay, with a medical report. Article 30(4). |
| Nursing breaks | One or two daily breaks of up to an hour in total, for six months after delivery. Article 30(9). |
| Equal treatment | Discrimination based on sex is prohibited. Article 4. |
Dismissed During Pregnancy or Maternity Leave in the UAE?
Discuss the termination letter, pregnancy-related communications, leave records and employer’s stated reasons with Leaders Advocates. A review of these documents can help assess the employment dispute.
If a pregnant employee is dismissed
- Ask the employer in writing for the reason for termination and the termination letter.
- Keep evidence linking the timing to the pregnancy or leave, such as the dates of disclosure, leave requests and messages.
- File a complaint with the Ministry of Human Resources and Emiratisation, which tries to settle the dispute and can refer it to court (Article 54).
- Claim all end-of-service dues, which the employer must pay within 14 days of the end of the contract (Article 53).
A labour lawyer in Dubai can check whether the dismissal was lawful and help with the MOHRE complaint.
Documents to Keep After a Pregnancy-Related Dismissal
Preserve relevant employment records so that the stated reason, timing and circumstances of the dismissal can be reviewed.
- Employment contract and any amendments.
- Termination notice or dismissal letter.
- Pregnancy notification and maternity leave requests.
- Relevant medical certificates and leave approvals.
- Emails, messages and correspondence concerning the termination.
- Performance assessments or restructuring communications, where relevant.
- Salary records and final settlement calculations.
Need Help Filing a Pregnancy-Related Employment Complaint?
A complaint may involve the employer’s stated termination reason, maternity leave records, final dues and the applicable MOHRE process. Discuss your documents and available legal options with Leaders Advocates.
What employers should check
- Make sure any termination has a documented, lawful reason unrelated to pregnancy or maternity leave.
- Do not give notice during maternity leave or the related absences for reasons linked to them.
- Grant maternity leave and nursing breaks as Article 30 sets out.
Employer Checklist Before Termination
Before making a termination decision involving a pregnant employee, employers should consider whether the decision is supported by documents and complies with applicable employment protections.
- Identify the actual reason for the proposed termination.
- Review any existing performance or restructuring records.
- Confirm the decision is unrelated to pregnancy, maternity leave or related absences.
- Check notice requirements and applicable termination procedures.
- Review maternity leave and nursing-break entitlements.
- Calculate and document final salary and end-of-service payments.
Are You an Employer Reviewing a Pregnancy-Related Termination?
Employers should assess the documented reason, Article 30 protections, notice requirements and final payment obligations before proceeding. Speak with Leaders Advocates about the legal risks and appropriate procedure.
If you have been dismissed during pregnancy, or you are an employer reviewing a termination, you can contact us on WhatsApp.
Frequently Asked Questions
Related reading
Legal sources
Need Legal Help With Pregnancy Dismissal or Maternity Rights in the UAE?
Leaders Advocates can discuss pregnancy-related dismissal, maternity leave entitlements, employment complaints, termination notices and final payments. Whether you are an employee or employer, the legal position depends on the termination reasons, supporting records and applicable UAE Labour Law requirements.
