The Ministry of Human Resources and Emiratisation (MoHRE) has clarified that employees in the UAE can move to a new employer once their employment contract ends. This applies when the contract expires naturally or when both employer and employee agree to terminate it.
Moreover, the ministry emphasised that workers can transition smoothly, provided they follow all legal procedures. This clarification aims to reduce confusion among employees navigating job changes in the country.
Grace Period Allows Workers to Stay and Seek New Jobs
Importantly, workers are allowed to remain in the UAE after their contract ends during a legally defined grace period. During this time, they can either secure a new job or complete exit formalities.
In addition, this provision ensures flexibility and reduces immediate pressure on employees. It gives them a fair window to plan their next move without violating residency rules.
One-Year Ban for Specific Violations
However, the ministry has issued a clear warning. Workers may face a one-year ban on obtaining a new work permit under certain conditions.
For instance, if an employee leaves a job during the probation period without serving the required notice, they risk penalties. Similarly, if a complaint of work abandonment is proven valid, authorities may impose the same restriction.
Therefore, employees must strictly follow contractual obligations, especially during probation, to avoid disruptions in future employment opportunities.
Flexible Work Models Permitted Through Mutual Agreement
The ministry also highlighted that employment contracts can be adjusted to suit evolving work arrangements. These include full-time, part-time, temporary, remote, flexible, and job-sharing models.
However, both employer and employee must agree to the changes. Additionally, all financial dues linked to the original contract must be settled before any transition takes place.
Warning Against Unlawful Work Stoppages
At the same time, MoHRE cautioned workers against participating in what it described as “random work stoppages.” Such actions, including incitement, can lead to serious legal consequences.
These penalties may include fines, imprisonment, or even deportation. Instead, the ministry strongly advises workers to resolve disputes through official legal channels.
