DIFC Employment Termination

Ending an employment relationship in the DIFC without cause is not the same as terminating one for cause, and DIFC employment law termination rules treat them differently. Our solicitors advise UK businesses on notice, process and settlement agreements, so the exit is handled correctly.

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How DIFC Employment Termination Works

DIFC Employment Law No. 2 of 2019 sets out two distinct routes for ending an employment relationship. Termination without cause requires written notice, calculated on a sliding scale tied to length of service. Termination for cause has a materially higher threshold and applies only where the employee’s conduct amounts to serious misconduct, since the DIFC has no general concept of unfair dismissal in the way UK employment law does. Getting a DIFC employment law termination wrong, treating a performance issue as cause for summary dismissal, for example, is one of the more common and costly mistakes we see. Our solicitors work with clients across the UK, checking the facts against the correct route before any notice is given.

How Our DIFC Employment Solicitors Help UK Businesses

From notice calculations to settlement agreements, here is how our solicitors support UK businesses managing a DIFC employment law termination from start to finish.

Termination Without Cause

We advise on notice period calculations and draft the termination letter, so the exit follows DIFC employment law termination requirements correctly and the notice period reflects the employee’s actual length of service, rather than a figure that was correct under an earlier version of the law.

Termination For Cause

If you have children under 18, your will is where you name who would care for them if both parents died. We make sure this is documented correctly and that your wishes are legally recorded in a way that holds up.

Settlement Agreement Drafting

We draft and negotiate settlement agreements that bring an employment relationship to a clean end, addressing final pay, accrued leave and end of service benefits in one document, reducing the risk of a dispute resurfacing once the exit is complete.

DIFC Redundancy Advice

We advise on DIFC redundancy laws where a role is being removed rather than an individual performance issue addressed, including the process and entitlements that apply and how to document the reasoning correctly.

Notice Period Disputes

Where an employee disputes the notice period given or the payment in lieu offered, we advise on the correct position under DIFC employment law before the matter escalates into a formal claim through the DIFC Courts.

Probation Period Terminations

We advise on ending an employment relationship during probation, where shorter notice may apply, but only if the contract sets that out correctly in the first place, which is not always the case with older or generic templates.

What This Means for You

  • The correct notice period calculated before you act
  • Fewer disputes over how an exit was handled
  • A settlement agreement that closes the matter cleanly
  • Confidence you have used the right termination route
  • Reduced exposure to a wrongful termination claim

When To Seek Advice

  • You are considering terminating an employee for conduct or performance reasons
  • A role is being made redundant, and you need to follow the correct process
  • An employee has disputed their notice period or final payment
  • You want a settlement agreement drafted to close an exit cleanly
  • A probation period is ending, and you need the termination clause checked by a solicitor before you act

Meet the Founder

Marium Razzaq brings 22 years of experience advising businesses on employment terminations, disputes and regulatory matters across the UK and the DIFC. A solicitor regulated by the Solicitors Regulation Authority (SRA ID: 277854), MCIArb, and DIFC Courts mediator, she founded MAR Legal to give UK businesses direct access to senior employment law advice for DIFC exits and settlement agreements, without the overhead of a traditional firm.

Marium Razzaq - Solicitors in Manchester
Marium Razzaq
Solicitor & Director Mar Legal
MCIArb

Why Choose MAR Legal for DIFC Employment Termination

Solicitor Led Advice

Every termination is assessed and advised on by an experienced DIFC solicitor.

Fixed Fee Pricing

You are quoted a fixed fee for termination advice or a settlement agreement before we start.

No Obligation Consultation

Speak to our solicitors about your situation with no obligation to proceed.

DIFC Specific Knowledge

Our solicitors track amendments to DIFC employment law, so the advice reflects the current position.

Trusted by growing businesses across the UK for direct, practical advice on DIFC employment termination

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How Our DIFC Employment Termination Process Works

01

Initial Consultation

We discuss the situation, the employee’s contract and length of service.

02

Route and Risk Assessment

We confirm whether termination without cause or for cause applies, and the risk either way.

03

Termination Documentation

We draft the termination letter or settlement agreement needed to complete the exit.

04

Completion and Ongoing Support

We remain on hand if the employee raises a dispute after the exit is complete.

What Our Clients Say

DIFC Employment Termination FAQs

Article 62 governs termination without cause. Either party may end the employment relationship by giving written notice, calculated on a sliding scale based on length of service, generally starting at seven days for each year worked once someone has been employed for less than three years. The contract can set a longer notice period than the statutory minimum, but not a shorter one, and notice must be given in writing to be effective.

Article 63 governs termination for cause, allowing an employer to end employment without notice where an employee’s conduct amounts to serious misconduct. The threshold is high, and a performance issue or a single minor incident is unlikely to meet it on its own. Getting this route wrong, using it where the conduct does not meet the threshold, exposes an employer to a claim for the notice the employee should have received under Article 62 instead.

Article 19 sits within the general provisions of DIFC Employment Law No. 2 of 2019 governing the employment relationship. Its specific requirements should be checked against the current version of the law for your situation, since the law has been amended more than once since it was first enacted in 2019, and a provision that applied at an earlier date may not reflect the current position.

A DIFC employment law termination follows one of two routes, without cause using written notice on a sliding scale tied to service length, or for cause where conduct meets a high threshold of serious misconduct. There is no general concept of unfair dismissal under DIFC law in the way there is in the UK, so disputes typically focus on whether the correct route and notice were used rather than the fairness of the decision itself.

Not always, but it is common practice where an employer wants certainty that the matter is closed. A settlement agreement records the terms of the exit, including final pay, accrued leave and end of service benefits, and reduces the risk of a later dispute over what was agreed. It is particularly useful in higher risk exits, such as a termination for cause where the facts are not entirely clear cut.

DEWS contributions made during employment belong to the employee and are unaffected by how the employment ends. The employee can access their DEWS savings once the employment relationship ends, whether through resignation, termination or redundancy, and the balance is not something an employer can withhold or offset against other amounts owed as part of a termination, even a termination for cause.

Yes. If an employee believes they were given less notice than DIFC employment law requires, or that the wrong termination route was used, they can raise this directly with the employer or through the DIFC Courts. This is why confirming the correct route and notice period before termination, rather than after, is the more effective way to reduce the risk of a dispute.

MAR Legal provides advisory and documentation support in relation to DIFC employment termination and settlement agreements and does not represent parties in DIFC Court proceedings. Where a matter involves reserved legal activities, we work alongside appropriately regulated professionals.

You may also need help with:

A DIFC employment termination often raises related questions for a business. You may also need advice on employment contracts, wider DIFC Employment Law compliance requirements, or how a redundancy process should be run.