While working in UAE there are various aspects of the UAE’s Labour law that may be new to you but it is compulsory to have information about them . According to the UAE labour law employment contracts are mainly categorised   in to two limited and unlimited contracts.  The type of contact under which you are hired can determine what your rights and responsibilities are as an employee. 

If you are on a limited contract, there are many ways in which you can resign before the terms are completed. A limited contract is a fixed term of employment, which cannot exceed two year term. 

The other option is that of an unlimited contract where the contract’s end dates is not decided or not specified. At the end of a limited contract, if the employer and employee both want to continue the work relationship, the contract can be renewed as another limited term contract, or converted in to an unlimited contract. 

An employee has the right he can terminate an employment contract without notice period if the employer has failed to meet  any contractual or legal obligations towards the worker for example if he fails to pay payment for a period exceeding 60 days . The employee can filed a court complaint against an employer who has failed to secure the employment of the worker. 

 The final labour complaint is referred to the labour court by MOHRE is in favour of the worker.
You can also terminate your contract if both your employer and you mutually agree to terminate it.
You would need to serve the notice period as mentioned in your contract, which can range from one to three months.

One thing must be kept in mind if you terminate a limited contract before the duration has completed, you would not be eligible to a gratuity pay, unless you have more than five years of service.

Your employer may also terminate the contract without notice and also withhold your gratuity if your conduct or performance comes within the cases clearly outlined in article 120 of the UAE labour Law.