The Notice of Intent to Terminate is a crucial document in UAE employment relations, governed by Federal Decree-Law No. 33 of 2021 and related employment regulations. This document is utilized when an employer decides to end an employment relationship and needs to formally communicate this intention in compliance with UAE labor law. The notice must adhere to statutory notice periods (minimum 30 days) and include specific information about the termination process, final settlements, and handover requirements. It serves as the first formal step in the termination process and can be used for various termination scenarios, including performance-based, organizational restructuring, or mutual agreement cases. The document's format and content must be carefully prepared to ensure legal compliance and protect both employer and employee rights under UAE law.
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1. Letter Header: Company letterhead, date, reference number, and formal addressing of the employee
2. Employee Information: Full name, employee ID, position, and department of the employee
3. Subject Line: Clear indication that this is a Notice of Intent to Terminate Employment
4. Intent Statement: Clear and unambiguous statement of the company's intention to terminate the employment relationship
5. Notice Period: Specification of the notice period as per the employment contract and UAE Labor Law (minimum 30 days)
6. Last Working Day: Clear statement of the intended last working day
7. Handover Requirements: Basic requirements for handover of work, company property, and documentation
8. Final Settlement: General reference to the processing of final settlement including salary, end-of-service gratuity, and other entitlements
9. Signature Block: Authorized signatory details and company stamp
1. Reason for Termination: Include when termination is for cause or when specific reasons need to be documented as per UAE Labor Law
2. Reference to Previous Warnings: Include when termination follows disciplinary actions or documented performance issues
3. Probation Period Reference: Include when termination occurs during or at the end of probation period
4. Non-Competition Reminder: Include when employee is bound by non-compete clauses that will continue post-employment
5. Garden Leave: Include when employee will be placed on garden leave during notice period
6. Exit Interview: Include when company policy requires an exit interview
7. Continuation of Benefits: Include when specifying which benefits will continue during notice period
1. Previous Written Warnings: Copies of any relevant warning letters or performance improvement plans
2. Handover Checklist: Detailed list of items and responsibilities to be handed over
3. Company Property List: Inventory of company assets to be returned
4. Relevant Employment Contract Clauses: Excerpts of relevant clauses from employment contract regarding termination
5. Acknowledgment Form: Form for employee to acknowledge receipt of termination notice
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Banking and Financial Services
Technology
Healthcare
Construction
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Retail
Manufacturing
Education
Hospitality
Professional Services
Energy
Telecommunications
Transportation
Media and Entertainment
Government and Public Sector
Relevant Teams
Human Resources
Legal
Compliance
Employee Relations
Senior Management
Operations
Administration
Corporate Services
Relevant Roles
HR Manager
HR Director
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Employment Lawyer
HR Business Partner
HR Administrator
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Department Head
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Managing Director
CEO
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Employee Relations Manager
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