According to the provisions of the UAE law on domestic workers and the subsequent cabinet resolution, unilateral termination of an employment contract by one party is possible if the other party violates the duties outlined in Articles 11 and 12 of the UAE Law on Domestic Workers.
Article 11 of this Law establishes the employer's obligations, including timely payment of agreed wages, provision of proper housing and medical care, and respectful treatment of the worker. In turn, Article 12 obligates the worker to perform the agreed work with due care, follow lawful instructions from the employer, and take good care of the employer's property.
Thus, if the domestic worker does not perform the agreed duties properly or violates other requirements of Article 12 of the UAE Law on Domestic Workers, the employer may consider terminating the employment contract based on Article 20(1) of this Law, provided that the established facts and procedures are followed.
Furthermore, Article 20(2) of the UAE Law on Domestic Workers stipulates that if the employer terminates the agreement for a reason not attributable to the worker, they must provide the worker with a ticket back to their home country and pay any other amounts due to the worker.
In case of a dispute between the employer and the domestic worker, the matter can be referred to the Ministry of Human Resources and Emiratisation (MOHRE) for resolution in accordance with existing procedures, pursuant to Article 13(1) of Cabinet Resolution No. 106 of 2022.
Based on the above provisions, termination of the employment contract before expiry is possible if there is a valid reason. Before taking such a step, it is recommended to document performance complaints, review the employment contract, settle all outstanding wage debts and other due payments, and complete the procedures for canceling the work permit and residency sponsorship. Costs for the return trip must be regulated in accordance with Article 20 of the UAE Law on Domestic Workers.