Legal Advice Request - Employment Transition Dispute (UAE)
Jurisdiction: Abu Dhabi, UAE
Sector: Healthcare (Government-affiliated entity)
Employee Status: UAE National
Background
I am a UAE national physician employed by a major government-affiliated healthcare organization in Abu Dhabi. I have served for 7 years and hold a specialist position.
The Situation
I submitted my resignation in mid-August 2025 with 92 days notice (contract requires 30 days minimum)
My notice period ended in mid-November 2025
I have a confirmed job offer from another UAE healthcare facility waiting for me to join
Despite the notice period ending, I am still working and my release has not been processed
My DOH medical license has not been cancelled, which prevents the new employer from registering me
Pattern of HR Obstruction (Why I Resigned)
Blocked salary increment: When I submitted my resignation, a retention increment was promised and approved by department leadership and CMO. HR blocked it citing "revenue issues" - a justification that was demonstrably false.
Deleted performance evaluations: HR then claimed my evaluations were "incomplete." Upon investigation, I discovered HR had deleted my performance evaluations from the system. My inquiries remain unanswered.
Career ceiling: After blocking the increment, I was told I've reached "maximum allowable remuneration" with no career progression possible.
Key Contract Provision: Article 10 states that if the employer does not respond to a resignation within 30 days, it is deemed automatically accepted. My resignation was submitted in August; the 30-day automatic acceptance was triggered in September.
Current Obstruction
A directive was issued on November 25, 2025 (13 days AFTER my contract termination date) stating "notice periods must not be waived under any circumstances"
This directive is being applied to me retroactively despite my employment having legally ended
My license cancellation and clearance are being delayed
I continue to work in good faith while my transition is blocked
⚠️ URGENT: Every day of delay increases the risk of losing my job offer at the new facility. I have a family depending on me and cannot afford an employment gap.
The Jurisdictional Problem
I have approached multiple government entities seeking assistance:
MOHRE (Ministry of Human Resources): Informed me my employer is not under their jurisdiction
TAMM Platform: Told me to go back to employer management directly
FAHR (Federal Authority for HR): Informed me they do not oversee my employer's issues
It appears this employer operates outside any government oversight regarding employee disputes. I do not know where to turn.
What I Am Seeking
Expedited release / clearance
DOH license cancellation (to enable new employer registration)
Final settlement per Federal Decree-Law No. 9 of 2024 (14-day requirement)
Experience certificate
Relevant Legal Framework
Federal Decree-Law No. 33 of 2021 (UAE Labour Law)
Federal Decree-Law No. 9 of 2024 (Amendments - 14-day settlement requirement)
Employment Contract Article 10 (30-day automatic acceptance)
Questions for Legal Counsel
Given the contract's automatic acceptance clause, is my employment legally terminated as of mid-November 2025?
Can the employer retroactively apply a directive issued after my termination date?
Which authority has jurisdiction over employee disputes with this type of government-affiliated healthcare entity?
What legal remedies are available to compel the employer to process my release and license cancellation?
Does the 14-day final settlement requirement under FDL 9/2024 apply to my situation?
Can I file a complaint with Abu Dhabi courts directly? What is the process?
As a UAE national, are there additional protections or channels available to me?
Note: Details have been anonymized for confidentiality. I can provide full documentation including employment contract, resignation email, HR correspondence, and directive dated November 25, 2025 upon engagement.
I am seeking an amicable resolution but need to understand my legal options given the employer's non-cooperation and the jurisdictional gap I've encountered.
Jurisdiction: Abu Dhabi, UAE
Sector: Healthcare (Government-affiliated entity)
Employee Status: UAE National
Background
I am a UAE national physician employed by a major government-affiliated healthcare organization in Abu Dhabi. I have served for 7 years and hold a specialist position.
The Situation
I submitted my resignation in mid-August 2025 with 92 days notice (contract requires 30 days minimum)
My notice period ended in mid-November 2025
I have a confirmed job offer from another UAE healthcare facility waiting for me to join
Despite the notice period ending, I am still working and my release has not been processed
My DOH medical license has not been cancelled, which prevents the new employer from registering me
Pattern of HR Obstruction (Why I Resigned)
Blocked salary increment: When I submitted my resignation, a retention increment was promised and approved by department leadership and CMO. HR blocked it citing "revenue issues" - a justification that was demonstrably false.
Deleted performance evaluations: HR then claimed my evaluations were "incomplete." Upon investigation, I discovered HR had deleted my performance evaluations from the system. My inquiries remain unanswered.
Career ceiling: After blocking the increment, I was told I've reached "maximum allowable remuneration" with no career progression possible.
Key Contract Provision: Article 10 states that if the employer does not respond to a resignation within 30 days, it is deemed automatically accepted. My resignation was submitted in August; the 30-day automatic acceptance was triggered in September.
Current Obstruction
A directive was issued on November 25, 2025 (13 days AFTER my contract termination date) stating "notice periods must not be waived under any circumstances"
This directive is being applied to me retroactively despite my employment having legally ended
My license cancellation and clearance are being delayed
I continue to work in good faith while my transition is blocked
⚠️ URGENT: Every day of delay increases the risk of losing my job offer at the new facility. I have a family depending on me and cannot afford an employment gap.
The Jurisdictional Problem
I have approached multiple government entities seeking assistance:
MOHRE (Ministry of Human Resources): Informed me my employer is not under their jurisdiction
TAMM Platform: Told me to go back to employer management directly
FAHR (Federal Authority for HR): Informed me they do not oversee my employer's issues
It appears this employer operates outside any government oversight regarding employee disputes. I do not know where to turn.
What I Am Seeking
Expedited release / clearance
DOH license cancellation (to enable new employer registration)
Final settlement per Federal Decree-Law No. 9 of 2024 (14-day requirement)
Experience certificate
Relevant Legal Framework
Federal Decree-Law No. 33 of 2021 (UAE Labour Law)
Federal Decree-Law No. 9 of 2024 (Amendments - 14-day settlement requirement)
Employment Contract Article 10 (30-day automatic acceptance)
Questions for Legal Counsel
Given the contract's automatic acceptance clause, is my employment legally terminated as of mid-November 2025?
Can the employer retroactively apply a directive issued after my termination date?
Which authority has jurisdiction over employee disputes with this type of government-affiliated healthcare entity?
What legal remedies are available to compel the employer to process my release and license cancellation?
Does the 14-day final settlement requirement under FDL 9/2024 apply to my situation?
Can I file a complaint with Abu Dhabi courts directly? What is the process?
As a UAE national, are there additional protections or channels available to me?
Note: Details have been anonymized for confidentiality. I can provide full documentation including employment contract, resignation email, HR correspondence, and directive dated November 25, 2025 upon engagement.
I am seeking an amicable resolution but need to understand my legal options given the employer's non-cooperation and the jurisdictional gap I've encountered.
Lawyer Answers
Rashid Deemas Alsuwaidi Advocate and Legal Consultants
Dec 3, 2025
Dec 3, 2025
Best Answer
You are dealing with a government-affiliated healthcare entity in Abu Dhabi (likely SEHA, or another quasi-government provider).
\nThese entities usually fall under
\nAbu Dhabi Judicial Department (ADJD)
\nLabour Court (Civil) handles disputes for:
\n- \n
- \n
Semi-government entities
\n \n - \n
Government-owned companies
\n \n - \n
Healthcare corporations incorporated under Abu Dhabi law
\n \n
Not MOHRE
\nMOHRE is not applicable for most Abu Dhabi government entities.
\nNot FAHR
\nGovernment-owned companies do not fall under FAHR regulations unless explicitly stated.
\nNot TAMM
\nTAMM only guides; it does not enforce.
\nSecondary
\nDepartment of Health – Abu Dhabi (DOH)
\nYou can file a complaint for:
\n- \n
- \n
License obstruction
\n \n - \n
Administrative delays affecting patient safety
\n \n - \n
Abuse of employer control over licensing
\n \n
DOH has an Employer Misconduct / Licensing Manipulation complaint pathway.
\n
HHS Lawyers And Legal Consultants
Feb 23, 2026
Feb 23, 2026
Based on the facts you shared, your situation involves a government-affiliated healthcare employer, which places it outside standard MOHRE jurisdiction and under Abu Dhabi public-sector and health regulatory frameworks. The delay in release and license cancellation is a serious professional and regulatory issue. 1. Has your employment legally ended? If your contract clearly states that resignation is deemed accepted after 30 days without response, and you served more than the required notice (92 days vs. 30 days), there is a strong legal argument that your employment terminated upon completion of the notice period. Continuing to work in good faith does not automatically extend the contract unless you signed a new agreement. 2. Can a directive be applied retroactively? Policies or directives issued after your termination date generally cannot be applied retroactively to alter vested contractual rights. If the directive was issued after your notice period ended, its enforceability against you may be legally questionable. 3. Which authority has jurisdiction? For government-affiliated healthcare entities in Abu Dhabi, disputes may fall under the entity’s internal grievance or legal affairs department; the supervising government authority or health authority; Department of Health (DOH Abu Dhabi) regarding professional licensing; Abu Dhabi Administrative Court for public-sector employment disputes. 4. License cancellation & release obstruction Your employer’s delay in cancelling or transferring your DOH license may be challenged. You may submit a complaint directly to DOH if the employer is obstructing license transfer or clearance. 5. Final settlement timeline (FDL No. 9 of 2024 amendments) The 14-day settlement rule generally applies once employment ends. If your termination date has passed, unjustified delay in final settlement and clearance may be challenged legally. 6. Legal remedies available Formal legal notice demanding release, clearance, and settlement; Complaint to DOH regarding license obstruction; Filing a case before the Abu Dhabi Administrative Court; Claim for damages if obstruction causes loss of employment opportunity. 7. Additional protections as a UAE national As a UAE national physician, your case may receive priority review through government grievance channels and professional regulatory bodies. Practical next step: Send a formal legal notice requesting immediate release, DOH license action, and settlement within a defined deadline. This often triggers compliance without litigation. HHS Lawyers can review your contract, coordinate with DOH and the employer, and take urgent legal action to secure your release and protect your new employment opportunity. You can also claim a free 15-minute consultation with our expert by sending your enquiry on WhatsApp.
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