Working for the same organisation for more than a decade can create an expectation of stability, recognition, and fair treatment.
However, employment relationships can sometimes change unexpectedly.
What happens when a long-serving employee is suddenly suspended and dismissed for alleged misconduct?
What happens when the employee denies the allegations and believes that the dismissal was based on events they could not have been involved in?
A recent case handled by J&B LAW highlights how disputes involving wrongful dismissal, Article 44 of the UAE Labour Law, unpaid employment benefits, sick leave, notice period compensation, and end-of-service gratuity can create serious financial and professional consequences for employees.
When More Than Ten Years of Service Ends Unexpectedly
One of our clients had worked within the Hilton Group for more than ten years.
Through years of professional experience and career development, the client eventually progressed to the position of Executive Chef at a leading hotel in Dubai.
The client had been employed at the Dubai property since July 2021.
Their employment contract included various benefits and entitlements, including:
- Salary and allowances
- Notice period protections
- End-of-service gratuity
- Employment-related benefits
- Other contractual entitlements
After years of service, the client expected the employment relationship to continue in accordance with the terms of the contract and applicable UAE labour regulations.
Unfortunately, the situation changed unexpectedly in early 2026.
What Happened During the International Assignment?
In late 2025, the client was assigned to an international taskforce project in Oman.
The assignment was made under an official agreement, and the client was required to assist another Hilton property.
However, during the assignment, the client suffered an unfortunate accident that resulted in a serious nose bone fracture.
The injury required urgent surgery in India.
Because of the medical situation, the assignment was shortened.
The client informed the management and submitted the relevant medical documentation.
After the surgery, the client remained away from work while recovering on medical leave.
Only a few weeks later, the employment situation changed dramatically.
The Suspension and Sudden Termination
On 17 February 2026, the client was suspended pending an internal investigation.
Two days later, on 19 February 2026, the client received a termination letter.
The employer alleged that the client had been involved in financial irregularities connected with the Food & Beverage Department.
The termination relied on Article 44 of the UAE Labour Law, which allows dismissal without notice in specific circumstances involving serious misconduct.
The client strongly denied the allegations.
For the client, the central question was straightforward:
How could they have been involved in alleged financial activities that were outside their responsibilities and, according to the available timeline, may have occurred while they were outside Dubai?
Why the Client Disputed the Allegations
As an Executive Chef, the client’s responsibilities were connected primarily to kitchen operations.
These responsibilities included:
- Food production
- Food quality control
- Kitchen management
- Staff supervision
- Culinary operations
According to the client’s position, they did not have responsibility for:
- Financial postings
- Revenue allocation
- Banquet billing
- Accounting activities
- Financial approvals
- Management of financial transactions
These functions were handled by other departments, including the Finance and Food & Beverage teams.
The client also maintained that they did not have the necessary system access or authority to approve or manage the financial transactions referred to in the allegations.
This became an important part of the dispute.
Why the Timeline of Events Became Important
Another major issue involved the timing of the alleged misconduct.
During the period in which the alleged financial irregularities were said to have occurred, the client was either:
- Officially assigned to Oman, or
- Recovering from surgery in India on medically certified leave
The client was therefore not physically present in Dubai during significant parts of the relevant period.
This raised further questions regarding the allegations and whether the client could reasonably have participated in the activities described by the employer.
The client also stated that no previous:
- Written warnings
- Disciplinary notices
- Formal allegations
- Documented performance concerns
had been issued before the suspension and termination.
The dispute was therefore not simply about losing a job.
It also involved questions concerning the investigation process, the application of Article 44, and whether the circumstances justified an immediate dismissal without notice.
What Is Article 44 of the UAE Labour Law?
Article 44 of the UAE Labour Law allows an employer to dismiss an employee without notice in certain specific situations.
However, the application of this provision can become a serious legal issue when the employee disputes the alleged misconduct or believes that the employer did not have sufficient grounds for immediate dismissal.
The appropriate legal position depends on several factors, including:
- The nature of the allegations
- The employee’s actual responsibilities
- The available evidence
- The investigation conducted by the employer
- The circumstances surrounding the alleged misconduct
- The procedures followed before dismissal
In this case, the client disputed both the allegations and the application of Article 44.
The Dispute Did Not End With the Termination
Following the dismissal, further concerns arose regarding the client’s employment benefits and financial entitlements.
Several amounts were either disputed, allegedly withheld, or believed to have been incorrectly calculated.
These included:
- Outstanding salary
- Employment allowances
- Taskforce incentive payments
- Employment-related expense reimbursements
- Sick leave payments
- Notice period compensation
- End-of-service gratuity
The client also alleged that salary had been deducted during a period of medically certified leave following surgery.
Another concern involved health insurance, which was allegedly cancelled while the client continued to hold a valid UAE visa.
For a long-serving employee, these issues can create significant financial uncertainty.
The situation therefore developed into a broader employment dispute involving both the termination itself and the financial consequences that followed.
Why the Taskforce Incentive Became Part of the Dispute
The client’s assignment to Oman was carried out under an official taskforce arrangement.
According to the client’s position, the assignment included an agreed incentive.
However, after the employment relationship ended, this payment also became disputed.
The issue therefore involved more than the employee’s regular salary.
It also concerned whether payments connected with the international assignment remained payable under the relevant agreements and circumstances.
Long-Service Recognition and Employment Benefits
After working with the Hilton Group for more than ten years, the client also expected to receive long-service recognition benefits under the applicable company policy.
While symbolic recognition was acknowledged, the client believed that the expected monetary component of the recognition had not been provided.
This added another issue to the dispute.
For long-serving employees, company policies and employment benefits can become important when determining what payments or recognition may be available at the end of an employment relationship.
The exact entitlement may depend on the applicable employment contract, company policies, service history, and the circumstances of the termination.
What Was the Main Legal Concern?
The client approached J&B LAW after facing a combination of professional, financial, and reputational concerns.
The case involved more than a disagreement over a termination letter.
Based on the documents and information available, the concerns included:
- The application of Article 44 of the UAE Labour Law
- The circumstances surrounding the internal investigation
- The client’s denial of the alleged misconduct
- The client’s role and actual responsibilities
- The timing of the alleged events
- The client’s absence from Dubai during relevant periods
- Outstanding salary and allowances
- Sick leave payments
- Taskforce incentives
- Notice period compensation
- End-of-service gratuity
- Other contractual and employment-related benefits
The employment contract, internal communications, medical records, assignment documents, and other available evidence were reviewed to establish a clearer picture of the dispute.
Why Documentation Can Be Important in an Employment Dispute
Employment disputes often depend heavily on the available evidence.
When an employee disputes the reasons for dismissal or believes that employment benefits have been withheld, proper documentation can become important.
Relevant documents may include:
- Employment contracts
- Salary records
- Payslips
- Termination letters
- Suspension notices
- Emails and internal communications
- Medical certificates
- Sick leave records
- Travel and assignment documents
- Taskforce agreements
- Expense records
- Employment policies
- Records relating to gratuity and final settlements
Each document can help establish a different part of the employment relationship.
Together, they may help create a clearer timeline of what happened before, during, and after the termination.
What Legal Remedies Were Considered?
The legal strategy focused on examining all amounts and remedies that may be available based on the circumstances of the case.
The claims considered included:
- Compensation relating to the disputed dismissal
- Payment in lieu of the contractual notice period
- Recovery of unpaid salary
- Recovery of outstanding allowances
- Payment of the taskforce incentive
- Recognition of applicable sick leave payments
- Reimbursement of employment-related expenses
- Proper calculation of end-of-service gratuity
- Recovery of other contractual benefits
Based on the client’s calculations and the available claims, the total value of the dispute exceeded AED 185,000.
The final amount recoverable, however, depends on the evidence, contractual terms, applicable UAE laws, and the outcome of the legal proceedings.
What Employees Can Learn From This Case
This case highlights several important considerations for employees working in Dubai and across the UAE.
Understand Your Employment Contract
An employment contract can contain important information regarding:
- Salary
- Allowances
- Notice periods
- Leave entitlements
- Gratuity
- Incentives
- Other employment benefits
Employees should keep a copy of their contract and any documents that amend or supplement its terms.
Keep Records of Important Communications
Emails, messages, warning letters, investigation notices, and termination documents can help establish a timeline.
If an employee is involved in an employment dispute, written communication may become important when reviewing what was said and when certain actions took place.
Maintain Medical and Leave Documentation
Where an employee is absent because of illness, injury, or surgery, maintaining proper medical records can be particularly important.
This may include:
- Medical certificates
- Hospital records
- Surgery reports
- Approved leave records
- Communication with the employer
These documents may help establish the employee’s location and circumstances during a particular period.
Understand the Reason for Termination
Employees should carefully review the reason provided in a termination letter.
Where an employer relies on a specific legal provision, the facts and circumstances surrounding the dismissal may need to be examined carefully.
Review the Final Settlement Carefully
A final settlement may involve several different components.
These can include salary, allowances, leave payments, gratuity, incentives, reimbursements, and other contractual benefits.
Employees should ensure that they understand how these amounts have been calculated before accepting that the final settlement is complete.
Moving Forward After a Disputed Dismissal
For this client, the dispute began with a sudden suspension and termination.
However, the matter developed into a broader concern involving the alleged misconduct, the application of Article 44, medical leave, contractual benefits, unpaid amounts, and end-of-service entitlements.
The case focused on several important areas:
Employment Role → Alleged Misconduct → Investigation → Article 44 Termination → Medical and Assignment Records → Financial Entitlements → Legal Remedies
The immediate objective was to examine whether the dismissal and the withholding or calculation of employment benefits were consistent with the available evidence, contractual obligations, and applicable UAE employment laws.
The broader objective was to establish what amounts and remedies may lawfully be available to the client.
Frequently Asked Questions
1. Can an employer terminate an employee immediately under Article 44 of the UAE Labour Law?
Article 44 allows dismissal without notice in certain specific circumstances. Whether it applies in a particular case depends on the facts, the alleged misconduct, the available evidence, and the circumstances surrounding the dismissal.
2. What can an employee do if they believe they were wrongfully dismissed in the UAE?
The available options depend on the circumstances of the case. Reviewing the employment contract, termination letter, communications, and supporting evidence can help determine whether further legal action or a labour claim may be appropriate.
3. Can an employee claim unpaid salary and other benefits after termination?
Depending on the employment contract, applicable law, and the circumstances of the termination, an employee may have claims relating to unpaid salary, allowances, leave payments, gratuity, incentives, or other contractual benefits.
4. What documents are important in a wrongful dismissal dispute?
Useful documents may include the employment contract, termination letter, salary records, emails, investigation notices, medical records, leave documents, and any other evidence relevant to the employee’s role and the events leading to dismissal.
5. Can sick leave affect an employment dispute?
Medical leave can become relevant where the timing of an employee’s absence is connected to the events being investigated or disputed. Medical certificates and other supporting records may help establish the employee’s circumstances during the relevant period.
6. What if an employee believes their end-of-service gratuity has been calculated incorrectly?
The calculation should be reviewed based on the employee’s service period, salary, applicable contractual terms, and relevant UAE labour regulations. If there is a dispute, supporting employment and salary records may be important.
7. Can an employee challenge allegations of misconduct?
An employee who disputes allegations may need to review the evidence, their job responsibilities, relevant communications, and the circumstances surrounding the investigation and dismissal. The appropriate legal options will depend on the facts of the individual case.
Conclusion: When an Employment Dispute Involves More Than a Termination
A dismissal can have consequences that extend far beyond the loss of a job.
For a long-serving employee, it may involve financial uncertainty, reputational concerns, disputed benefits, and questions about whether the termination process was fair.
This case demonstrates how an employment dispute can involve several connected issues:
Dismissal → Alleged Misconduct → Article 44 → Medical Leave → Notice Period → Salary and Allowances → Gratuity → Contractual Benefits
For this client, the issue was not limited to challenging the circumstances of the termination.
It also involved examining the financial and contractual consequences that followed.
Employees facing disputed dismissals, unpaid salaries, withheld benefits, incorrect gratuity calculations, or concerns regarding workplace investigations should keep proper documentation and understand the legal options that may be available based on their individual circumstances.
At J&B LAW, we assist employees in understanding their legal options when disputes arise concerning employment contracts, wrongful dismissal, unpaid employment benefits, workplace investigations, and other employment-related disputes in the UAE.
Disclaimer: This article is for general informational purposes only and does not constitute legal advice. The rights, remedies, and procedures available in employment disputes depend on the specific circumstances of each case, the contractual terms involved, and applicable UAE laws and procedures.
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