How cancel visa without notice period

An employment contract, whether limited or unlimited can be terminated without notice period by either party in accordance of the UAE Labour Law.
Either you are an Employer or an Employee:

Termination of contract without notice by the employer

An employer can terminate an employment contract without notice and deprive the employee of his end of service gratuity, if the latter:

• adopts a false identity or nationality or if he submits forged documents or certificates
• is appointed under a probationary period and dismissal occurred during or at the end of said period
• commits an error causing substantial material loss to the employer provided that the latter advises the labour department of the incident within 48 hours from having knowledge of the same
• violates instructions concerning safety of the place of business provided that such instructions are displayed in writing at conspicuous places or verbally informed to an illiterate employee
• fails to perform his basic duties under the employment contract and persists in violating them despite formal investigation with him in this respect and warning him of dismissal if the same is repeated
• divulges any secrets of the establishment where he is employed
• is awarded final judgement by the competent court in respect of an offence prejudicing honor, honesty or public morals
• during working hours, is found drunk or under the influence of prohibited drugs
• in the course of his work, commits an assault on the employer, the manager or any of his colleagues
• absents himself without lawful excuse for more than 20 intermittent days or for more than 7 successive days during one year.

Termination of contract without notice by the employee

An employee can terminate an employment contract without notice period if:

• the employer has failed to meet contractual or legal obligations towards the worker (for example, if he fails to pay wages for a period exceeding 60 days)
• the employee has filed a court complaint against an employer who has failed to secure employment of the worker (for example, in case of a business shutdown or if the business has been inactive for a period exceeding two months)
• the final ruling for a labour complaint referred to the labour court by MoHRE is in favor of the worker.