UAE Employment Contract Checklist

Since Feb 2022, all UAE contracts must be limited-term (fixed-term), maximum 3 years, renewable. Unlimited contracts are no longer issued.

UAE Labour Law Article 8

The contract should clearly state the start date and the duration (e.g., 2 years). Renewal terms should also be mentioned.

UAE Labour Law Article 8

Ensure your job title, role, and responsibilities are accurately described. This protects you from being assigned unrelated duties.

Your primary work location should be stated. If the employer can transfer you to another emirate or location, the terms should be clear.

The Arabic version is the legally binding document in UAE courts. Ensure both versions match. If you don't read Arabic, get it translated by a certified translator.

Your employment contract must be registered with the Ministry of Human Resources and Emiratisation (MOHRE). Ask for the MOHRE contract number.

UAE Labour Law Article 6

Basic salary is the foundation for calculating gratuity, overtime, and leave encashment. It should be specified in AED, not a foreign currency.

UAE Labour Law Article 22

Housing allowance is a major part of UAE packages. Confirm whether it's cash (included in salary) or company-provided accommodation.

Transport allowance may be a fixed monthly amount, a company car, or fuel reimbursement. Get the exact terms in writing.

UAE law requires monthly salary payment through the Wage Protection System (WPS). Payment must be made within the first month after the due date.

UAE Labour Law Article 22

If a performance bonus, 13th month salary, or commission was discussed, ensure it's written in the contract with clear criteria.

Overtime must be paid at 125% for regular overtime and 150% for night/rest day work. Ensure the contract doesn't waive your overtime rights.

UAE Labour Law Article 19

While not legally required, many companies include an annual review clause. This is good to have but not a deal-breaker.

UAE law mandates 30 calendar days of paid annual leave after 1 year of service. Some companies offer more. Confirm the exact number.

UAE Labour Law Article 29

Employers must provide health insurance. Check: who's covered (you only, or family too?), coverage limits, network (which hospitals), and any waiting periods.

You're entitled to 90 days sick leave per year: first 15 days full pay, next 30 days half pay, remaining 45 days unpaid. Check if your employer offers better terms.

UAE Labour Law Article 31

Maternity leave: 60 days (45 full pay + 15 half pay). Paternity leave: 5 working days within 6 months of birth. Check if employer offers enhanced leave.

UAE Labour Law Articles 30, 32

Many UAE contracts include annual return flights to your home country. Confirm: frequency, who's covered, class of travel, and whether it's cash or booking.

Some companies provide school fee assistance for children. Check the annual limit, qualifying schools, and number of children covered.

Gratuity is a legal right: 21 days' basic salary per year for first 5 years, 30 days per year after that. Maximum total: 2 years' salary.

UAE Labour Law Article 51

Probation cannot exceed 6 months. During probation, either party can terminate with 14 days' written notice. Probation cannot be extended or repeated.

UAE Labour Law Article 9

Minimum notice period is 30 days, but can be up to 90 days. Both parties must give the same notice period. This affects your ability to leave.

UAE Labour Law Article 43

If you resign before the contract ends, you may owe compensation (up to 3 months' salary or remaining contract value, whichever is less). Understand these terms.

UAE Labour Law Article 45

Non-compete clauses are enforceable in the UAE if reasonable (max 2 years, limited scope and geography). Read carefully — this affects your next job.

UAE Labour Law Article 10

The contract should not include vague or overly broad termination-for-cause clauses. Know the legal grounds under Article 44.

UAE Labour Law Article 44

Your employer must sponsor your work visa and Emirates ID. All costs should be borne by the employer, not deducted from your salary.

UAE Labour Law Article 6

It is illegal for employers to charge employees for visa costs, recruitment fees, or work permit expenses. Report any such deductions to MOHRE.

UAE Labour Law Article 6

If you earn above AED 4,000/month (or AED 3,000 + accommodation), you can sponsor family members. Confirm if the employer assists with this.

Your employer cannot confiscate or retain your passport. This is illegal under UAE law. If this happens, report it to MOHRE immediately.

UAE Labour Law Article 13

Standard working hours are 8 hours/day or 48 hours/week. During Ramadan, working hours are reduced by 2 hours. Some industries have different rules.

UAE Labour Law Article 17

Employees are entitled to at least one rest day per week, typically Friday. The contract should specify your rest days.

UAE Labour Law Article 21

If remote or hybrid work was discussed, ensure the terms are in the contract: which days, equipment provision, and internet allowance.

If the role involves travel, confirm: frequency, destinations, per diem rates, flight class, and whether travel days count as working days.

Any deduction from salary for recruitment, visa, or work permit costs is illegal. This is a major red flag — report to MOHRE if requested.

UAE Labour Law Article 6

Some unscrupulous employers ask you to sign an undated resignation letter. This is illegal and gives the employer power to 'terminate' you at will.

Early termination compensation cannot exceed 3 months' gross salary or the remaining contract period, whichever is less. Anything beyond this is unreasonable.

UAE Labour Law Article 45

Any contract clause that waives your rights under UAE Labour Law is void and unenforceable, even if you sign it. Know your rights.

UAE Labour Law Article 4

Compare the official MOHRE contract with your offer letter. Some employers issue a lower salary on the MOHRE contract — this is a serious red flag.