Key takeaways
- A UAE private-sector employment contract has to follow Federal Decree-Law No. 33 of 2021 and its Executive Regulation (Cabinet Resolution No. 1 of 2022), and the contract must be on a template approved in the Ministry of Human Resources and Emiratisation (MOHRE) system.
- Under Federal Decree-Law No. 33 of 2021, an employer must keep two copies of the contract, one for each side, and the contract must run for a definite, renewable period.
- A UAE employer can set a probation period of up to six months, only once with the same worker, and must give 14 days' written notice to end employment during probation (as of October 2026).
- The notice period in a UAE employment contract must be between 30 and 90 days, and the contract itself must state it.
- Once the offer letter and contract are signed, a UAE employer can't change or replace their provisions without the employee's consent, and any change must stay within the law.
- Free zone and financial centre companies can fall under different employment rules, so a Dubai or Sharjah free zone employer should confirm which regime governs its staff before issuing a contract.
What must a UAE employment contract include?
A UAE employment contract must contain the employer's name and address, the worker's identifying details, the job, the pay, the term, the working time and leave, the probation period if any, and the notice period. The Executive Regulation sets these items out in Article 10(1) of Cabinet Resolution No. 1 of 2022.
| Contract item | What the Executive Regulation expects |
|---|---|
| Employer | Name and address |
| Worker | Name, nationality, date of birth, proof of identity, qualifications |
| Job | Occupation or job title |
| Term | Contract duration and start date |
| Wage | Agreed wage |
| Working time | Working hours, rest days, annual leave |
| Probation | Probation period, if one applies |
| Termination | Notice period and termination procedures |
The Regulation lists these as the principal items, so a contract can add more. Parties may add new clauses to the Ministry's approved template as long as they comply with the Decree-Law, the Regulation and other legal rules. A clause that contradicts the law doesn't become valid because both sides signed it.
Which contract type applies to my employee?
The contract type has to match how the person actually works. The Executive Regulation names full-time, part-time, temporary, flexible, remote and employment-sharing contracts, plus any other template the Minister specifies, and the contract must follow the template MOHRE approves for that model.
So a part-time analyst and a full-time accountant don't get the same form. If you later change the work model, the Regulation requires approval from both employer and worker, settlement of all dues arising from the first contract, and compliance with Ministry procedures. Don't just change the hours and keep the old paperwork.
Do I need a fixed-term or an unlimited contract?
Issue a fixed-term contract: Federal Decree-Law No. 33 of 2021 requires the contract to be for a definite period, renewable by agreement. Unlimited contracts signed under the earlier law (Federal Law No. 8 of 1980) had to be converted to fixed-term within one year of the new law's effective date, 2 February 2022, according to the official UAE government portal (u.ae).
| Question | Rule | Source |
|---|---|---|
| Can the term be renewed or extended? | Yes, for a similar or shorter period | u.ae |
| What if both sides keep working after expiry with no renewal? | The contract is treated as renewed on its original terms | u.ae |
| Does a renewal count towards end-of-service benefits? | Yes, extensions and renewals count | u.ae |
| Is there a maximum term? | Not stated in the Executive Regulation text we checked; a law firm alert reports Federal Decree-Law No. 14 of 2022 removed the original three-year cap | Cabinet Resolution No. 1 of 2022; DLA Piper |
Some older guides still say a fixed term can't exceed three years. Treat that with care and check the current text before you cap a contract at three years or rely on a longer one.
What should the probation, notice and non-compete clauses say?
Probation can't exceed six months, can't be extended, and can only be used once with the same employer. Notice from either party must be in writing and fall between 30 and 90 days. Non-compete clauses are allowed if limited by time, place and type of work, for a maximum of two years after the contract ends.
| Clause | Rule | Source |
|---|---|---|
| Probation length | Up to 6 months, not extendable | u.ae; Decree-Law 33 of 2021, Article 9 |
| Probation count | Only once with the same employer | Decree-Law 33 of 2021, Article 9 |
| Employer ending employment in probation | 14 days' written notice | u.ae; Article 9 |
| Employee leaving the UAE during probation | 14 days' written notice | u.ae |
| Employee changing jobs inside the UAE during probation | At least 1 month's written notice | u.ae |
| Notice period after probation | 30 to 90 days, set in the contract | Article 43(1) |
| Non-compete | Up to 2 years after contract end; limited in time, place, nature of work | Cabinet Resolution No. 1 of 2022, Article 12(1)(b); u.ae |
If you'd rather not track these dates by hand, the free UAE compliance calendar lists them for your company: a free calendar of your company's UAE tax and compliance deadlines, personalised from a few questions, as a PDF and calendar file.
How do I issue the contract, step by step?
You issue a contract by sending a job offer, getting it accepted, signing the contract on the approved template, and then moving to the work permit and visa. The u.ae portal describes the sequence as offer, signed contract, work permit, work visa.
- Choose the work model (full-time, part-time, temporary, flexible, remote or employment sharing) and the matching MOHRE template.
- Issue a written job offer that matches the terms you intend to put in the contract.
- Prepare the contract in the MOHRE system with the Article 10 items: parties, role, term, wage, hours, leave, probation, notice.
- Add any extra clauses (confidentiality, non-compete) that stay within the law.
- Make sure the contract is in Arabic; a second language can sit beside it if the worker understands it.
- Have both parties sign, and keep two copies, with one held by the employer.
- Apply for the work permit and then the visa through MOHRE or your free zone authority.
Use MOHRE's own service pages for the live steps and fees, because portal screens and charges change.
What most guides don't tell you
- The offer letter locks you in. The u.ae portal says that after signing, the employer isn't allowed to alter or replace any provisions of the offer letter, and changes need the employee's consent and must be within the law. So don't promise a salary or title in the offer that you plan to trim in the contract.
- Probation is a one-shot tool. Because a worker can't be placed on probation more than once with the same employer, a rehire or internal transfer isn't a fresh probation window. Plan your assessment of a new hire inside the first period.
- Changing the work model needs paperwork, not just a new schedule. Moving a person from full-time to part-time, say, requires both sides' approval and settlement of dues under the first contract before the new model starts.
- Your free zone may not follow the mainland template. Financial free zones such as DIFC and ADGM run their own employment rules, and other free zones issue permits through their own authority. Confirm which regime applies before you copy a mainland contract.
30 to 90 days: the range a UAE employment contract must set for the written notice period. Source: Federal Decree-Law No. 33 of 2021, Article 43(1), checked 21 October 2026.
Which deadlines apply to your company?
Contract dates, visa renewals and tax filings all land at different times of the year, and missing one costs money. The free UAE compliance calendar lists the deadlines that apply to your company, personalised from a few questions.
Frequently asked questions
How do I hire a part-time employee in the UAE?
Part-time work is a recognised work model under the Labour Law and its Executive Regulation, so the contract has to use the MOHRE-approved part-time template. MOHRE also runs a dedicated part-time work permit service, so check its current requirements before you start.
What types of work permits exist in the UAE?
The Executive Regulation names full-time, part-time, temporary, flexible, remote and employment-sharing work models, each with its own contract template. The exact permit categories and fees are listed on MOHRE's services pages, so check them there for your hire.
What is the probation period rule under UAE labour law?
Probation can't exceed six months, can't be extended, and can only be used once with the same employer. If the employer ends employment during probation, it must give 14 days' written notice.
How much notice does an employee need to give in the UAE?
After probation, the notice period is set in the contract and must be between 30 and 90 days. During probation, an employee leaving the UAE gives 14 days' written notice, and one changing jobs inside the UAE gives at least one month's written notice.
About Qawi · Qawi is a corporate services firm licensed in the Sharjah Media City (SHAMS) free zone, handling company formation, visas and PRO, bookkeeping, VAT and corporate tax for UAE businesses. Guides are researched from FTA, Ministry of Finance and free zone sources. Qawi on LinkedIn
Sources
- Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations (UAE Legislation portal)
- Cabinet Resolution No. 1 of 2022, Executive Regulation of the Labour Law (UAE Legislation portal)
- Employment contracts: duration and models in the private sector (u.ae)
- Job offers and the employment process (u.ae)
- MOHRE part-time work permit service
- DLA Piper: amendment removing the three-year cap on fixed-term contracts (interpretation only)
Last checked: 21 October 2026
This is general information, not tax or legal advice for your specific situation.