Key takeaways
- The UAE probation period for a private sector employee is capped at six months from the date work starts, under Article 9 of Federal Decree-Law No. 33 of 2021, and u.ae states it can't be extended.
- A UAE employer ending a contract during probation must give 14 days' prior written notice, according to u.ae (checked 22 October 2026).
- A UAE employee who resigns during probation to join another UAE employer must give at least one month's written notice, while an employee leaving the country gives 14 days, according to u.ae.
- A new UAE employer that hires a worker mid-probation owes the previous employer the worker's recruitment cost unless the two employers agree otherwise.
- UAE end-of-service gratuity requires more than one year of service under Article 51, so a worker who leaves during probation doesn't earn it.
- Skipping notice has a price: the party at fault pays the other an amount equal to salary for the notice period, and MOHRE's published guidance also mentions a one-year bar on a new work permit in some cases.
How long can a probation period last in the UAE?
A probation period in the UAE private sector can't exceed six months, and it runs from the day the employee starts work. The parties can agree a shorter period, and u.ae states the period can't be extended for another term.
The six months is a ceiling, not a default. The Executive Regulations (Cabinet Resolution No. 1 of 2022) list the probation period as something the contract states "if available", so the length that binds you is the one written in the offer letter or contract. If the contract says three months, that's your limit.
This article covers private sector employment regulated by MOHRE. Free zones with their own employment laws, such as DIFC and ADGM, can set different rules, so check with the zone authority if your licence sits there.
Can an employer terminate an employee during probation?
Yes. An employer can end the contract for any reason during probation, but must give 14 days' prior written notice, according to u.ae and MOHRE's published summary of Article 9.
The notice has to be written and has to land before the termination date. Say a SHAMS trading company decides in month three that a new sales hire isn't working out: it sends written notice on the 1st and the contract can end on the 15th at the earliest, with salary paid up to that date.
What notice must an employee give when resigning during probation?
It depends on where the employee is going. An employee moving to another UAE employer gives at least one month's written notice; an employee leaving the UAE gives 14 days.
| Situation | Who gives notice | Minimum notice | Source |
|---|---|---|---|
| Employer ends the contract during probation | Employer | 14 days, in writing | u.ae; MOHRE summary of Article 9 |
| Employee resigns to take another job in the UAE | Employee | One month, in writing (or as the contract specifies) | u.ae; MOHRE summary of Article 9 |
| Employee resigns to leave the UAE | Employee | 14 days, in writing | u.ae |
| New employer hires the worker mid-probation | New employer | Pays the previous employer's recruitment cost unless agreed otherwise | u.ae |
Figures as of 22 October 2026. If the worker returns to the UAE on a new work permit within three months of leaving, u.ae says the new employer pays the previous employer's recruitment cost unless the two agree otherwise.
What happens if notice isn't given?
The party that skips notice pays the other an amount equal to salary for the notice period, or for the part of it not worked, whichever is less, according to MOHRE's published summary of Article 9. So an employer can pay in lieu instead of making someone work out the notice, and an employee can do the same.
MOHRE's summary adds a second consequence for employees: a worker who ends the contract without notice and doesn't work the notice period can be barred from a new work permit for one year from leaving the country, unless the original employer approves otherwise. The u.ae probation page doesn't mention this bar, so confirm the current position with MOHRE before anyone relies on it in either direction.
Does an employee get gratuity or face a non-compete after leaving during probation?
Not gratuity: end-of-service gratuity needs more than one year of service under Article 51, so someone who leaves in the first six months has no gratuity claim. They're still owed unpaid salary and any accrued entitlements up to the last day.
Non-competes are limited too. Under Article 12(5)(b) of the Executive Regulations, a worker is exempt from the non-compete clause if the contract ends during the probation period. That matters for a company worried about a departing hire joining a competitor: the clause is unlikely to help you in this window.
6 months: maximum probation period for a UAE private sector employee, counted from the day work starts. Source: Federal Decree-Law No. 33 of 2021, Article 9, via MOHRE and u.ae, checked 22 October 2026.
What most guides don't tell you
The clock starts when work starts, not when the visa is issued. MOHRE's summary says probation begins on the date work commences. A hire who signs in January, gets a visa in February and starts in March has a probation that ends six months after March at the latest.
The two notice periods aren't symmetrical. An employer needs 14 days; an employee moving to a competitor needs a month. If you're the employer, plan the handover around the longer period, and if a candidate is leaving a UAE job in probation, expect the current employer to ask for the recruitment cost from you.
Check the contract before you check the law. Because the Executive Regulations treat probation as contract content, a missing or vague clause is where disputes start. Write the length, the notice terms and the termination procedure in the contract. If you'd rather not track probation end dates by hand, the free UAE compliance calendar lists your company's deadlines for you.
Sources differ on the work permit bar. The u.ae probation page is silent on it; MOHRE's published summary is not. Treat the one-year bar as a live risk, not a certainty, and get the MOHRE position in writing for a specific case.
Which deadlines apply to your company?
Probation end dates, visa renewals and licence renewals all fall on different days, and missing one costs money. The free UAE compliance calendar is a calendar of your company's UAE tax and compliance deadlines, personalised from a few questions, as a PDF and calendar file.
Frequently asked questions
How do I issue an employment contract that complies with UAE labour law?
Put the probation period, notice terms and termination procedure in writing in the contract, because the Executive Regulations (Cabinet Resolution No. 1 of 2022) list them as contract content. Keep the probation within the six month limit in Article 9 of Federal Decree-Law No. 33 of 2021.
How much notice does an employee need to give in the UAE?
During probation, u.ae says an employee moving to another UAE employer gives at least one month's written notice, and one leaving the country gives 14 days. After probation, the notice period is whatever the contract sets, and MOHRE says the parties may agree 30, 60 or 90 days.
What types of work permits exist in the UAE?
MOHRE issues several permit types, including full-time and part-time work permits. Which one applies depends on the contract model, so check the permit category on MOHRE's services before hiring.
Can I hire a part-time employee in the UAE?
Yes, the UAE labour framework allows part-time and other flexible work models, each with its own permit. Check the permit category and the Executive Regulations before you issue a part-time contract, because some end-of-service rules differ by model.
How do I hire someone who is already on another company's visa?
The new employer applies for a new work permit and, under u.ae, compensates the previous employer's recruitment cost unless the two agree otherwise. If the worker is still in probation, the worker also owes the current employer the notice described above.
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
- u.ae: Employment contracts, duration and models in the private sector
- MOHRE: Federal Decree-Law No. 33 of 2021 (published English Q&A summary, covering Articles 9, 43 and 51)
- UAE Legislation portal: Cabinet Resolution No. 1 of 2022 (Executive Regulations), Articles 10 and 12
Last checked: 22 October 2026
This is general information, not tax or legal advice for your specific situation.