StepHire HR Consultants is a licensed Human Resources Consultancies firm based in Dubai, UAE. We provide transparent, end-to-end HR advisory for UAE employers — from contracts and policies to MOHRE compliance.
By StepHire HR Consultants Editorial Team · Published 1 July 2026 · Last reviewed July 2026
Hiring in the UAE? Every employment relationship is governed by Federal Decree-Law No. 33 of 2021 and its executive regulations, and every mainland employee must be on a MOHRE-registered limited-term contract. Getting the structure right before you issue an offer letter saves you from disputes later. Here is your step-by-step roadmap.
Since February 2022, all private-sector mainland contracts are limited-term (maximum 3 years, renewable). Beyond that, the law recognises full-time, part-time, temporary, flexible, remote, and job-sharing work models. Pick the model that matches the actual working arrangement — the registered contract must reflect reality, not convenience.
The offer letter, the MOHRE-registered contract, and your internal HR records must tell the same story on job title, salary breakdown, working hours, and probation terms. Discrepancies between what you promised and what is registered are one of the most common triggers in labour disputes.
Review your contract templates at least once a year — MOHRE guidance and ministerial resolutions evolve, and clauses that were compliant at issuance can drift out of alignment.
We review and draft employment contract templates, align offer letters with registered terms, and flag clauses that carry dispute risk. See our Employment Contracts service page or .
