Employment Contracts & HR Documentation Advisory

Overview

Since February 2022, all private-sector employment in the UAE mainland must be documented under fixed-term contracts registered with MOHRE. Poorly drafted contracts are the leading cause of labor disputes, inspection failures, and unexpected end-of-service liabilities.

Contract Types We Draft & Review

Full-time contracts, part-time contracts, temporary work contracts, flexible working arrangements, remote work agreements, and job-sharing models — each with the correct MOHRE offer letter format, probation clauses, notice periods, and end-of-service provisions.

• Job Title, Duties & Work Location: Clear designation, responsibilities, and workplace definition matching the MOHRE work-permit classification.
• Compensation Structure: Basic salary vs. allowances split — critical because gratuity is calculated on basic salary only.
• Probation & Notice Periods: Probation capped at 6 months with statutory notice rules for both employer and employee.
• Leave & Working Hours: Annual leave (30 days after one year), sick leave, maternity/paternity entitlements, and weekly rest provisions.
• NDAs & Non-Compete Clauses: Enforceable confidentiality and post-termination restriction clauses within the limits of Article 10.

Common Contract Mistakes We Fix

Issues we most frequently correct during contract audits:

• Unlimited-term legacy contracts never converted to the mandatory fixed-term format.
• Salary structures that inflate allowances and create hidden gratuity exposure.
• Non-compete clauses drafted too broadly to be enforceable under UAE law.