Employment contract template (GCC, Arabic & English) (Word & PDF)

Use the exact legal name from the commercial registration. In Saudi Arabia the unified model must contain the employer's name and location and the worker's name, nationality, identity and address.^[1]

Saudi Labor Law, Art. 38: the employer may not employ a worker in an occupation other than the one recorded in the work permit. The type and place of work are mandatory fields of the unified model.^[1]

• Saudi Arabia: a non-Saudi's contract must be written and fixed-term; if no term is stated, the term is one year from the actual start (Art. 37). A contract with a renewal clause becomes indefinite after three consecutive renewals or four years, whichever is less (Art. 55).^[1]
• UAE: the contract is fixed-term and may be renewed (Art. 8).^[4][11]
• Delete the option that doesn't apply.

• Saudi Arabia: the probation period must be stated expressly in the contract with a clear duration, and the total may not exceed 180 days (Art. 53).^[1][10]
• UAE: no more than six months, and termination during probation requires written notice (Art. 9).^[4][11]
• See Schedules A and B.

Statutory minimums aren't reproduced here on purpose. Check the current law and regulations for the country.

In Saudi Arabia the agreed wage, including benefits and allowances, is a mandatory field of the unified model, and the end-of-service award is calculated on the last wage (Art. 84).^[1] In the UAE the gratuity is calculated on the basic wage (Art. 51).^[4][13] Split the basic wage and the allowances clearly.

In Saudi Arabia, Qiwa is linked with GOSI.^[2] Contribution rates aren't stated here; check them with the competent authority.

In Saudi Arabia each party's basic rights and obligations are a field of the unified model.^[1]

In Saudi Arabia a post-employment confidentiality covenant must be written and limited in time, place and type of work, and may not exceed two years after the relationship ends (Art. 83).^[1]

Saudi Arabia (Art. 83) and the UAE (Art. 10): a non-compete clause must be limited in time, place and type of work, and may not exceed two years after the contract ends.^[1][4][11] Keep it narrow.

• Saudi Arabia, indefinite contract with a monthly wage: written notice of at least 30 days from the worker and 60 days from the employer (Art. 75). A resignation is deemed accepted after 30 days without a reply (Art. 79 bis).^[1]
• UAE: the agreed notice period is at least 30 days and no more than 90 days (Art. 43).^[4][12]

Don't hard-code a formula in the body. Schedules A and B give the statutory basis.^[1][4][13] See also end-of-service gratuity in our glossary.

Saudi Arabia: Personal Data Protection Law, regulator SDAIA.^[17] UAE: Federal Decree-Law No. 45 of 2021 on personal data protection.^[18] See our GCC data-protection guide.

Before relying on this clause, check whether the country requires a complaint to the labour authority before a claim reaches the courts. Don't promise arbitration.

• Arabic prevails in Saudi Arabia where a foreign language is also used (Art. 9).^[1]
• Arabic is required in Bahrain (Art. 19)^[8] and Oman.^[9]
• Copies: two in Saudi Arabia,^[1] two in the UAE,^[4] three in Qatar,^[7] two in Bahrain^[8] and two in Oman.^[9]

Qiwa in Saudi Arabia,^[2][3] MOHRE in the UAE.^[5][6] In Saudi Arabia the parties may add clauses that don't conflict with the Law, its Regulations and implementing decisions.^[1] We haven't confirmed whether Qiwa or MOHRE accept free-text extra clauses; check on the platform before relying on them.