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UAE employment contract (Word & PDF)
UAE employment contract in Arabic: عقد عمل إماراتي / عقد عمل — a mainland private-sector contract registered with MOHRE. Fixed-term under Article 8. Not DIFC or ADGM, and not a Qiwa contract.
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For HR teams and counsel hiring a private-sector employee on the UAE mainland. The file covers the parties, the wage, the term, probation, notice and the end-of-service award under Federal Decree-Law No. 33 of 2021. Agree the terms here, then enter them with the Ministry of Human Resources and Emiratisation. It is not a Qiwa form and not a DIFC or ADGM contract.
Sources: 13 official sourcesNot legal advice
What this template includes
Register the official contract with MOHRE
- MOHRE employment contracts(https://www.mohre.gov.ae/en/services/issuancerenewal-of-employment-contracts-2022)
- UAE employment contracts: duration and models(https://u.ae/en/information-and-services/jobs/Sector-of-employment/employment-in-the-private-sector/employment-contracts-duration-and-models-in-the-private-sector)
- Federal Decree-Law No. 33 of 2021(https://www.mohre.gov.ae/assets/download/dcafb8f4/Federal%20Decree-Law%20No.%2033%20of%202021%20Regarding%20the%20Regulation%20of%20Employment%20Relationship%20and%20its%20amendments.pdf.aspx)
A free bilingual checklist for a mainland UAE private-sector employment contract. Agree the terms here, then enter them on the MOHRE form. The contract is fixed-term and may be renewed (Article 8 of Federal Decree-Law No. 33 of 2021).[1][4] It does not cover DIFC or ADGM, which have their own employment laws.[8][9] For the definition, see employment contract. This is general information, not legal advice.
When the UAE employment draft is the right file
Use this page for a private-sector hire on the UAE mainland. Federal Decree-Law No. 33 of 2021 governs the relationship. The contract is written in two copies, on the forms set by the Implementing Regulation and approved by the Ministry of Human Resources and Emiratisation (MOHRE). It is fixed-term and may be renewed.[1][4][7] MOHRE issues and renews employment contracts through its electronic service.[2] The signed job offer is registered with MOHRE and becomes the binding contract.[3]
- Fill in the [placeholders]: parties, job, start date, term, basic wage and allowances, notice.
- Split the basic wage from the allowances. The gratuity in Article 51 is calculated on the basic wage.[1][6]
- Enter the agreed terms on the MOHRE form. This file does not replace the registered contract.[2][3]
- Out of scope: the public sector, domestic workers, DIFC, ADGM, and a Saudi Qiwa contract.
Notice, probation and gratuity on the mainland
Notice (Article 43): either party may end the contract for a legitimate reason if the other is notified in writing. The period agreed in the contract is not less than thirty days and not more than ninety days, the same for both parties unless a difference serves the worker’s interests.[1][5][10] During probation, Article 9 applies instead of Article 43: the employer must give at least fourteen days’ written notice; a worker moving to another employer in the State must give at least one month; a foreign worker leaving the State must give at least fourteen days.[1][4]
Gratuity (Article 51): a full-time foreign worker, after one year of continuous service, is entitled to 21 days’ basic wage for each of the first five years and 30 days for each year after that. Allowances are out. Nothing is due under one year. The total cannot exceed two years’ wage. Payment of wages and the gratuity is due within 14 days.[1][6][11] UAE nationals take their benefit under the pensions legislation, not the 21/30-day scale. DIFC and ADGM have their own employment laws. This template is mainland MOHRE-aware. Those free-zone laws are under review beyond naming that they are separate.[8][9]
The template
UAE employment contract
A mainland private-sector checklist for the UAE: parties, job, term, wage, notice and gratuity. The contract documented with MOHRE is the binding one. It is not a DIFC or ADGM contract and not a Qiwa contract. Replace every [placeholder].
This contract is made on [date] at [city] between: (1) [Employer name], [legal form], commercial registration no. [●], address [●], represented by [name, capacity] (the “Employer”); and (2) [Employee name], nationality [●], ID/residence/passport no. [●], address [●] (the “Employee”).
Drafting note
Use the exact legal name from the commercial registration. The decree-law does not apply to federal or local government employees, the armed forces, the police and security, or domestic workers (Article 3).[1][7]
The Employee is employed as [job title] in [department], at [work location in the UAE mainland]. The Employee reports to [title].
The Employee starts on [date]. This contract is fixed-term for [●] months/years from the start date, and may be renewed (Article 8).[1][4]
Option: the Employee is on probation for [●] days from the start date, not more than six months. During probation, Article 9 applies: the Employer gives at least fourteen days’ written notice; a worker moving to another employer in the State gives at least one month; a foreign worker leaving the State gives at least fourteen days.[1][4]
Basic monthly wage: [amount, currency]. Allowances: housing [●], transport [●], other [●]. The wage is paid monthly by bank transfer to the Employee's account.
The Employee performs the work diligently, follows lawful instructions, and protects the Employer's property. The Employer provides the agreed work, pays the wage on time, and provides a safe workplace.
Either party may end this contract for a legitimate reason by written notice. The notice period is [●] days, not less than thirty days and not more than ninety days, the same for both parties unless a difference serves the Employee’s interests (Article 43).[1][5][10]
Drafting note
During probation, Article 9 applies instead of Article 43. See notice period and the notice-period guide.
On termination, a full-time foreign worker who has completed one year of continuous service is entitled to the gratuity under Article 51: 21 days’ basic wage for each of the first five years and 30 days for each later year, on the last basic wage, excluding allowances. Nothing is due under one year. The total cannot exceed two years’ wage. Payment of wages and the gratuity is due within 14 days.[1][6][11] UAE nationals take their benefit under the pensions legislation, not the 21/30-day scale.
Drafting note
Do not hard-code a different formula. See end-of-service gratuity, the gratuity guide and the end-of-service calculator. After the relationship ends, the release is the final settlement and release.
The parties shall document this contract with MOHRE. If this document and the registered contract conflict, the registered contract prevails.[2][3] Arabic and English, with Arabic prevailing unless the official form says otherwise. Signed in two copies.
Employer: name [●] · title [●] · signature [●] · date [●]
Employee: name [●] · signature [●] · date [●]
Drafting note
This is a starting point. Have it reviewed by a lawyer licensed in the relevant jurisdiction before you use it. A Saudi hire uses the Saudi employment contract.
UAE mainland notes
Federal Decree-Law No. 33 of 2021 regarding the regulation of employment relations, as amended.[1][10]
| Item | What the text states |
|---|---|
| Scope | The private sector. Federal and local government employees, the armed forces, police and security, and domestic workers are excluded (Article 3).[1][7] |
| Form | Written in two copies on the forms approved by MOHRE (Article 8). The registered contract is binding.[1][2][3] |
| Term | Fixed-term, renewable (Article 8).[1][4] |
| Probation | No more than six months. Termination during probation: employer at least 14 days; worker moving to another UAE employer at least one month; foreign worker leaving the State at least 14 days (Article 9).[1][4] |
| Notice | At least 30 days and no more than 90 days, the same for both parties unless a difference serves the worker (Article 43).[1][5][10] |
| Gratuity (full-time foreign worker) | After one year: 21 days’ basic wage for each of the first five years, then 30 days; allowances out; nothing under one year; cap two years’ wage; pay within 14 days (Article 51).[1][6][11] |
| UAE nationals | Pensions legislation, not the 21/30-day scale.[6] |
DIFC, ADGM and Saudi Arabia
These regimes are not this template.[8][9][13]
| Place | What to do |
|---|---|
| DIFC | Own employment law (DIFC Law No. 2 of 2019). Under review beyond that name.[9] |
| ADGM | Own employment regime through the Employment Affairs Office. Under review beyond that name.[8] |
| Saudi Arabia | Document the contract on Qiwa. Use the Saudi employment contract.[13][12] |