Employment Contract Draft

Draft the terms of a UAE mainland employment contract under Federal Decree-Law No. 33 of 2021 before they are entered into the MOHRE contract. Every term is checked against the law as you type; a term that conflicts with it blocks the draft.

Employer

Employer (establishment) nameEmployer address

MOHRE establishment numberTrade licence number

Signatory nameSignatory title

Employee

Employee full name

NationalityDate of birth

Optional

Passport or Emirates ID numberQualification

Job and term

Job titlePlace of work

Work modelEach model has its own MOHRE contract form (Implementing Regulation, Article 10(4)).

Start date

End date

The contract is for a fixed term, renewable by agreement (Article 8(3)).

Probation (months)At most 6 months; 0 for no probation (Article 9(1)).

Working hours and rest

Working hours a dayAt most 8 (Article 17(1)).Working hours a weekAt most 48 (Article 17(1)).

Paid rest days a weekAt least 1 (Article 21).Rest daysOptional

Monthly wage (AED)

Basic wageHousing allowance

Transport allowanceOther allowances

Leave and notice

Annual leave (days a year)At least 30 (Article 29(1)(a)); part-time: in proportion to the hours, at least 5 working days.Notice period (days)The same for both parties, from 30 to 90 days (Article 43(1)).

Non-compete

Include a non-compete clause?Only where the work gives access to clients or trade secrets (Article 10(1)).

The draft is issued in English. The MOHRE contract itself is concluded in Arabic, with another language beside it, and the Arabic text prevails (Article 66(2)).

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* A draft of contract terms, not legal advice and not the employment contract. The contract registered through MOHRE prevails over it, and no term of it can reduce a statutory right (Article 65). Mainland private sector only. The employment contract, the law that actually applies (the DIFC and ADGM free zones have their own employment laws) and any decision of MOHRE or a court prevail over this template — check it with MOHRE or a qualified adviser before you issue it.

Legal basis

Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations — Arts. 6(4), 7(1), 8, 9, 10, 13(2), 16(4)–(5), 17, 18, 19, 21, 22, 25(1), 28(1), 29, 30–32, 42–45, 51–54, 65, 66(2)
Cabinet Resolution No. 1 of 2022 (Implementing Regulation of the Labour Law) — Arts. 5(1), 10, 12, 15(2), 16(1), 18, 19
Ministerial Resolution No. 340 of 2026 Concerning the Wage Protection System — Arts. 1(1)–(2)

Last reviewed: 2026-09-25

No term conflicts with the law

The terms you entered meet the limits the contract checker applies. The clauses of the draft restate the rest of the statutory rights.

Check this draft in the contract checkerOpens the contract checker with these terms filled in — no names, no wage.
Estimate the end-of-service benefit

Preview · the document is in English

DRAFT — for agreement before entry into the MOHRE employment contract

Employment Contract — Draft Terms

Prepared under Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations (the “Decree-Law”) and Cabinet Resolution No. 1 of 2022 on its implementation (the “Implementing Regulation”), for an establishment in the UAE mainland private sector registered with MOHRE. Articles cited without a name are articles of the Decree-Law.

1. Status of This Draft and the MOHRE Contract

Legal basis: Decree-Law, Articles 8(1) and 66(2); Implementing Regulation, Articles 10(2) and 10(4)

The binding employment contract between the parties is the one issued and registered through the Ministry of Human Resources and Emiratisation (MOHRE) on its official form for the agreed work model. This document is a draft of the terms the parties agree to enter into that contract; it does not replace it.

The parties may add clauses to the MOHRE contract form only if they agree with the Decree-Law, the Implementing Regulation and the Legal Regulations (Implementing Regulation, Article 10(2)). A term of this draft kept as an annex to the MOHRE contract applies only on that condition.

If this draft and the MOHRE contract differ, the MOHRE contract prevails.

This draft is in English. The MOHRE contract is concluded in Arabic, with another language the Employee understands beside it; where the two differ, the Arabic text prevails (Decree-Law, Article 66(2)).

2. Statutory Rights Prevail

Legal basis: Decree-Law, Article 65(1) and (3)

The rights set out in the Decree-Law are the minimum rights of the Employee, and they do not prejudice any right more beneficial to the Employee under other legislation, an agreement or the employment contract (Decree-Law, Article 65(1)).

No term of this draft reduces a right that the Decree-Law, the Implementing Regulation or the resolutions issued for their implementation give the Employee. A term that contradicts them is void unless it is more beneficial to the Employee, and any discharge, settlement or waiver of the Employee’s rights under the Decree-Law that contradicts it is void (Decree-Law, Article 65(3)).

3. Parties

Legal basis: Implementing Regulation, Article 10(1)

Employer: [Employer name]; represented by [Employer signatory name], [Employer signatory title] (the “Employer”).

Employee: [Employee name]; nationality: [Employee nationality] (the “Employee”).

4. Position, Place of Work and Work Model

Legal basis: Decree-Law, Article 7(1)(a); Implementing Regulation, Article 10(1) and 10(4)(a)

The Employee is employed as [Job title]. Place of work: [Place of work].

The Employee works full time: for one employer for full daily working hours throughout the working days (Decree-Law, Article 7(1)(a)).

The MOHRE contract is to be concluded on the Full-time employment contract form (Implementing Regulation, Article 10(4)(a)).

5. Term

Legal basis: Decree-Law, Article 8(3)–(5)

The employment starts on [start date]. This contract is concluded for a fixed term ending on [end date], renewable by agreement of both parties (Decree-Law, Article 8(3)).

An extension or renewal is added to the original term in calculating the Employee’s continuous service (Decree-Law, Article 8(4)). If both parties continue to perform the contract after its term expires without an express agreement, it is implicitly extended on the same conditions (Decree-Law, Article 8(5)).

6. Probation

Legal basis: Decree-Law, Article 9(1)–(5)

The first 6 months from the start of work are a probationary period, which may not exceed six months (Decree-Law, Article 9(1)). The Employee may not be placed on probation more than once with the Employer, and the probationary period counts within the term of service (Decree-Law, Article 9(2)).

During probation the Employer may terminate the Employee’s service by written notice given at least 14 days before the termination date (Decree-Law, Article 9(1)). The Employee may terminate the contract to move to another employer in the UAE by written notice of not less than one month (Decree-Law, Article 9(3)), or to leave the UAE by written notice of not less than 14 days (Decree-Law, Article 9(4)).

A party that terminates without observing this notice pays the other compensation equal to the Employee’s wage for the notice period or its remaining part (Decree-Law, Article 9(5)).

7. Working Hours and Overtime

Legal basis: Decree-Law, Articles 17(1), 18 and 19(1)–(3); Implementing Regulation, Article 15(2)

Normal working hours are 8 hours a day and 48 hours a week. Normal working hours may not exceed eight hours a day or 48 hours a week (Decree-Law, Article 17(1)).

The Employee may not work more than five consecutive hours without a break or breaks totalling at least one hour, which are not counted in the working hours (Decree-Law, Article 18). During the holy month of Ramadan, normal working hours are reduced by two hours (Implementing Regulation, Article 15(2)).

The Employer may require overtime of not more than two hours a day, and total working hours may not exceed 144 hours every three weeks (Decree-Law, Article 19(1)). Overtime is paid at the wage for normal working hours calculated on the basic wage plus at least 25%, and plus at least 50% for overtime between 10 pm and 4 am, except for shift workers (Decree-Law, Article 19(2)–(3)).

8. Weekly Rest and Public Holidays

Legal basis: Decree-Law, Articles 19(4)–(5), 21 and 28(1)

The Employee is entitled to 1 paid rest day a week, and in any case to a paid weekend of not less than one day (Decree-Law, Article 21).

If the Employee works on a rest day, the Employee receives another day off or is paid the wage for that day plus at least 50% of the basic wage for that day (Decree-Law, Article 19(4)); the Employee may not be required to work more than two consecutive rest days, except for day workers (Decree-Law, Article 19(5)).

The Employee is entitled to official days off with full pay on the public holidays defined by resolution of the Cabinet (Decree-Law, Article 28(1)).

9. Wage

Legal basis: Decree-Law, Articles 22(1), 22(3) and 25(1); Implementing Regulation, Article 16(1); Ministerial Resolution No. 340 of 2026, Article 1(1)–(2)

The Employee’s monthly wage is AED 0, made up of a basic wage of AED 0 (Decree-Law, Article 22(1)).

The wage is paid in UAE dirhams (Decree-Law, Article 22(3)), through the Wage Protection System approved by MOHRE (Ministerial Resolution No. 340 of 2026, Article 1(2); Implementing Regulation, Article 16(1)(b)). The wage for each month is due on the first day of the following Gregorian month, and any payment after that date is a delay in wage payment (Ministerial Resolution No. 340 of 2026, Article 1(1)).

No amount is deducted or withheld from the wage except in the cases of Article 25(1) of the Decree-Law.

10. Annual Leave and Other Leave

Legal basis: Decree-Law, Articles 29(1) and 30–32; Implementing Regulation, Article 19

The Employee is entitled to 30 days of annual leave with full wage for each year of service, and not less than 30 days (Decree-Law, Article 29(1)(a)); where service is more than six months and less than a year, to two days for each month (Decree-Law, Article 29(1)(b)); and to leave for the parts of the last year of service if it ends before the leave is used (Decree-Law, Article 29(1)(c)).

The Employee may carry forward not more than half of the annual leave to the following year, or agree with the Employer to receive a cash allowance in lieu of it; when the service ends, the balance of the leave due is paid in cash on the basic wage (Implementing Regulation, Article 19).

Maternity leave, sick leave and the other leaves of Articles 30 to 32 of the Decree-Law apply as the Decree-Law provides.

11. Termination and Notice

Legal basis: Decree-Law, Articles 42, 43(1)–(3) and (5), 44 and 45

The contract ends only in the cases set out in Article 42 of the Decree-Law, including the written agreement of both parties, the expiry of its term unless it is extended or renewed, and the wish of either party subject to the notice below.

Either party may terminate the contract for a legitimate reason by written notice of 30 days, the notice period agreed for both parties. The Decree-Law requires the notice period agreed in the contract to be not less than 30 and not more than 90 days (Article 43(1)), and the same for both parties unless a difference serves the interests of the Employee (Article 43(2)).

The contract remains valid during the notice period; the Employee receives the full wage for it and works during it if the Employer so requests (Decree-Law, Article 43(2)). A party that does not observe the notice period pays the other a notice period allowance equal to the Employee’s wage for the full notice period or its remaining part (Decree-Law, Article 43(3)).

Where the Employer terminates the contract, the Employee may be absent one working day a week without pay during the notice period to look for another job, naming the day at least three days in advance (Decree-Law, Article 43(5)).

The Employer may dismiss the Employee without notice only in the cases of Article 44 of the Decree-Law, and the Employee may leave work without notice only in the cases of Article 45.

12. End-of-Service Benefits

Legal basis: Decree-Law, Articles 51, 52 and 53

At the end of service the Employee receives the end-of-service benefits the Decree-Law provides. This clause restates them for reference and does not change them.

A full-time foreign worker who has completed one year or more of continuous service receives the basic wage of 21 days for each of the first five years of service and of 30 days for each further year, and a proportionate amount for parts of a year, calculated on the last basic wage, the total not exceeding two years’ wage (Decree-Law, Article 51(2), (3), (5) and (6)). A UAE national’s benefits follow the pensions and social security legislation (Article 51(1)); workers under other work models are covered by Article 52, and an alternative scheme approved by the Cabinet applies where the Employer has joined it (Article 51(8)).

The Employer pays the Employee’s wages and all other entitlements within 14 days of the end of the contract (Decree-Law, Article 53).

13. Non-Competition

Legal basis: Decree-Law, Article 10

The Employee is not bound by any non-competition obligation after the contract ends.

14. Confidentiality

Legal basis: Decree-Law, Articles 16(4)–(5) and 44(5)

The Employee keeps confidential the information and data to which the Employee has access by virtue of the work, does not disclose the work’s secrets, and returns the items in the Employee’s custody to the Employer at the end of service (Decree-Law, Article 16(4)). The Employee does not keep original papers or hard or soft copies of documents related to work secrets without the permission of the Employer or its representative (Decree-Law, Article 16(5)).

Disclosing a work secret related to industrial or intellectual property that results in losses to the Employer, a missed opportunity or a personal benefit for the Employee is a case in which the Employer may dismiss the Employee without notice (Decree-Law, Article 44(5)).

15. Recruitment Costs and Official Documents

Legal basis: Decree-Law, Articles 6(4) and 13(2)

The Employer bears the fees and costs of recruiting and employing the Employee and does not charge them to the Employee or collect them from the Employee, directly or indirectly (Decree-Law, Article 6(4)).

The Employer does not withhold the Employee’s official documents or force the Employee to leave the UAE at the end of the employment relationship (Decree-Law, Article 13(2)).

16. Governing Law and Disputes

Legal basis: Decree-Law, Articles 54(1)–(4) and 54(9), as amended by Federal Decree-Law No. 9 of 2024

This contract is governed by the Decree-Law, the Implementing Regulation and the resolutions issued for their implementation.

A dispute between the parties is first submitted to MOHRE to be settled amicably (Decree-Law, Article 54(1)). MOHRE may decide finally a claim of not more than AED 50,000, and a claim that a party has not complied with an amicable settlement decision whatever its value, subject to review by the competent court as Article 54(3) provides; other disputes MOHRE refers to the competent court (Decree-Law, Article 54(2) and (4)).

No claim for a right arising under the Decree-Law is heard after two years from the date the employment relationship ends (Decree-Law, Article 54(9)).

For the Employer — [Employer name]

Name: [Employer signatory name]

Title: [Employer signatory title]

Signature:

Date:

The Employee

Name: [Employee name]

Signature:

Date:

This page drafts the terms of an employment contract for a private-sector employer on the UAE mainland, under Federal Decree-Law No. 33 of 2021 and its Implementing Regulation, Cabinet Resolution No. 1 of 2022. It is a draft of the terms the employer and the employee agree before they are entered into the contract issued and registered through MOHRE — not a replacement for it. If the two differ, the MOHRE contract prevails, and no term of the draft can reduce a right the law gives the employee. Every term is checked against the law as you type, by the same rules as the contract checker; a term that conflicts with the law blocks the draft until it is changed. The document has sixteen numbered clauses, each citing its articles, and signature blocks for both parties.

What the Draft Contains

Status and precedence. The binding contract is the one issued and registered through MOHRE on the official form for the work model (Cabinet Resolution No. 1 of 2022, Article 10(4)). The parties may add clauses to that form only if they agree with the Decree-Law, the Implementing Regulation and the Legal Regulations (Article 10(2)); the draft says so, and says that the MOHRE contract prevails.

Statutory rights prevail. The rights in the Decree-Law are the employee’s minimum (Article 65(1)); a term that contradicts them is void unless it is more beneficial to the employee, and so is any waiver of them (Article 65(3)).

Parties, position and work model. The employer and the employee as the Implementing Regulation lists them (Article 10(1)), the job, the place of work and one of the work models of Article 7 and Article 5 of the Implementing Regulation: full time, part time, temporary, flexible, remote or job sharing.

Term and probation. A fixed term, renewable by agreement (Article 8(3)); a probation of at most six months, once only, ended by the employer with at least 14 days’ written notice (Article 9).

Hours, rest and wage. At most 8 hours a day and 48 a week (Article 17(1)), overtime at the Article 19 rates, at least one paid rest day (Article 21), and the wage in dirhams through the Wage Protection System, due by the first day of the following month (Ministerial Resolution No. 340 of 2026, Article 1).

Leave, notice and end of service. At least 30 days of annual leave (Article 29(1)(a)), a notice period of 30 to 90 days, the same for both parties (Article 43), end-of-service benefits as Articles 51 to 53 provide, and payment of all dues within 14 days (Article 53).

Non-compete, confidentiality and disputes. An optional non-compete within the limits of Article 10 and Article 12 of the Implementing Regulation; the employee’s duty of confidentiality (Article 16(4)–(5)); recruitment costs borne by the employer and documents never withheld (Articles 6(4) and 13(2)); disputes first to MOHRE (Article 54, as amended in 2024).

How the Terms Are Checked

The draft has no legal rules of its own. Its terms are described to the contract checker exactly as a signed contract would be, and the checker’s verdicts are shown beside the form: probation, notice, hours, rest days, annual leave and the non-compete.

Conflicts with the law: a term that breaks a limit the law states — a nine-month probation, a 20-day notice period, 21 days of annual leave. The draft cannot be generated, on the page or by our server, until the term is changed; the finding quotes the article.

Check: a term the law allows only on a condition the page cannot see, such as whether the employee’s work really gives access to clients or trade secrets for a non-compete. The draft can be generated; the finding says what to confirm.

The terms the clauses state themselves — overtime paid at the statutory rates, the wage in dirhams by the first of the month, recruitment costs borne by the employer, documents not withheld — are statutory, so the draft always meets them. The “check this draft” link opens the contract checker with the same terms, and no names or wage, filled in.

Scope and Limits

Mainland private sector only. The draft does not cover free zones — the DIFC and ADGM have their own employment laws, and JAFZA and other free zones are outside this tool — nor government employees, the armed forces, police and security, or domestic workers, whom Article 3(2) excludes from the Decree-Law.

The MOHRE contract prevails. The draft is the terms to agree before they are entered into the MOHRE contract, or an annex to it on the condition of Article 10(2) of the Implementing Regulation. It is not registered anywhere and does not replace the MOHRE contract.

English only. The generated document is English in every language of this site. The MOHRE contract is concluded in Arabic, with another language beside it, and the Arabic text prevails (Article 66(2)).

What the draft cannot know: the establishment’s by-laws, a collective agreement, an Emiratisation or pension rule for a UAE national, or a later MOHRE decision. Each can change what applies. Check the final terms with MOHRE or a licensed legal consultant.

Worked Examples

What the page does with these terms:

Full time, 6 months’ probation, 8 hours a day, 30 days’ leave, 30 days’ notice

every term within the limits (Articles 9(1), 17(1), 29(1)(a), 43(1))

= no conflict; the PDF or DOCX draft is generated

Probation of 9 months

9 > 6 months (Article 9(1))

= conflicts with the law; the draft is blocked

Notice period of 20 days for both parties

20 < 30 days (Article 43(1))

= conflicts with the law; the draft is blocked

Part time, 4 days of annual leave a year

4 < 5 working days (Article 29(2); Implementing Regulation, Article 18)

= conflicts with the law; the draft is blocked

Non-compete of 12 months, place and type of work named

12 ≤ 24 months (Article 10(1))

= allowed; whether the employee’s work justifies it is “check”

Frequently Asked Questions

Is this draft the employment contract?

No. The binding contract of a mainland employee is the one issued and registered through MOHRE on its official form (Cabinet Resolution No. 1 of 2022, Article 10(4)). This draft is the terms to agree before they are entered there. If the draft and the MOHRE contract differ, the MOHRE contract prevails.

Can we add our own clauses to the MOHRE contract?

Yes, on a condition: the parties may add new clauses to the approved contract forms provided they agree with the Decree-Law, the Implementing Regulation and the Legal Regulations (Cabinet Resolution No. 1 of 2022, Article 10(2)). MOHRE’s own guidance says appendices may be added in a way that does not conflict with the law.

Can a contract term take away a right the Labour Law gives?

No. The rights in the Decree-Law are the employee’s minimum (Article 65(1)); a term that contradicts them is void unless it is more beneficial to the employee, and any waiver of them is void too (Article 65(3)). The draft says so in its second clause.

Is there a maximum length for a fixed-term contract?

Not any more. Article 8(3) requires a specified term, renewable by agreement; the three-year maximum of the original text was removed by Federal Decree-Law No. 14 of 2022.

Can the notice period be different for the employer and the employee?

The notice period agreed in the contract is 30 to 90 days (Article 43(1)) and the same for both parties unless the difference serves the employee (Article 43(2)). The draft states one period for both parties.

In which language is the contract?

The MOHRE contract is concluded in Arabic, with another language the employee understands beside it, and the Arabic text prevails (Article 66(2)). This draft is in English.

Does this work for a DIFC, ADGM or JAFZA employer, or for a domestic worker?

No. The DIFC and ADGM have their own employment laws, other free zones such as JAFZA are outside this tool, and domestic workers are covered by a separate law. The draft covers the mainland private sector under Decree-Law No. 33 of 2021.

Sources

Last reviewed: 2026-09-25

What the Draft Contains

How the Terms Are Checked

Scope and Limits

Worked Examples

Full time, 6 months’ probation, 8 hours a day, 30 days’ leave, 30 days’ notice

Probation of 9 months

Notice period of 20 days for both parties

Part time, 4 days of annual leave a year

Non-compete of 12 months, place and type of work named

Frequently Asked Questions

Is this draft the employment contract?

Can we add our own clauses to the MOHRE contract?

Can a contract term take away a right the Labour Law gives?

Is there a maximum length for a fixed-term contract?

Can the notice period be different for the employer and the employee?

In which language is the contract?

Does this work for a DIFC, ADGM or JAFZA employer, or for a domestic worker?

Sources

Disclaimer