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Employment Contract Template (UAE)

What goes into a UAE employment contract before you issue the official MOHRE contract?

Prepare every term of a UAE employment contract — salary split, probation, notice, hours, leave and benefits — in English and Arabic. The official MOHRE contract is still required: this is a preparation draft to agree the terms before you issue it.

How the contract draft works

The draft follows the order of the UAE standard employment contract: the parties (with the MOHRE establishment number), job and place of work, a fixed term with start and end dates, the monthly salary split into basic and each allowance with the total in words, probation, notice, working hours and rest days, annual leave, benefits and gratuity, any extra agreed terms, the governing law and signatures. Probation, notice and leave wording comes from our labour-law library, which tracks Federal Decree-Law No. 33 of 2021. The first lines of the document say clearly that it is not the official contract, so nobody mistakes the draft for the MOHRE contract.

MOHRE: Ministry of Human Resources and Emiratisation — issues and registers private-sector contracts.
Fixed-term contract: A contract with a start and end date; the standard form in the UAE since 2022.
WPS: Wage Protection System — salaries must be paid through it.
Establishment number: The company's MOHRE file number.

UAE rules the draft uses

Term	Rule	Decree-Law 33/2021
Contract type	Fixed term, with start and end dates	Decree-Law 33/2021
Probation	Up to 6 months	Art 9
Notice during probation	Employer: 14 days · Employee leaving the UAE: 14 days · Employee joining another UAE employer: 30 days	Art 9
Notice after probation	30 to 90 days, as written in the contract	Art 43
Annual leave	30 days a year (2 days a month between 6 and 12 months' service)	Arts 29–32
Gratuity	Calculated on basic salary	Art 51
Salary payment	Monthly through the Wage Protection System (WPS)	—

From our labour-law library (sources below). Check MOHRE for changes before you sign.

Before you use it

The official MOHRE contract is required — this draft is preparation only and is not registered anywhere.
Make the MOHRE contract match this draft exactly: salary split, probation, notice and dates.
DIFC and ADGM employers follow their own employment laws; don't use this draft there.
This is a template, not legal advice. Take advice for non-compete, commission or unusual terms.

Data Sources

u.ae — Terminating employment contracts (2026-09-23)
u.ae — Types of leaves (private sector) (2026-09-23)
u.ae — End-of-service benefits (private sector) (2026-09-23)
u.ae — Working hours and overtime (2026-09-23)

The hiring paperwork, in order

1. Send the offer letter. 2. Agree the terms with this draft. 3. Issue the official MOHRE contract and the work permit. 4. Confirm with an appointment letter and work through the onboarding checklist. Set house rules once in an employee handbook. Hiring Emiratis? Check your quota with the Emiratisation calculator.

Frequently asked questions

Can I use this template instead of the MOHRE contract?

No. Private-sector employment contracts in the UAE mainland are issued through the Ministry of Human Resources and Emiratisation (MOHRE) and signed by both parties; that contract is the one the ministry and the courts enforce. This tool is a preparation draft: use it to agree every term with the employee, then make sure the official MOHRE contract matches it. Any extra terms you agree (for example, a non-solicitation clause) can be added in the MOHRE contract's additional terms where allowed.

What fields does a UAE employment contract need?

Employer details (establishment name, MOHRE establishment number, address), employee details (name as on the passport, nationality, passport number, date of birth), job title as on the work permit, place of work, start and end dates, the monthly salary split into basic and allowances, probation, notice period, working hours and rest days, annual leave, benefits and signatures. The draft collects all of them in the same order.

Are UAE employment contracts still 'unlimited'?

No. Under Federal Decree-Law No. 33 of 2021, private-sector contracts in the UAE are fixed-term, with a start and an end date, and can be renewed. The draft therefore asks for an end date.

How long can probation be in the UAE?

Up to 6 months. During probation the employer can end the contract with 14 days' written notice; an employee can resign with 14 days' notice to leave the UAE, or 30 days' notice to move to another UAE employer. The draft prints these rules when you enter a probation period.

What notice period should the contract state?

Between 30 and 90 days after probation — the contract must set a figure in that range, and it applies to both sides. The field accepts 30 to 90.

Why split basic salary from allowances?

Because UAE end-of-service gratuity is calculated on basic salary, and leave salary is too. The split you agree here should match payroll and the MOHRE contract exactly; a total that differs from WPS payments causes disputes.

Does this apply in DIFC or ADGM?

No. Companies in the Dubai International Financial Centre and Abu Dhabi Global Market follow their own employment laws and contract rules. This draft follows the UAE Labour Law for mainland and most free-zone employers.

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Employment Contract Template (UAE)

What goes into a UAE employment contract before you issue the official MOHRE contract?

How the contract draft works

MOHRE

Ministry of Human Resources and Emiratisation — issues and registers private-sector contracts.

Fixed-term contract

A contract with a start and end date; the standard form in the UAE since 2022.

WPS

Wage Protection System — salaries must be paid through it.

Establishment number

The company's MOHRE file number.

UAE rules the draft uses

Term	Rule	Decree-Law 33/2021
Contract type	Fixed term, with start and end dates	Decree-Law 33/2021
Probation	Up to 6 months	Art 9
Notice during probation	Employer: 14 days · Employee leaving the UAE: 14 days · Employee joining another UAE employer: 30 days	Art 9
Notice after probation	30 to 90 days, as written in the contract	Art 43
Annual leave	30 days a year (2 days a month between 6 and 12 months' service)	Arts 29–32
Gratuity	Calculated on basic salary	Art 51
Salary payment	Monthly through the Wage Protection System (WPS)	—

From our labour-law library (sources below). Check MOHRE for changes before you sign.

Before you use it

The official MOHRE contract is required — this draft is preparation only and is not registered anywhere.

Make the MOHRE contract match this draft exactly: salary split, probation, notice and dates.

DIFC and ADGM employers follow their own employment laws; don't use this draft there.

This is a template, not legal advice. Take advice for non-compete, commission or unusual terms.

The hiring paperwork, in order

Frequently asked questions

Can I use this template instead of the MOHRE contract?

What fields does a UAE employment contract need?

Are UAE employment contracts still 'unlimited'?

No. Under Federal Decree-Law No. 33 of 2021, private-sector contracts in the UAE are fixed-term, with a start and an end date, and can be renewed. The draft therefore asks for an end date.

How long can probation be in the UAE?

What notice period should the contract state?

Between 30 and 90 days after probation — the contract must set a figure in that range, and it applies to both sides. The field accepts 30 to 90.

Why split basic salary from allowances?

Does this apply in DIFC or ADGM?

EMPLOYMENT CONTRACT · DRAFT

PREPARATION DRAFT — NOT THE OFFICIAL CONTRACT The binding employment contract must be issued through the Ministry of Human Resources and Emiratisation (MOHRE) and signed by both parties. Use this draft to agree the terms, then make sure the MOHRE contract matches it.

EMPLOYMENT CONTRACT (DRAFT TERMS)

1. Parties Employer: [Establishment name (as on the trade licence)] (to fill in), MOHRE establishment no. [MOHRE establishment number] (to fill in), [Establishment address] (to fill in), represented by [Signing for the employer (name)] (to fill in), General Manager ("the Employer"). Employee: Mr. [Employee full name] (to fill in), [Nationality] (to fill in) national, passport no. [Passport number] (to fill in), born [Date of birth] (to fill in) ("the Employee").

2. Job and place of work The Employee is employed as [Job title (as on the work permit)] (to fill in) at [Place of work] (to fill in).

3. Term This is a fixed-term contract from [Start date] (to fill in) to [End date] (to fill in). It may be renewed by agreement.

4. Salary (AED per month) Basic salary: AED [Basic salary] (to fill in) Total monthly salary: AED [Total salary] (to fill in) The salary is paid monthly through the Wage Protection System (WPS).

5. Probation The Employee will serve a probation period of 6 months from the start date (the law allows up to 6 months). During probation, the Employer may end the contract with 14 days' written notice; the Employee may resign with 14 days' notice to leave the UAE, or 30 days' notice to join another employer in the UAE.

6. Notice period After probation, either party may end this contract by giving 30 days' written notice. The law requires a notice period of 30 to 90 days.

7. Working hours and rest Working hours: 8 hours a day, 40 hours a week. Weekly rest: Saturday and Sunday.

8. Annual leave 30 days' paid annual leave for each year of service.

9. Benefits • Health insurance • Work permit and residence visa costs are paid by the Employer • End-of-service gratuity calculated on basic salary in accordance with UAE Federal Decree-Law No. 33 of 2021

Governing law This contract is governed by UAE Federal Decree-Law No. 33 of 2021 and its implementing regulations. Anything not covered here follows the law. Labour disputes are first referred to MOHRE.

Employer: [Signing for the employer (name)] (to fill in), General Manager Signature and stamp: ____________________ Date: ____________

Employee: [Employee full name] (to fill in) Signature: ____________________ Date: ____________

Preparation draft only — the official MOHRE contract is required and is the binding document. This is not legal advice; DIFC and ADGM have their own employment laws.