Key takeaways
- Every job needs a written contract, in two copies, on MOHRE’s approved template. If there is no paperwork, a worker can still prove the job and the pay by any evidence (Decree-Law Art. 8).
- All contracts are now fixed-term and renewable. If both sides simply carry on after the end date, the contract is treated as extended on the same terms, and every renewal counts towards continuous service (Art. 8).
- Probation is a maximum of 6 months, once per employer. The employer must give 14 days’ written notice to end it. A worker who leaves for another UAE job must give 1 month’s notice, or 14 days if leaving the UAE (Art. 9).
- A non-compete clause can last at most 2 years and must be limited by place, time and type of work. It falls away if the employer ends the contract unlawfully, and the employer must prove the damage in court (Art. 10; Regulation Art. 12).
- An employer cannot switch you to a fundamentally different job without your written consent, except briefly in a genuine emergency: up to 90 days a year (Art. 12; Regulation Art. 13).
This chapter covers how a job is set up: the contract, the probation period, the non-compete clause, outsourcing, and changing a worker’s duties. We go through each article in order: a short quote from the official text, then what it means in simple words.
This page explains what the law says. For the practical steps, see: Probation period: what to do in practice · MOHRE contract types · MOHRE labour contract service.
The employment contract
A written, fixed-term contract in two copies
Federal Decree-Law 33/2021
“The employment contract shall be concluded for a definite period, renewable, based upon the parties’ agreement.”Federal Decree-Law No. 33 of 2021, Article 8(3)
In plain English
- The employer must sign a contract with the worker for the agreed type of work, in two copies: one for the employer and one for the worker, on MOHRE’s forms.
- Every contract is for a fixed period and can be renewed if both agree.
- A renewal is treated as a continuation: the new period is added to the old one when counting continuous service.
- If both sides keep working after the end date without signing anything new, the contract is treated as extended on the same terms.
- A worker can prove the contract, the wage and their rights by any means of evidence, such as messages, bank statements or witnesses.
Example
Omar’s two-year contract ended in March, but he kept working and the company kept paying him. Nobody signed a new contract. Under Article 8(5), his contract continued on the same terms, and his service is unbroken.
Keep your copy of the contract and your salary records. They are your evidence if there is ever a dispute. Renewals do not reset your service for gratuity purposes.
What the contract must contain, and the six contract templates
Cabinet Resolution 1/2022
“It is permissible to change the contract from one work model to another provided that … Settlement of all dues arising from the first contract.”Cabinet Resolution No. 1 of 2022, Article 10(3)
In plain English
A contract should state, at minimum: the employer’s name and address; the worker’s name, nationality, date of birth, ID details and qualifications; the job; the start date and place of work; working hours and rest days; any probation period; the contract term; the wage including allowances and benefits; annual leave; the notice period; and how the contract can be ended.
- Both sides may add clauses to MOHRE’s template, as long as they comply with the law.
- To change work model (say, full-time to part-time), both must agree, all dues under the first contract must be settled, and MOHRE’s procedure must be followed.
- MOHRE has six templates: full-time, part-time, temporary, flexible, remote and job-sharing. The Minister can add more.
Example
Leila moves from full-time to part-time with the same company. Before the new part-time contract starts, the company must settle what she earned under the full-time contract.
Check that your MOHRE contract shows the right wage split (basic wage and allowances) and the notice period. These two lines decide your gratuity and notice pay later.
Probation
Probation: 6 months at most, and the notice each side must give
Federal Decree-Law 33/2021
“The Employer may appoint the Worker under the Probation Period for a period not exceeding six (6) months as of the date of commencing work”Federal Decree-Law No. 33 of 2021, Article 9(1)
In plain English
| Who ends it, and why | Written notice needed | Anything else |
|---|---|---|
| Employer ends the worker’s service | At least 14 days | — |
| Worker moves to another employer in the UAE | At least 1 month | New employer compensates the old one for recruitment costs, unless agreed otherwise |
| Foreign worker leaves the UAE | At least 14 days | If they come back on a new work permit within 3 months, the new employer pays the old one’s costs |
- Probation can only happen once with the same employer, and it counts as part of the service period.
- Whoever ends the contract without the required notice pays the other side the wage for the notice period, or the part not served.
- A foreign worker who leaves the UAE without following these rules cannot get a new work permit for one year. MOHRE can exempt some categories.
Example
Two months into probation, Daniel gets a better offer from another Dubai company. He gives written notice and works one month. His new employer reimburses his first employer’s recruitment costs, unless the two agree otherwise.
Giving the right notice in writing protects you from the one-year work permit ban. Our probation guide covers the practical steps, and the labour ban guide explains how the ban works and who is exempt.
Who is exempt from the one-year ban after leaving during probation
Cabinet Resolution 1/2022
“the Ministry may exempt certain workers of the condition of not granting the work permit”Cabinet Resolution No. 1 of 2022, Article 11
In plain English
MOHRE may exempt these workers from the rule that blocks a new work permit after leaving during probation:
- Workers with skills, professional or knowledge levels the UAE needs.
- Workers sponsored by their parents.
- Golden Residency holders.
- Any other professional categories named by Ministerial resolution.
Example
Sana holds a Golden Visa and leaves a job during probation. She falls into category 3, so MOHRE can still issue her a new work permit.
The exemption is MOHRE’s decision (“may exempt”), not automatic. If you fall into one of these groups, check your status with MOHRE before accepting a new offer.
Non-compete clauses
When an employer can stop you working for a competitor
Federal Decree-Law 33/2021
“the period of non-competition shall not exceed two years as of the expiry date of the contract.”Federal Decree-Law No. 33 of 2021, Article 10(1)
In plain English
- A non-compete clause is allowed only if the job gives the worker access to the employer’s clients or business secrets.
- It must be specific in time, place and type of work, only as far as needed to protect the business, and last no more than 2 years after the contract ends.
- It is void if the employer ended the contract in breach of the law.
- The employer must sue within one year of discovering a breach, or the claim cannot be heard.
Example
A sales manager’s clause bans her from working “anywhere in the world in any industry for five years”. That goes far beyond Article 10: it is not limited in place or type of work, and it is longer than 2 years.
Read the non-compete clause before you sign. A clause limited to, say, the same industry in Dubai for one year is far more likely to hold up than a blanket ban.
How a non-compete is enforced, and four ways out of it
Cabinet Resolution 1/2022
“it shall be referred to the courts and the employer shall bear the burden of proving the damage.”Cabinet Resolution No. 1 of 2022, Article 12(2)
In plain English
The clause must state its geographical scope, its duration (2 years at most) and the type of work that would seriously harm the employer. If a dispute cannot be settled amicably, it goes to court, and the employer must prove the damage.
The clause does not apply if the contract ended because of the employer’s own decision or the employer’s breach. The worker is also exempt if:
- the worker or the new employer pays the old employer compensation of up to 3 months’ wage, with the old employer’s written approval;
- the contract ended during probation;
- the worker is in a professional category named by Ministerial resolution;
- both sides agreed in writing that the clause will not apply.
Example
Arjun resigns after three years to join a competitor. His old employer agrees in writing that his new employer will pay two months’ wage, and the non-compete is released.
If you are moving to a competitor, negotiate a written release, either a buy-out of up to three months’ wage or an agreement that the clause won’t apply. If the employer let you go, Article 12(3) says the clause does not apply.
Outsourcing and changing duties
Outsourcing work to another employer
Federal Decree-Law 33/2021
“the latter shall be solely responsible for the rights entitled by virtue of the provisions of this Decree by law to his Workers performing such work”Federal Decree-Law No. 33 of 2021, Article 11
In plain English
A company may hand part of its work to another employer, such as a contractor. The contractor is then solely responsible for its own workers’ rights under the law, unless the two companies agree otherwise.
Example
A hotel outsources its security to a security firm. If a guard is not paid, the guard’s claim is against the security firm, his employer, unless the hotel agreed to share responsibility.
Know who your employer actually is: it is the company on your MOHRE contract, not necessarily the place you work every day.
Being asked to do a different job
Federal Decree-Law 33/2021
“It is not permissible to assign the Worker a work that is fundamentally different from the work agreed upon in the employment contract, unless necessary”Federal Decree-Law No. 33 of 2021, Article 12(1)
In plain English
- An employer may not give a worker work that is fundamentally different from the contract, except temporarily when necessary to prevent an accident or repair its effects.
- Other changes of duties need the worker’s written agreement.
- If the new work means moving home, the employer pays all the costs, including relocation and housing.
Example
A Dubai-based accountant is asked to take a role in Abu Dhabi. He agrees in writing, and the employer must cover the move and the new accommodation.
If you are moved to a fundamentally different job without your written consent, Article 45(4) of the Decree-Law lets you leave without notice and keep your end-of-service rights. That is covered in the chapter on ending a contract.
The 90-day limit on emergency reassignment
Cabinet Resolution 1/2022
“the maximum limit of the worker’s assignment to perform those activities shall be (90) Ninety days per annum.”Cabinet Resolution No. 1 of 2022, Article 13(1)
In plain English
An emergency reassignment to fundamentally different work, to prevent an accident or repair damage, is capped at 90 days a year. “Fundamentally different” means work that is completely different from the worker’s profession or educational qualification.
Example
After a flood, a warehouse asks its office clerk to help with clean-up for two weeks. That is allowed as an emergency. Keeping him on cleaning duties for six months is not.
Keep a note of the dates if you are reassigned in an emergency. Beyond 90 days in a year, the reassignment needs your written consent.
Probation exit calculator
Article 9 sets different notice for each way of leaving during probation. Enter your dates to see which rule applies and the earliest last day.
Your resultExample
During probation (at most 6 months) the notice is 14 days when the employer ends it or the worker leaves the UAE, and 1 month when the worker joins another UAE employer.
14 dayswritten notice during probation
Assumes 6 months of probation.
- Probation ends
- Enter the start date
- Minimum written notice
- 14 days during probation
- Earliest last working day
- Enter both dates
File check AED 100 (5% VAT included), credited to your fee if you go ahead.
Law text checked 1 Oct 2026 (uaelegislation.gov.ae). Estimate, not legal advice; the authority's payment screen and decision are final.
Full breakdown
| Probation ends | Enter the start date |
|---|---|
| Does probation notice apply? | Enter the notice date |
| Minimum written notice | 14 days during probation |
| Earliest last working day | Enter both dates |
| Returning on a new permit before this date | Not applicable |
Not included in this figure
- Probation longer than 6 months is treated as 6 here.
Sources
Save or share
Based on Decree-Law Article 9: probation is at most 6 months; the notice is 14 days (employer ends it), 1 month (worker moves to another UAE employer) or 14 days (worker leaves the UAE). A worker who leaves the UAE and returns on a new work permit within 3 months makes the new employer liable for the old employer’s costs. Probation longer than 6 months is treated as 6 here.
Is the non-compete clause enforceable? Check it
Decree-Law Article 10 and Regulation Article 12 set the conditions. If any of the first four is missing, or any of the last four applies, the clause is weak or does not apply.
- The job actually gave you access to the employer’s clients or business secrets.
- The clause names a place (for example, Dubai), not the whole world.
- It names the type of work that would seriously harm the employer.
- It lasts 2 years or less after the contract ends.
- The employer did not end the contract by its own decision or by breaking the law. If it did, the clause does not apply.
- The contract did not end during probation. If it did, you are exempt.
- There is no written agreement that the clause will not apply.
- No buy-out of up to 3 months’ wage was paid with the old employer’s written approval.
- A non-compete mainly matters when you resign. Under Regulation Article 12 the clause does not apply when the employer ended the contract by its own decision or in breach of the law, or when the contract ended during probation. That leaves resignation after probation as the main case where it can be enforced.
- The employer carries the burden. It must prove the damage in court (Regulation Art. 12) and must sue within 1 year of discovering the breach (Decree-Law Art. 10). A clause that is never enforced within that year cannot be heard later.
- Two lines in the contract decide most of the money later. The basic wage drives gratuity and the pay-out for unused leave. The notice period decides notice pay. Check both before you sign; the wages chapter shows which wage each entitlement uses.
Quick reference: the numbers in this chapter
| Rule | Figure | Where |
|---|---|---|
| Contract copies | 2 (employer and worker) | Decree-Law Art. 8(1) |
| Maximum probation | 6 months, once per employer | Decree-Law Art. 9(1)–(2) |
| Employer ends probation | 14 days’ written notice | Decree-Law Art. 9(1) |
| Worker moves to another UAE employer in probation | 1 month’s written notice | Decree-Law Art. 9(3) |
| Foreign worker leaves the UAE in probation | 14 days’ written notice | Decree-Law Art. 9(4) |
| Work permit ban if probation rules are broken | 1 year | Decree-Law Art. 9(6) |
| Maximum non-compete | 2 years after the contract ends | Decree-Law Art. 10(1) |
| Employer’s deadline to sue over non-compete | 1 year from discovering the breach | Decree-Law Art. 10(3) |
| Non-compete buy-out | Up to 3 months’ wage, with written approval | Regulation Art. 12(5)(a) |
| Emergency reassignment | Up to 90 days a year | Regulation Art. 13(1) |
Employment contracts, probation and non-compete: frequently asked questions
Are unlimited employment contracts still allowed in the UAE?
No. Article 8(3) of Federal Decree-Law No. 33 of 2021 says every employment contract is for a definite period and can be renewed by agreement. Renewals count as a continuation of service.
What happens if my UAE contract expires and I keep working?
Under Article 8(5), if both sides continue after the end date without a new agreement, the original contract is treated as extended on the same terms.
How much notice must I give to resign during probation in the UAE?
At least one month in writing if you are moving to another employer in the UAE, or at least 14 days if you are leaving the UAE (Article 9). The employer must give at least 14 days’ written notice to end your service during probation.
How long can a non-compete clause last in the UAE?
No more than two years after the contract ends, and it must be limited in place, time and type of work (Decree-Law Article 10; Regulation Article 12). It does not apply if the employer ended the contract or breached it.
Can I buy my way out of a non-compete clause in the UAE?
Yes. Under Article 12(5)(a) of Cabinet Resolution No. 1 of 2022, you or your new employer can pay the previous employer compensation of up to three months’ wage, with the previous employer’s written approval.
Can my employer change my job without my consent?
Not to a fundamentally different job, except temporarily in an emergency for up to 90 days a year (Decree-Law Article 12; Regulation Article 13). Other changes need your written agreement, and the employer pays any relocation costs.
Does a non-compete clause apply if I am dismissed in the UAE?
No. Under Cabinet Resolution 1 of 2022, Article 12, the clause does not apply when the contract ended by the employer’s own decision or because of the employer’s breach. It also does not apply if the contract ended during probation.
How much notice do I give to leave during probation for another UAE job?
At least one month’s written notice (Article 9 of Federal Decree-Law No. 33 of 2021). If you are leaving the UAE instead, at least 14 days. The employer must give 14 days’ notice to end your probation.
Please note. Quotes are from the official English translation on the UAE Legislation portal, checked on 1 October 2026; the Arabic text in the Official Gazette prevails. Examples use invented names and are illustrative. This page is general information, not legal advice; MOHRE’s or a court’s decision on your own case is final.
