UAE employment contracts must comply with Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations. Here is what every UAE employment contract must include — and the common mistakes to avoid.
Mandatory Employment Contract Elements
Under UAE Labour Law (Federal Decree-Law No. 33 of 2021), all UAE employment contracts must include: 1. Employee and employer details: Full name, nationality, and Emirates ID/passport number of the employee; company name, trade licence number, and address of the employer. 2. Contract type: Fixed-term or unlimited-term. Since the 2021 amendment, NEW employment contracts must be fixed-term (maximum 3-year initial term, renewable). 3. Job title and description: Official job title (must match the MOHRE-approved job category for the employee’s visa) and a brief description of main duties. 4. Salary and allowances: Basic salary, housing allowance, transport allowance, and any other allowances — each listed separately. 5. Working hours: Daily and weekly working hours (standard: 8 hours/day, 48 hours/week; reduced to 6 hours/day in Ramadan). 6. Annual leave: Minimum 30 calendar days/year after 1 year of service. 7. Notice period: 30 days minimum for either party to terminate the contract. 8. Probation period: Maximum 6 months — both parties can terminate during probation with 14 days’ notice (if employer terminates) or 1 month notice (if employee terminates to join another UAE employer).
MOHRE Contract Registration
UAE mainland employment contracts must be registered with MOHRE (Ministry of Human Resources and Emiratisation) via the MOHRE Tawjeeh portal or at a typing centre. DIFC and ADGM have separate employer portals for contract registration. Free zone employment contracts: registered with the specific free zone authority.