Questions answered.
Without the clutter.

Yes. A worker must have the appropriate work permit before legally working for a private-sector employer, subject to applicable permit rules.

The employer must bear recruitment and employment costs and may not charge these costs to the worker directly or indirectly.

No. Recruitment and employment costs may not be charged to the worker directly or indirectly.

No. Recruitment and employment mediation activities require the appropriate licence from the Ministry or competent authority.

Only where the applicable work-permit and employment requirements are satisfied. An employee should not work for another employer without the required authorisation.

Yes. The employer and worker must enter into an employment contract in accordance with the prescribed legal and regulatory requirements.

UAE private-sector employment uses fixed-term employment contracts in accordance with the Labour Law and its implementing rules.

Yes. A fixed-term employment contract may be renewed or extended by agreement between the employer and worker.

If both parties continue implementing the contract after expiry without an express new agreement, the original contract may be treated as implicitly extended under the applicable legal rules.

Generally, renewal or extension does not reset the employment relationship. The relevant periods are included in continuous service for applicable statutory entitlements.

Yes. An employment contract or company policy may provide benefits more favourable to the employee than the statutory minimum.

Probation may not exceed six months, and the same employer may not place the same worker on probation more than once.

Yes. If the worker successfully completes probation and continues employment, the probation period forms part of the worker's service.

Yes. The employer may terminate employment during probation by giving at least 14 days' written notice.

Yes. Different notice requirements apply depending on whether the worker intends to leave the UAE or move to another UAE employer.

The worker must generally give the current employer at least one month's written notice when moving to another UAE employer during probation.

The worker must generally give at least 14 days' written notice when terminating employment during probation to leave the UAE.

The new employer generally compensates the original employer for recruitment or contracting costs unless otherwise agreed, subject to the applicable rules.

No. The same employer may not place the same worker on probation more than once.

An employer may allow a worker to take leave from the worker's annual leave entitlement during probation, subject to the applicable rules and employer approval.

A non-compete clause may be agreed where the worker's role gives access to the employer's clients or business secrets and a restriction is necessary to protect legitimate business interests.

A post-employment non-compete restriction may not exceed two years from the end of the employment contract.

It should be appropriately limited by time, geographical area and type of work to the extent necessary to protect legitimate business interests.

Not necessarily. Enforceability depends on the legal requirements, wording and scope of the restriction, circumstances of termination and facts of the case.

Yes. Discrimination on specified grounds that prejudices equal opportunity or equal treatment in employment is prohibited.

Yes. A woman is entitled to the same wage as a man for the same work or work of equal value in accordance with the law.

Yes. Sexual harassment, bullying and verbal, physical or psychological violence against workers are prohibited.

Yes. Workers may not be forced or threatened into performing work or providing services against their will.