Employment Law in the UAE

We advise businesses on employment matters in the United Arab Emirates, from recruitment through to termination, taking into account the legal framework applicable to their activities.

We draft and review offer letters, employment contracts, contract amendments and termination letters. We help you clearly define roles, remuneration, benefits and each party’s obligations.

We also review staff handbooks, internal policies and employment procedures to ensure consistency with employment contracts and applicable legal requirements.

Our support covers matters including variable remuneration, leave, confidentiality, non-compete clauses and termination of employment. We help you prepare the documents and steps needed to implement your decisions.

Frequently Asked Questions

Do the same employment rules apply throughout the UAE?

The applicable framework depends on factors including the employer and where the work is carried out. The DIFC and ADGM have separate employment regimes. Before preparing a contract or making a decision concerning an employee, it is therefore necessary to identify the rules and procedures applicable to the business.

Is the standard employment contract sufficient to protect my business?

The standard contract may not address all the needs of your business. Additional provisions can clarify variable remuneration, confidentiality, intellectual property and the employee’s responsibilities. They must remain consistent with the official contract and the employee’s mandatory legal rights.

Is a non-compete clause always enforceable?

Including a clause in a contract does not guarantee that it can be enforced. Its validity depends on the applicable legal regime, the employee’s role and the scope of the restrictions. The duration, geographical area and activities covered should be assessed to protect the business’s legitimate interests without imposing excessive restrictions.

Can an employee’s salary or duties be changed?

A proposed change should be assessed against the existing contract and applicable law. Depending on its nature, it may require the employee’s agreement, a contract amendment and formalities with the competent authority. Changes should be clearly documented before they are implemented.

What should be checked before terminating an employment contract?

You should review the reason for termination, the notice requirements, the procedure to follow and any amounts payable. Certain circumstances attract specific legal protections. The termination letter, final settlement calculation and employment cancellation formalities should be consistent with the applicable regime and the circumstances of the case.