UAE Job Offer: 10 Things to Check Before You Accept
You got the offer. The salary looks good. The title is right. But the contract has 8-12 pages of terms that will govern the next 2-3 years of your life in the UAE. Here are the 10 things most expats miss — and regret later.
1. Basic Salary vs Total Package
Your offer letter may say AED 25,000 per month, but check whether that is basic salary or total package. In the UAE, your end-of-service gratuity is calculated on basic salary only. If your basic is AED 15,000 and the rest is allowances, your gratuity after 5 years is based on AED 15,000, not AED 25,000. That difference is tens of thousands of dirhams.
Watch out: Check the salary breakdown. Basic salary should ideally be 50-60% of total package for maximum gratuity benefit.
2. Probation Period and Termination During Probation
Under UAE Labour Law (Federal Decree-Law No. 33 of 2021), the maximum probation period is 6 months. During probation, either party can terminate with 14 days written notice. Some employers add a clause requiring you to reimburse recruitment costs if you leave during probation — this can be AED 5,000-20,000.
Watch out: Check for recruitment cost reimbursement clauses during probation. These are legally enforceable.
3. Non-Compete Clause
UAE law permits non-compete clauses up to 2 years after termination. But the clause must be reasonable in scope. A non-compete that prevents you from working in 'any similar business in the GCC' is likely too broad and may be unenforceable. However, 'direct competitors within Dubai' for 12 months is enforceable. The problem: you only find out it is too broad when you try to leave.
Watch out: Push for specific competitor names, a limited geographic area, and maximum 12 months duration.
4. Notice Period (Both Ways)
Standard notice in the UAE is 30 days. Some contracts require 60 or 90 days, especially for senior roles. Remember this works both ways — if the company gives you 90 days notice, you also need to give them 90 days. If you get a better offer with a start date in 30 days, a 90-day notice period means you either negotiate with your new employer or pay compensation to your current one.
5. End-of-Service Gratuity Calculation
Under UAE Labour Law, you are entitled to 21 days basic salary for each of the first 5 years, and 30 days basic salary for each year after that. But your contract should explicitly confirm this. Some free zone contracts have different rules. DIFC, for example, follows its own employment law with a different gratuity calculation. If you work in a free zone, check which employment law applies.
Watch out: DIFC employees follow DIFC Employment Law No. 2 of 2019 — different gratuity, different rules.
6. Visa Sponsorship and Cancellation
Your employer sponsors your visa. When you leave, they cancel it. You then have 30 days to either find a new employer, switch to a freelancer visa, or leave the country. Some contracts include a clause that the employer will not provide a No Objection Certificate (NOC) for transfer. While the 2022 labour law reforms made it easier to switch employers, check whether your contract has any restrictive transfer clauses.
7. Working Hours and Overtime
UAE Labour Law limits working hours to 8 hours per day or 48 hours per week. During Ramadan, working hours are reduced by 2 hours per day. Overtime must be compensated at 125% of regular pay (150% between 10pm-4am). Some contracts waive overtime compensation by classifying the role as 'managerial.' If you are not actually managing people, this classification may be incorrect.
Watch out: If your contract says 'overtime included in salary' but your role is not genuinely managerial, this clause may not hold up.
8. Leave Entitlement
UAE law mandates 30 calendar days of annual leave after one year of service. During probation, you accrue leave at 2 days per month. Check whether your contract offers more than the legal minimum and whether unused leave is carried forward or forfeited. Also check sick leave: 90 days per year, with the first 15 at full pay, next 30 at half pay, and remaining at no pay.
9. Flight Ticket and Repatriation
Your employer is legally required to provide a one-way flight ticket to your home country upon termination (or upon resignation after probation). Some contracts specify economy class while others say 'as determined by the company.' If your home country is far (India, Philippines, UK), the class of ticket matters. Also check whether the ticket covers your dependents.
10. The Offer Letter vs the MOHRE Contract
In the UAE, you sign two documents: the offer letter (from the company) and the MOHRE standard employment contract (registered with the Ministry of Human Resources). These two documents should match. If the offer letter says AED 25,000 salary but the MOHRE contract says AED 15,000, the MOHRE contract is what the court enforces. Always compare both documents before starting work.
Watch out: If there is any discrepancy between your offer letter and MOHRE contract, raise it immediately. The MOHRE contract is the legally binding document.
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