Work rules
UAE job offer letter: what it must say
What a UAE job offer letter must say, good and red-flag wording, and every clause we check against the labour law: pay, probation, notice, leave, benefits and fees.
12 min readUpdated 10 October 2026
Short answer
What a UAE offer letter must say
For a work permit, the offer goes on the labour ministry's approved form, with a serial number and barcode (MOHRE, via Gulf News (opens in a new window)). According to MOHRE, a valid offer letter states the contract type, the salary, the weekly rest days, the notice period and related conditions, the start date, the job title and the company number (Gulf News (opens in a new window)).
Before you sign, make sure yours also gives:
- The basic salary and each allowance separately, with the monthly total, in AED.
- Probation of at most 6 months, with the notice each side gives during it.
- The notice period after probation: between 30 and 90 days, the same for both sides.
- Annual leave of at least 30 days a year, and sick leave as the law sets it.
- Medical insurance paid by the employer, and what it covers for your family.
- End-of-service gratuity, housing (provided, an allowance or in the salary) and any flights.
Here is what good wording looks like next to the wording to push back on:
Salary
Good wording
“Basic salary, housing allowance, transport allowance and the monthly total, each stated separately, paid monthly in AED.”
Red flag
“Total package per annum, inclusive of all allowances.”
Probation
Good wording
“Probation: 6 months at most. The company may end it with 14 days' written notice.”
Red flag
“Probation of 6 months, extendable at the company's discretion.”
Notice
Good wording
“Notice after probation: 30 days, the same for both parties.”
Red flag
“Notice: 90 days by the employee, 30 days by the company.”
Non-compete
Good wording
“After you leave, you will not work for the named competitors, in the UAE, in a similar role, for a stated number of months.”
Red flag
“No employment with any company in the GCC for 3 years after leaving.”
Annual leave
Good wording
“30 days' paid annual leave a year; untaken leave carried forward as the law allows.”
Red flag
“Leave not taken by the end of the year is forfeited.”
Costs and documents
Good wording
“The company pays all visa, work permit and recruitment costs. You keep your passport.”
Red flag
“Visa processing fees will be deducted from your first salary. The company will hold your passport.”
Pay: basic salary, allowances and bonus
The salary is where most offers go wrong without breaking any law: one all-inclusive figure, a small basic, a bonus that promises nothing.
Gratuity, overtime and the pay for untaken leave are all worked out on basic salary, so the split matters as much as the total: see basic salary and allowances. Before you ask for more, read how to negotiate a job offer in Dubai.
Basic, each allowance and the total stated separately
The offer should list the basic salary, housing, transport and any other allowance, and the monthly total. Ask for the split if it only gives one "all-inclusive" figure.
Why it matters: The contract must state the wage with its allowances, and end-of-service pay, overtime and leave pay are worked out on basic only.
What to ask for
“Could you confirm the monthly basic salary, each allowance and the total separately?”
- Cabinet Resolution 1/2022, Art. 10(1) (opens in a new window) · MOHRE · checked
the wage agreed upon including the benefits and allowances
Basic salary is a fair share of the package
Aim for basic at 50% of the fixed monthly pay or more. If it's lower, ask to move part of an allowance into basic.
Why it matters: Gratuity, overtime and untaken leave are paid on basic, so a low basic quietly cuts them. The law sets no minimum share onshore: this is market practice, not a legal limit.
What to ask for
“Could the basic be at least 50% of the monthly package?”
- Art. 51, Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
calculated according to the basic wage
Also: Gulf News (opens in a new window), ; Reddit, r/dubai (opens in a new window),
In the DIFC
In the DIFC a low basic doesn't cut your end-of-service pay: gratuity and DEWS contributions are worked out on at least 50% of your wage, whatever the stated basic.
Why it matters: The DIFC law sets a floor for the basic used in the calculation, so the split matters less here than onshore.
- Art. 66(3)(a), Employment Law (opens in a new window) · DIFC · checked
an Employee's Basic Wage shall not be less than fifty percent (50%) of the Employee's Annual Wage
- Art. 66(8)(b), Employment Law (opens in a new window) · DIFC · checked
any calculation to establish an Employee's Monthly Basic Wage shall not be less than fifty percent (50%) of the Employee's Monthly Wage
Bonus: guaranteed or discretionary
Check whether a bonus is guaranteed (a fixed amount or formula) or discretionary, and whether you must still be employed on the payment date. "Eligible for a bonus" promises nothing.
Why it matters: A bonus is only guaranteed when it isn't discretionary, and it doesn't count towards gratuity.
What to ask for
“Is the bonus guaranteed, how is it worked out, and do I need to be employed on the payment date?”
Monthly pay in dirhams
The salary should be monthly, in AED (another currency only if the contract says so), paid into a UAE account through the Wage Protection System.
Why it matters: Federal law pays salaries in dirhams unless both sides agree otherwise; an annual-only or foreign-currency figure makes the monthly basic unclear.
What to ask for
“Could the contract state the monthly basic salary in AED?”
- Art. 22(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The salaries shall be paid in UAE Dirham and may be paid in another currency if it is agreed upon between both parties in the employment contract.
The package against the Dubai range for the role
Compare the total with the range for your role and level. Below the middle of the range, negotiate the level first, then the number.
Why it matters: Offers below market are common for movers from abroad; base pay often moves after negotiation.
What to ask for
“Is there room to move the basic salary towards the middle of the market range for this role and level?”
Also: findajobandrelocate.com (opens in a new window), ; Blind (opens in a new window),
No promised raise without a written figure
"Salary will be revised after probation" or "a permanent role later" means nothing without a figure and a date in writing. Ask for both, or treat the current offer as the deal.
Why it matters: Only what the contract states can be relied on.
What to ask for
“Could you put the new salary and the date it applies in the offer?”
- Art. 8(2), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The worker or his representative may prove by all possible means of proof the employment contract, the amount of the wage and any of the rights he is entitled to receive
Terms: probation, notice, non-compete and hours
The terms decide how easily you can leave, and what you can do next. The law sets hard limits on most of them.
A non-compete no longer than the law allows
A non-compete can last at most 2 years after the contract ends. Ask for the shortest period that protects the employer.
Why it matters: Federal law caps the period, and the clause falls away if the employer ends the contract unlawfully or you leave during probation.
What to ask for
“Could the non-compete be shorter, and limited to direct competitors in the UAE?”
- Art. 10(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The non-competition period shall not be more than two years from the expiry date of the contract.
A non-compete limited in place and type of work
The clause must name where and what kind of work it covers ("named competitors, in the UAE, in a similar role"). "Any company in the GCC" is too wide: ask to narrow it.
Why it matters: The law only allows a non-compete specified in time, place and type of work, to the extent needed to protect the business; the employer must prove the damage.
What to ask for
“Could the non-compete be limited to named direct competitors, in the UAE, in a similar role?”
- Art. 10(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
provided that the requirement is specified, in terms of time, place and type of work, to the extent necessary to protect the legitimate business interests.
- Cabinet Resolution 1/2022, Art. 12(2) (opens in a new window) · MOHRE · checked
the burden of proving the alleged damage shall lie with the employer.
Notice period within the legal range
Notice after probation must be between 30 and 90 days.
Why it matters: Federal law sets the range; a longer notice is void, and a long notice also slows your next move.
What to ask for
“Could the notice period be between 30 and 90 days, the same for both sides?”
- Art. 43(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
provided that such period is not less than (30) thirty days and not more than (90) ninety days.
In the DIFC: notice at least the DIFC minimum
Notice must be at least 7 days in the first three months, 30 days up to five years and 90 days after that; a longer notice can be agreed.
Why it matters: The DIFC law sets minimum notice by length of service and allows longer periods by agreement.
What to ask for
“Could the notice be at least the DIFC minimum, the same for both sides?”
- Art. 62(2), Employment Law (opens in a new window) · DIFC · checked
seven (7) days, if the period of continuous employment of the Employee is less than three (3) months
- Art. 62(3), Employment Law (opens in a new window) · DIFC · checked
Article 62(2) shall not prevent an Employer and Employee from agreeing to a longer notice period in an Employment Contract.
The same notice for both sides
Your notice shouldn't be longer than the employer's: ask for the same period on both sides.
Why it matters: Federal law requires the same notice for both parties unless the difference favours the worker.
- Art. 43(2), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
provided that the notice period is the same for both parties unless it serves the interests of the worker.
In the DIFC: notice for each side
The DIFC law sets the same minimum notice for both sides but doesn't require equal notice above it; check a longer notice for you is something you can live with.
Why it matters: The minimum applies to employer and employee alike; anything longer is by agreement.
What to ask for
“Could the notice period be the same for both sides?”
- Art. 62(2), Employment Law (opens in a new window) · DIFC · checked
the written notice required to be given by an Employer or Employee to terminate the Employee's employment shall not be less than
Probation within the legal limit, not extendable
Probation can be at most 6 months, once per employer. "Extendable" or "unpaid" probation isn't allowed.
Why it matters: Federal law caps probation and forbids a second probation with the same employer; probation is paid and counts as service.
What to ask for
“Could you remove the extension from the probation clause?”
- Art. 9(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The employer may appoint the worker under a probationary period not exceeding (6) six months from the date of commencement of work.
- Art. 9(2), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
It is not permissible to appoint a worker under probationary period more than once at one employer
In the DIFC
Probation in the DIFC can be at most 6 months (less for a short fixed-term contract).
Why it matters: The DIFC law caps the probation period a contract may set.
What to ask for
“Could you remove the extension from the probation clause?”
- Art. 14(2)(l), Employment Law (opens in a new window) · DIFC · checked
any applicable probation period up to a maximum of six (6) months
Notice in probation as the law sets it
During probation the employer must give at least 14 days' written notice. If you leave to join another UAE employer you give a month's notice; check the offer doesn't make you repay recruitment costs.
Why it matters: Federal law sets the employer's minimum notice in probation, and the new employer, not you, compensates recruitment costs unless agreed otherwise.
What to ask for
“Could the employer's notice during probation be at least 14 days, as the labour law sets?”
- Art. 9(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The employer may terminate the service of the worker during this period after notifying the latter of the same in writing fourteen (14) days at least before the date specified for…
- Art. 9(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
the new employer shall compensate the original employer for the costs of recruitment or contracting with the worker, unless otherwise agreed upon.
In the DIFC: notice in probation is what the contract says
The DIFC's minimum notice periods don't apply during probation, so read the contract's own notice for probation and ask for one if it has none.
Why it matters: The DIFC law excludes probation from its statutory minimum notice.
What to ask for
“What notice applies on each side during probation?”
- Art. 62(6)(a), Employment Law (opens in a new window) · DIFC · checked
during any probation period agreed in an Employment Contract
Who employs you: the company or an agency
If the contract is with a staffing or outsourcing agency rather than the company you'll work for, check who pays you, sponsors your visa and pays end-of-service, and whether the benefits match the client's staff.
Why it matters: When work is outsourced, the contracting employer alone is liable for the workers' rights unless agreed otherwise.
What to ask for
“Who will sponsor my visa, pay my salary and pay end-of-service, and do I get the same benefits as the client's staff?”
- Art. 11, Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
the latter shall be solely liable in this case for the rights of his workers who are undertaking this work
Normal hours within the legal limit
Normal hours are at most 48 a week. "As required by the business" with no overtime is only lawful for real supervisory roles with the employer's authority.
Why it matters: Federal law caps normal hours and exempts only supervisory positions; senior IT roles are often drafted as exempt.
What to ask for
“What are the normal weekly hours, and is overtime paid beyond them?”
- Art. 17(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The maximum normal working hours for workers shall be (8) eight hours per day or (48) forty-eight hours per week.
- Cabinet Resolution 1/2022, Art. 15(4)(b) (opens in a new window) · MOHRE · checked
The persons occupying supervisory positions if such positions grant them the authority of the employer.
A specific job title that matches the visa occupation
Check the title is specific and will be the occupation on your work permit; a lower occupation can affect visas such as the Golden visa. Work fundamentally different from it needs your written consent.
Why it matters: The employer can't assign fundamentally different work without your written consent.
What to ask for
“Which occupation will my work permit and MOHRE contract show?”
- Art. 12(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The worker may not be assigned to undertake work that is fundamentally different from the work agreed upon in the employment contract
Which law applies is clear
Check where the employer is licensed (mainland, a free zone, DIFC or ADGM) and which law the contract names. A foreign-law clause can't take away UAE minimum rights.
Why it matters: Mainland and most free zones follow the federal law; DIFC and ADGM have their own. A clause below the law is void unless it favours you.
What to ask for
“Where is the company licensed (mainland, a free zone, DIFC or ADGM), and which law will the contract follow?”
- Art. 65(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Each provision contradicting the provisions hereof, even if it was existing prior to its enforcement, shall be deemed null and void, unless it is more beneficial to the worker.
The MOHRE contract will match the offer
Ask for written confirmation that the MOHRE contract will show the same basic, allowances and title as the offer. A promise of salary paid "separately" off the contract is a red flag.
Why it matters: The registered contract is what MOHRE enforces; an offer withdrawn or changed before the work permit may be hard to complain about.
What to ask for
“Could you confirm in writing that the MOHRE contract will show the same basic, allowances and title as this offer?”
Also: Khaleej Times (opens in a new window), ; Khaleej Times (opens in a new window),
Overtime paid at the legal premium, or a stated exemption
Overtime earns basic pay plus at least 25%; if the offer says no overtime is paid, it should be because the role is genuinely supervisory.
Why it matters: Federal law sets the minimum overtime premium on the basic wage.
What to ask for
“Is the role treated as supervisory? If not, how will overtime be paid?”
- Art. 19(2), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
calculated according to the basic wage plus an increase of not less than (25 %) twenty five percent of that wage.
The DIFC Employment Law applies
Your employer has a place of business in the DIFC, so the DIFC Employment Law applies instead of the federal labour law.
Why it matters: The DIFC law applies to every employer with a place of business in the DIFC.
- Art. 4(1)(a), Employment Law (opens in a new window) · DIFC · checked
any person having a place of business in the DIFC
A fixed term with a start date
UAE contracts are for a fixed term, renewable by agreement; check the start date and the term. Carrying on after it ends renews it on the same terms.
Why it matters: Federal law makes every contract fixed-term since the cap on its length was removed; renewals count as continuous service.
What to ask for
“What term will the MOHRE contract show, and how is it renewed?”
- Art. 8(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Contract of employment shall be concluded for a specified period of time, subject to renewal, in accordance with the agreement of both parties.
Also: Pinsent Masons (Out-Law) (opens in a new window), ; Al Tamimi & Company (opens in a new window),
Leave: annual and sick leave
Leave below the legal minimum is void on that point, so the law's figure applies anyway, but a letter that gets it wrong tells you how the employer works.
Annual leave at least the legal minimum
After a year you're entitled to at least 30 days' paid annual leave a year.
Why it matters: Federal law sets the minimum; a contract below it is void on that point.
What to ask for
“Could annual leave be at least 30 days a year?”
- Art. 29(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
the worker shall be entitled to an annual leave with full wage, of not less than: a. Thirty days for each year of extended service.
In the DIFC
In the DIFC you're entitled to at least 20 work days' paid annual leave a year, on top of public holidays.
Why it matters: The DIFC law sets annual leave in work days, not calendar days.
What to ask for
“Could annual leave be at least 20 work days a year?”
- Art. 27(1), Employment Law (opens in a new window) · DIFC · checked
an Employee who has been employed for at least ninety (90) days is entitled to paid Vacation Leave of twenty (20) Work Days in each Vacation Leave Year.
Sick pay not below the law
After probation, sick leave is up to 90 days a year: the first 15 on full pay, the next 30 on half pay. "No sick pay" is below the law.
Why it matters: Federal law sets the sick pay bands; sick leave in probation can be unpaid.
What to ask for
“Could sick leave follow the labour law's pay bands after probation?”
- Art. 31(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
a. The first (15) fifteen days with full pay. b. The following (30) thirty days with half pay. c. The following period unpaid.
In the DIFC
Sick leave in the DIFC is up to 60 work days a year: the first 10 on full pay, the next 20 on half pay.
Why it matters: The DIFC law sets its own sick pay bands.
What to ask for
“Could sick leave follow the labour law's pay bands after probation?”
- Art. 34(1), Employment Law (opens in a new window) · DIFC · checked
An Employee is entitled to Sick Leave of sixty (60) consecutive or intermittent Work Days in aggregate in a twelve (12) month period.
- Art. 35(1), Employment Law (opens in a new window) · DIFC · checked
fifty percent (50%) of the Employee's Daily Wage for the next twenty (20) Work Days of Sick Leave taken in the same twelve (12) month period.
Untaken leave isn't simply forfeited
Watch for "leave not taken is forfeited". You can carry up to half to the next year or agree cash instead, and leave owed when you leave is paid.
Why it matters: The Implementing Regulation allows carrying leave forward and pays the balance on exit.
What to ask for
“Could untaken leave carry forward as the law allows, and be paid when I leave?”
- Cabinet Resolution 1/2022, Art. 19(1) (opens in a new window) · MOHRE · checked
The worker may carry forward not more than half of the annual leave to the following year, or they may agree with the employer to receive a cash allowance in lieu thereof
- Cabinet Resolution 1/2022, Art. 19(2) (opens in a new window) · MOHRE · checked
If the worker's service ends, they shall be paid a cash allowance for the balance of their legally due annual leave, according to the basic wage.
Benefits: medical insurance, gratuity, housing and flights
Some benefits are the employer's duty by law, others are only what the letter says. Read the wording.
End-of-service gratuity kept, or replaced by a lawful scheme
The offer shouldn't exclude or reduce your gratuity. A replacement is only lawful through the approved savings scheme.
Why it matters: Gratuity is a statutory right worked out on basic pay; the voluntary savings scheme is the only lawful alternative onshore.
What to ask for
“Could you confirm end-of-service gratuity will be paid as the labour law sets?”
- Art. 51, Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
calculated according to the basic wage
- Art. 65(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Each provision contradicting the provisions hereof, even if it was existing prior to its enforcement, shall be deemed null and void, unless it is more beneficial to the worker.
Also: EY (opens in a new window),
In the DIFC: end-of-service through DEWS
In the DIFC the employer pays monthly contributions into the DEWS savings scheme instead of a gratuity at the end. Check the offer mentions it; contributions can be deferred in probation only if the contract says so.
Why it matters: The DIFC law replaced the gratuity with monthly contributions to a qualifying scheme.
What to ask for
“Will you pay monthly DEWS contributions for me from the start?”
- Art. 66(7), Employment Law (opens in a new window) · DIFC · checked
an Employer shall, on a monthly basis, pay to a Qualifying Scheme, for the benefit of each Employee who is not an Exempted Employee, an amount equal to at least the Core Benefits
Medical insurance paid by the employer
Your own health insurance must be paid by the employer, not deducted from your pay. Family cover is often extra: ask whether it's included.
Why it matters: Employers bear the cost of the worker's medical care, and in Dubai they must insure employees and can't deduct the cost.
What to ask for
“Could you confirm the company pays for my medical insurance, and whether my family is covered?”
- Art. 13(8), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Bearing the costs of the worker's medical care in accordance with the legislation in force in the State.
Also: Herbert Smith Freehills (opens in a new window), ; Gulf News (opens in a new window),
Annual flights: class, family and cash value
Check whether the yearly flight covers your family, the class, and whether a cash amount matches real fares. Unused allowances are often lost.
Why it matters: Annual tickets are contractual only, so the wording is all you get.
What to ask for
“Does the yearly flight cover my family, and in which class?”
Housing: provided, an allowance, or in the salary
Check which of the three it is. If it's in the salary, make sure the total still covers rent where you'd live.
Why it matters: The employer either provides accommodation, pays an allowance or includes it in the wage.
What to ask for
“Is housing provided, paid as an allowance, or included in the salary?”
- Art. 13(4), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
or paying him an accommodation allowance or including it in the wage
A ticket home at the end, paid by the employer
The repatriation ticket is the employer's cost by law unless you join another employer or caused the termination; annual flights are only what the contract says.
Why it matters: Federal law makes the employer bear repatriation expenses.
What to ask for
“Could you confirm the company pays my ticket home when the contract ends?”
- Art. 13(12), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Red flags: fees, your passport and costs you'd repay
These clauses are against the law onshore, and they are also how many fake offers give themselves away.
A fee asked of you is always a red flag (Art. 6(4)). If an offer asks for one, check it with MOHRE before anything else: how to check an offer with MOHRE.
Any fee asked of you
A "processing fee", "visa deposit" or agency fee asked of you is illegal. Don't pay it, and check the offer with MOHRE.
Why it matters: Employers may not charge recruitment or employment costs to the worker, directly or indirectly; fee requests are a hallmark of fake offers.
What to ask for
“Please confirm the company covers all visa, recruitment and processing costs, and that I pay nothing.”
- Art. 6(4), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
The employer is prohibited from charging the worker for the fees and costs of recruitment and employment or collecting them from him, whether directly or indirectly.
Also: Gulf News (opens in a new window),
In the DIFC
A "processing fee", "visa deposit" or agency fee asked of you is illegal. Don't pay it, and check the offer with MOHRE.
Why it matters: A DIFC employer may not ask anyone seeking a job to pay for being employed; fee requests are a hallmark of fake offers.
What to ask for
“Please confirm the company covers all visa, recruitment and processing costs, and that I pay nothing.”
- Art. 21(1), Employment Law (opens in a new window) · DIFC · checked
An Employer shall not request, charge or receive, directly or indirectly, from a person seeking employment, a payment for
Repaying visa or recruitment costs if you leave
A clause making you repay visa or recruitment costs when you resign is void onshore. Ask for it to be removed.
Why it matters: The employer bears these costs; a contract can't shift them to you, and such clauses are void.
What to ask for
“Could you remove the clause on repaying visa and recruitment costs?”
- Art. 6(4), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
- Art. 65(3), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Each provision contradicting the provisions hereof, even if it was existing prior to its enforcement, shall be deemed null and void, unless it is more beneficial to the worker.
Also: Gulf News (opens in a new window),
In the DIFC: recruitment costs only within the first months, with proof
In the DIFC an employer may recoup reasonable, proven recruitment costs only if you resign within 6 months of starting, and never visa costs. Check the clause says so.
Why it matters: The DIFC law allows this one narrow recovery and bars recouping visa and permit costs.
What to ask for
“Could the clause cover only proven recruitment costs, within 6 months, and no visa costs?”
- Art. 21(3), Employment Law (opens in a new window) · DIFC · checked
the Employer may, subject to Article 57(2), recoup from the Employee such reasonable costs or expenses
- Art. 57(2)(a), Employment Law (opens in a new window) · DIFC · checked
recoup any costs and expenses incurred pursuant to Article 57(1) from an Employee
The employer keeping your passport
"The company will hold your passport" isn't allowed. Ask for the clause to be removed.
Why it matters: Employers may not withhold the worker's official documents.
What to ask for
“Could you remove the passport clause? I'll keep my passport myself.”
- Art. 13(2), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
Not withholding the official documents of the worker
Also: Gulf News (opens in a new window),
In the DIFC
"The company will hold your passport" isn't allowed. Ask for the clause to be removed.
Why it matters: The DIFC law forbids employers to keep an employee's passport or other original documents.
What to ask for
“Could you remove the passport clause? I'll keep my passport myself.”
- Art. 57(2)(b), Employment Law (opens in a new window) · DIFC · checked
retain the passport or other original personal documents of an Employee.
Joining bonus or relocation clawback: short and pro-rated
If you must repay a joining bonus or relocation if you leave early, ask for a short period that reduces month by month. Watch for repayment taken from your salary.
Why it matters: No rule caps a clawback, but salary deductions are limited to the cases the law lists, so a long, full clawback taken from pay works against you.
What to ask for
“Could the repayment reduce month by month over a shorter period, and not be taken from my salary?”
- Art. 25(1), Federal Decree-Law No. 33 of 2021 (opens in a new window) · MOHRE · checked
No amount may be deducted or withheld from the worker's wage except in the following cases
A training bond only for real, costed training
A bond is fair only for genuine, documented training beyond the job, with the amount reducing over time. Ask what training it covers and what it costs.
Why it matters: UAE lawyers say training costs can be recovered only when proven and on a sliding scale.
What to ask for
“Which training does the bond cover, what does it cost, and does the amount reduce over time?”
The offer, the MOHRE offer and the contract
The employer's own letter is usually followed by the offer on MOHRE's form, which you sign for your work permit, and then by the MOHRE labour contract (Gulf News (opens in a new window)). Each step should carry the same terms. Ask the employer to confirm in writing that the MOHRE contract will show the same basic salary, allowances and job title as the offer.
Look the offer up on MOHRE's job offer inquiry (opens in a new window) before you resign from your current job: an offer withdrawn before the work permit is issued may be hard to take to MOHRE as a complaint (Khaleej Times (opens in a new window)), and the registered contract is what MOHRE enforces (Khaleej Times (opens in a new window)).
Sources
Each rule above cites its own article of the law (29 articles in all), with the date we checked it. The other sources:
- Federal Decree-Law No. 33 of 2021 with its amendments, and Cabinet Resolution No. 1 of 2022 (consolidated English text) (opens in a new window), MOHRE, 10 October 2026
- Job offer inquiry (opens in a new window), MOHRE, 9 October 2026
- MOHRE warns job seekers about recruitment scams (opens in a new window), Gulf News, 8 August 2026
- How to verify a job offer in the UAE and avoid employment or visa scams (opens in a new window), Gulf News, 8 April 2025
- UAE: can a company revoke job offer letter before an employee's joining date? (opens in a new window), Khaleej Times, 21 May 2023
- Dubai: how to verify a job offer (legal check) (opens in a new window), Khaleej Times, 9 October 2026
- What is the MOHRE offer letter and when do you need one? (opens in a new window), Gulf News, 11 October 2021
This is guidance, not legal or tax advice. Rules change; check the official source and your employer before you act.