Starting a new job in the UAE usually comes with a probation period. This is a trial phase that allows both the employee and the employer to determine if the role and work environment are the right fit. While probation might seem straightforward, the UAE Labour Law has clear rules about its duration, notice requirements, and employee rights. Knowing these details can help avoid misunderstandings and ensure a smooth start to employment.
What Is a Probation Period?
A probation period is an initial phase of employment designed to help the employer evaluate performance and allow the employee to get familiar with their responsibilities and workplace. Once completed successfully, the probation period counts toward the employee’s total service, which affects benefits such as end-of-service gratuity.
Key Rules You Should Know
1. Maximum Duration
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Probation cannot exceed six months from the start date.
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Employers and employees can agree on a shorter probation period.
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The same employee cannot be placed on probation a second time for the same role by the same employer.
2. Termination and Notice
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Employers can terminate employment during probation but must provide at least 14 days’ written notice.
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Employees can also resign during probation, but the notice period depends on whether they remain in the UAE or plan to leave.
3. Changing Jobs During Probation
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Employees switching to another UAE employer during probation must give one month’s written notice.
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The new employer may need to compensate the current employer for recruitment costs if applicable.
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Employees leaving the UAE must provide 14 days’ written notice.
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Failing to follow these rules can result in restrictions on future employment in the UAE.
4. Gratuity
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Probation counts toward total service if the employee continues after completion.
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Employees whose contracts end during probation are not entitled to end-of-service gratuity.
5. Leave and Sick Pay
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Paid sick leave is not automatically granted during probation unless the employer agrees.
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Annual leave may accrue during probation, but taking leave is usually subject to employer approval.
6. Contract Clarity
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Employment contracts should clearly mention if a probation period applies and its duration.
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Extending probation beyond six months is not permitted under UAE law.
Common Misconceptions
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Probation does not allow employers to bypass notice requirements.
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Gratuity only starts counting after successful completion of probation.
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Employees cannot be placed on probation again for the same role by the same employer.
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Changing jobs during probation requires proper notice and may involve recruitment cost compensation.
Final Thoughts
The probation period in the UAE is an important time for both employers and employees to evaluate fit. It lasts up to six months, notice is required for termination or resignation, and completing probation contributes to service for gratuity purposes. Clear contracts and an understanding of the rules help prevent disputes and ensure a smooth start to any new employment.