In the UAE, the probation period under the new Labour Law (Federal Decree-Law No. 33 of 2021) is limited to six months maximum. Employers can end employment with 14 days’ written notice, a key change from the old rules. Employees must give 14 days’ notice if leaving the country or 30 days if joining another local job. During this time, you won’t get paid sick or annual leave, and gratuity only kicks in after one year of service. Job switches have strict rules to protect both sides. Always check your contract and consult pros like us at Accel HR to avoid pitfalls.
What is the Probation Period in the UAE?
The probation period is a trial phase at the start of a job. It lets employers check if the new hire fits the role. It also gives employees a chance to see if the company suits them.
In the UAE’s fast-paced job market, this period helps build strong teams. But it comes with clear rules to keep things fair. The new Labour Law makes it more balanced than before. Whether you’re in Dubai, Abu Dhabi, or Sharjah, these rules apply across the private sector.
Legal Framework: UAE Labour Law on Probation
The main law is Federal Decree-Law No. 33 of 2021. It replaced the old 2019 rules. Article 9 sets the probation cap at six months. This applies to all contract types—full-time, part-time, or remote.
Key changes include notice requirements for both sides. No more instant firings by bosses. Employees get protection too. The law aims for a flexible yet fair market. As of 2025, no big updates, but enforcement is stricter on transfers.
Duration and Extension Rules
Probation starts from your first day on the job. It can last three to six months, based on company policy. But it can’t go over six months. Any longer is against the law.
Extensions are not allowed. If you pass, those months count toward your total service time. This affects things like gratuity later on.
- Typical lengths:
- Short roles: 3 months.
- Senior positions: Up to 6 months.
- Must be stated clearly in your contract.
You can’t be put on probation more than once with the same employer. This stops repeated trials.
Notice Periods: Who Gives What?
Notice rules ensure smooth exits. Here’s a quick comparison in a table for clarity:
| Party | Scenario | Notice Required | Compensation if No Notice |
|---|---|---|---|
| Employer | Terminating during probation | 14 days’ written notice | Pay wages for 14 days |
| Employee | Resigning and leaving UAE | 14 days’ notice | Pay wages for 14 days |
| Employee | Resigning to join local job | 30 days’ notice | Pay wages for 30 days |
| Both | Job transfer during probation | At least 1 month or pay equivalent | Current employer claims costs from new one |
Data based on UAE Labour Law 2021 and 2025 guidelines.
During notice, employees get one unpaid day off per week to job hunt. Failure to follow? You pay the other side’s wages for the missed time.
Termination During Probation: Rules and Rights
Employers can end probation if the employee doesn’t meet standards. But now, 14 days’ notice is mandatory. This is a big shift from the old one-day rule.
Employees can resign too, following notice rules. For job switches:
- Give at least one month’s notice or compensate.
- Inform 14 days ahead; else, face a one-year ban on new permits.
- Old employer can bill the new one for visa and hiring costs.
If you leave early without cause, no end-of-service gratuity. But if fired, the boss pays visa fees.
Employee Rights and Benefits During Probation
Probation isn’t all work—no benefits yet. But basics are protected.
- Leaves: No paid annual or sick leave. Unpaid sick leave? At boss’s discretion if you notify them.
- Gratuity: None if you leave before one year. It starts after full service.
- Visa and Costs: Employer handles all if terminating you.
- Other Protections: Fair treatment under Article 121—no abuse or breach by employer lets you leave without notice.
- Maternity: Up to 60 days, but paid parts may wait post-probation.
After probation, full rights apply, including 30 days annual leave.
Job Transfers: New 2025 Conditions
Switching jobs mid-probation? The Ministry of Human Resources and Emiratisation (MoHRE) has four key rules. These balance rights and costs:
- Provide one month’s notice or pay wages in lieu.
- Let the old employer claim recruitment costs from the new one.
- Notify at least 14 days before quitting.
- Break rules? Pay full notice wages and get a one-year work ban.
This stops “job hopping” but keeps the market dynamic. If you return within three months, the new boss pays extra fees.
Best Practices for Employers and Employees
Make probation work for you. Here are tips from our HR experts at Accel.
For Employers:
- Write clear goals in the contract.
- Give regular feedback—monthly reviews help.
- Document everything to avoid disputes.
- Train well to set up success.
For Employees:
- Ask about expectations on day one.
- Track your wins and seek input.
- Follow notice rules to keep options open.
- Hand over duties smoothly if leaving.
Both sides: Get legal advice early. We at Accel HR can review contracts for free initial chats.
Common Mistakes to Avoid
- Ignoring notice: Leads to fines or bans.
- Long probation: Over six months? Illegal.
- No documentation: Hard to prove issues later.
- Forgetting transfers: Costs can surprise you.
Stay informed via MoHRE apps or sites.
Wrapping Up: Navigate Probation with Confidence
The UAE’s probation rules promote fair play in a booming economy. With a six-month cap and notice protections, it’s easier for everyone. But details matter—get it wrong, and it costs time or money.
At Accel HR Consultants, we specialize in UAE labour compliance. From contract drafting to dispute resolution, we’re here to help. Reach out today for a consultation. Let’s make your HR smooth!
Sources: UAE Government Portal, MoHRE guidelines, and expert analyses as of September 2025.
