Starting a new job is exciting—but let’s be real, the UAE probation law can feel a little nerve-wracking. Whether you’re trying to understand your rights as an employee or you’re an employer wanting to get it right, knowing how the probation period works is key.
In this blog, we’re diving into everything you need to know about the probation period in the UAE. From the legal framework and employee rights to common challenges and practical advice, we’ve got you covered. By the end, you’ll feel more confident about navigating this important phase of employment.
What is a Probation Period?
A probation period is like a test run for your job, usually lasting anywhere from one to six months, depending on the company and the role. It’s your employer’s chance to evaluate how well you perform your tasks, fit into the team, and align with the company’s culture.
But here’s the thing: it’s not just about them assessing you—it’s also your opportunity to decide if this job is the right fit for you. Does the organization align with your career goals? Are the team dynamics what you expected?
In the UAE, probation periods are governed by specific rules under the UAE Labour Law. For example, you’re entitled to sick leave during probation, but it’s typically unpaid. If you’re considering resigning during this period to join another company, you’ll need to provide a one-month notice.
Plus, your new employer is generally required to compensate your current employer for recruitment costs—unless both companies agree otherwise.
Purpose of a Probation Period From an Employer’s Perspective
From an employer’s perspective, a probation period is like a trial run to see if a new hire is truly the right fit for the team. It’s not just about checking off boxes for job performance—it’s about figuring out how well the person meshes with the company’s culture, communicates with colleagues, and handles real-world challenges. Think of it as an extended interview where both sides get a chance to confirm that the match is mutually beneficial.
During this time, employers often set clear goals and give feedback to help the employee shine. Maybe they assign specific tasks to gauge problem-solving skills or measure how the new hire adapts to the workflow. If done right, this phase isn’t just about scrutiny—it’s about offering guidance and support to help the employee succeed.
At the same time, probation offers employers flexibility. If things aren’t working out, they can part ways with minimal complications as long as they follow the employment contract and UAE Labor Law. This makes probation a practical way to minimize risks while building a strong team.
For companies, it’s also a smart investment. Hiring is expensive, and the probation period gets the right person for the role—someone who not only delivers results but also fits into the bigger picture.
This phase can set the stage for a long-lasting, successful working relationship when approached with honesty and open communication. Make a strong impression from the start by following these expert interview tips and tricks.
Typical Duration of Probation Periods in the UAE

In the UAE, a probation period is like a trial phase at the start of your job—an opportunity for both you and your employer to evaluate whether the role is the right fit. Under UAE Labor Law, this period can last anywhere from one to six months but can’t go beyond six months.
It’s a time for your employer to assess your performance, how well you integrate into the team, and whether you align with the company’s goals. But it’s not one-sided—you also get the chance to decide if this is the right place for you to grow professionally.
Here’s a key point: during probation, you’re entitled to certain rights, like sick leave. However, it’s usually unpaid unless stated otherwise in your contract. If you’re thinking about resigning during this phase to take up another opportunity, you’ll need to give a one-month notice.
Also, your new employer may need to compensate your current employer for recruitment costs—unless both parties agree to waive it. Completing your probation period opens doors to a brighter career future. If you’re aiming high, check out this list of the highest-paying companies to work for in Dubai and set your sights on your next big opportunity.
Legal Framework Surrounding the Probation Period in the UAE
Reference to UAE Labor Law (Federal Law No. 33 of 2021)
Understanding the probation period in the UAE starts with knowing the rules set out in Federal Decree-Law No. 33 of 2021. These laws are designed to make things clear and fair for both employees and employers so everyone knows what to expect during this trial phase.
First, the probation period can’t last longer than six months—the maximum allowed. Plus, an employee can only go through one probation period per employer. If things don’t work out, employers must give at least 14 days’ notice to terminate the contract.
On the flip side, if you’re an employee planning to resign, you’ll need to give at least 14 days’ notice if you’re leaving the UAE for good. But if you’re staying in the country to join another employer, you’ll need to provide a 30-day notice.
In this case, your new employer must typically reimburse your current employer for recruitment costs—unless everyone agrees otherwise. Even during probation, you still have rights. For instance, you’re entitled to sick leave, although it’s usually unpaid unless your contract says otherwise.
For an in-depth look at the rules and regulations governing employment, explore this comprehensive guide to UAE Labour Law.”
Specific Rights and Obligations of Both Employees and Employers
For Employees
Sick Leave: Even during probation, you’re entitled to sick leave. However, it’s typically unpaid unless your contract specifically states otherwise.
Resignation: Thinking of leaving during probation? If you’re planning to join another employer within the UAE, you’ll need to provide one month’s written notice. Plus, your new employer may need to reimburse your current employer for recruitment costs—unless there’s an agreement that says otherwise.
Thinking of resigning during your probation period? It’s essential to follow the correct procedures to avoid complications. Learn how to resign professionally with this step-by-step guide.
For Employers:
Termination: Employers must provide a minimum of 14 days’ written notice if they decide to terminate your contract during the probation period.
Duration Limit: The probation period cannot exceed six months, and you can’t be placed on probation more than once by the same employer.
By knowing these rules, you’ll be better prepared to navigate the probation phase with confidence. It’s all about ensuring fairness and transparency for both sides, setting the foundation for a strong working relationship.
Whether you’re starting fresh or considering your options, understanding these basics can make a world of difference.
Comparison With Probation Rules in Other Countries (Optional)
Here, the maximum probation period is six months, during which either you or your employer can end the contract with proper notice. Employers need to give at least 14 days’ notice, while employees may need to provide up to 30 days’ notice, depending on their circumstances.
Now, let’s look at how this compares globally. In the UK, for example, probation periods are also typically three to six months, but the notice period is often just one week—unless stated otherwise in your contract. In Germany, probation periods can last up to six months too, but the standard notice period during this time is two weeks.
These differences show why it’s so important to understand the local labor laws when starting a new job in any country. Knowing your rights and responsibilities during probation helps you set clear expectations, avoid misunderstandings, and navigate this critical phase of employment with confidence.
Rights of Employees During the Probation Period
Termination Rights
If you’re in the probation period and your employer decides to terminate your contract, it’s important to know your rights. Under UAE law, they are required to provide you with at least 14 days’ written notice. This ensures you have some time to prepare for the transition, whether it’s looking for another opportunity or making personal adjustments.
Now, here’s the good news: this notice period gives you a chance to discuss any concerns or misunderstandings that may have led to the decision. It’s always worth having an open conversation to clarify expectations or even explore the possibility of staying on with additional support or adjustments.
Remember, employers can’t simply terminate you without adhering to these rules, so don’t hesitate to refer to your employment contract or seek clarification if something feels off. Being informed helps you navigate these situations confidently and ensures your rights are protected—even during probation.
Severance Pay and Notice Period Requirements
During your probation period in the UAE, it’s important to understand what happens if your contract is terminated. Here’s the deal: if your employer decides to let you go, they’re required by law to give you at least 14 days’ written notice. This gives you some time to plan your next steps and ensures the process is handled fairly.
However, it’s worth knowing that severance pay and end-of-service gratuity don’t apply during probation. These benefits kick in only after you’ve completed your probation period and met the required tenure with the company.
Access to Benefits
During your probation period in the UAE, it’s important to know what benefits you’re entitled to and how they work. Let’s start with health insurance. By law, all employees in the UAE must have health insurance, but the exact details—like when coverage begins—depend on your employer. Some companies start coverage on your first day, while others might have a slight delay, so it’s always a good idea to check with HR to avoid surprises.
Now, what about vacation days? Here’s the thing: while you’re technically accruing annual leave during probation, you’re not automatically entitled to take it until after this period is over. That said, some employers may allow you to use a few days during probation, but it’s at their discretion and often requires approval. If you’re unsure, ask your employer to clarify how leave requests are handled during this time.
Being clear on these details helps you avoid confusion and makes your probation period smoother. Don’t hesitate to have an open conversation with HR or your manager—knowing where you stand on benefits is always better than guessing!
Employment Contract Specifics
When you’re starting a new job in the UAE, one of the most important things you can do is take a close look at your employment contract—especially the sections about the probation period.
This trial phase, which can last up to six months, is a crucial time for both you and your employer to figure out if the role is the right fit. By understanding what’s in your contract, you’ll be better prepared and know exactly what to expect.
Here’s what to watch for:
- Length of Probation: Check how long your probation period is. While the maximum is six months, some employers may set shorter durations based on your agreement.
- Notice Periods: If your employer decides to end your contract during probation, they’re required to give you at least 14 days’ written notice. If you want to resign, the notice period depends on your plans—14 days if you’re leaving the UAE entirely, or 30 days if you’re staying to join another employer.
- Benefits: Make sure you understand what benefits you’re entitled to during probation, such as health insurance or vacation days. These terms can vary, so it’s worth clarifying with HR upfront.
Employer Rights and Responsibilities During the Probation Period
Termination Without Notice
In the UAE, employers do have the right to terminate an employee during the probation period, but it’s not as simple as it sounds. Under Article 9 of the UAE Labour Law, employers are required to give a minimum of 14 days’ written notice before ending the employment. This ensures that even during probation, the process is fair and transparent.
It’s also worth noting that the days of immediate termination without notice during probation are over. The updated law now mandates this 14-day notice period, which protects employees and encourages employers to handle probation terminations professionally and respectfully.
For employers, following these rules isn’t just about compliance—it’s about fostering trust and maintaining a reputation as a fair workplace.
Obligations to Provide Feedback and Guidance
During the probation period in the UAE, it’s essential for employers to provide regular feedback and guidance to their new hires. Think of it as a two-way street: while the employee is proving their skills and fit for the role, the employer has a responsibility to help them succeed.
Clear communication and constructive feedback are key. Regular check-ins give employees a chance to understand how they’re doing, address areas for improvement, and align with the company’s expectations. At the same time, it’s an opportunity for employees to share their thoughts, ask questions, and clarify any uncertainties about their role or responsibilities.
When employers prioritize fair assessments and open communication, it not only supports the employee’s growth but also helps build trust and a positive working relationship. It’s a win-win that sets the foundation for long-term success, whether the employee stays after probation or moves on.
Legal Steps to End the Employment Relationship
When an employer in the UAE decides to terminate an employee during the probation period, following the proper legal steps is crucial to ensure fairness and compliance with UAE Labour Law. Here’s what employers need to know:
- Written Notice: Employers must provide at least 14 days’ written notice before ending the contract. This gives the employee time to prepare for their next steps and ensures the process is handled professionally.
- Compensation for Non-Compliance: If an employer fails to meet the notice requirement, they might have to compensate the employee. Typically, this means paying the employee an amount equal to their wages for the remaining notice period.
- Employee Resignation: If an employee wants to resign during probation, they’re also required to give notice—14 days if they’re leaving the UAE entirely, and 30 days if they plan to join another employer within the country. In the latter case, the new employer is usually responsible for reimbursing the original employer for recruitment costs, unless agreed otherwise.
How to Handle Probation Period Extensions
Legal Provisions for Extending the Probation Period
In the UAE, the probation period is a crucial phase for both employees and employers to figure out if the role is the right fit. Here’s an important detail to keep in mind: under UAE Labour Law, the probation period can’t exceed six months, and there’s no legal option to extend it beyond this limit. Once you’ve completed the probation, your employment automatically shifts to a regular status as outlined in your contract.
This means both parties need to make the most of these six months. Employers should focus on giving clear feedback and setting performance expectations, while employees should take the opportunity to ask questions and align their efforts with the company’s goals.
Since there’s no legal provision to prolong probation, it’s all about ensuring clarity and open communication during this time. Doing so sets the foundation for a successful long-term working relationship.
Steps Employers Should Take to Extend Probation Formally
In the UAE, probation periods are legally capped at six months, and there’s no option to extend them beyond this limit. Once an employee completes their probation, they automatically transition to regular employment based on the terms outlined in their contract.
This makes it essential for employers to use the probation period wisely. It’s the perfect time to assess whether the employee is a good fit for the role and the company, while also providing constructive feedback to help them succeed.
Regular check-ins and clear communication during these months ensure that both sides are on the same page, setting the stage for a smooth transition into a permanent role or making an informed decision if things aren’t working out. It’s all about making the most of the time you’ve got!
Employee Rights During Extensions
In the UAE, probation periods are strictly capped at six months, and there’s no legal option to extend them beyond this limit. Once you complete your probation, you automatically transition to regular employment based on the terms outlined in your contract.
This means it’s essential for both you and your employer to make the most of this time. Employers should provide clear feedback and guidance to help you align with their expectations, while you should use this phase to clarify your role, ask questions, and showcase your skills.
Since extensions aren’t allowed, the probation period is your opportunity to prove your fit and set the tone for a successful, long-term working relationship. Being proactive and communicative can make all the difference!
Common Issues During Probation
Misunderstandings About the Probation Clause in Contracts
Misunderstandings about probation clauses in employment contracts can cause unnecessary stress and disputes, often because the terms aren’t clearly outlined. For example, some employees may assume their job is automatically confirmed after completing their probation period. However, in some cases, confirmation only happens after receiving a formal notice or confirmation letter from the employer.
To avoid confusion, the probation terms must be clearly stated in the employment contract. This should include the duration of the probation period, the performance expectations, and the process for confirmation once probation is completed.
Employers should provide regular feedback during this time, so employees know how they’re doing and what’s expected. On the other hand, employees should feel comfortable asking for clarification about their status and any areas they can improve.
Clear communication about probation clauses helps build trust and understanding between employers and employees. It sets the stage for a smoother working relationship and reduces the chances of disputes caused by misinterpretations.
Lack of Transparency From Employers Regarding Feedback
Misunderstandings about probation clauses in employment contracts can cause unnecessary stress and disputes, often because the terms aren’t clearly outlined. For example, some employees may assume their job is automatically confirmed once they complete their probation period. However, in some cases, confirmation only happens after receiving a formal notice or confirmation letter from the employer.
To avoid confusion, it’s essential that the probation terms are clearly stated in the employment contract. This should include the duration of the probation period, the performance expectations, and the process for confirmation once probation is successfully completed.
Employers should provide regular feedback during this time so employees know how they’re doing and what’s expected. On the other hand, employees should feel comfortable asking for clarification about their status and any areas they can improve.
Clear communication about probation clauses helps build trust and understanding between employers and employees. It sets the stage for a smoother working relationship and reduces the chances of disputes caused by misinterpretations.
Employee Concerns About Job Security and Benefits
Starting a new job can be exciting, but the probation period often comes with a fair share of anxiety—especially when it comes to job security and benefits. It’s completely natural to wonder, “Is my position stable?” or “Will I get access to health insurance or paid leave during this time?” These concerns can feel overwhelming, but they’re also manageable with the right approach.
The best way to address these worries is through clear and open communication with your employer. Don’t hesitate to ask about your probation terms, including how long it lasts, what’s expected of you, and what benefits you’re entitled to during this period. Having clarity can help you focus on doing your best without unnecessary stress.
For employers, it’s important to ease these concerns by clearly outlining the probation terms upfront. Regular feedback sessions can also make a big difference—they show employees how they’re doing and what they can improve, creating a sense of security and transparency.
Steps Employees Can Take If They Feel Unfairly Treated
Legal Recourse and Dispute Resolution Mechanisms in the UAE
If you feel like you’re being treated unfairly at work in the UAE, don’t worry—there are systems in place to protect your rights. The Ministry of Human Resources and Emiratisation (MOHRE) is here to help you resolve disputes and ensure fairness in the workplace.
Here’s how you can take action:
- File a Complaint: Start by submitting a formal complaint through the MOHRE website mobile app, or by calling their toll-free number, 80060. The process is straightforward, and their team is available to assist you at every step.
- Mediation: Once your complaint is received, MOHRE will step in to review the issue and may contact both you and your employer to find a solution. They’ll often arrange a meeting or discussion to help resolve the problem.
- Legal Steps: If mediation doesn’t work, and your claim is under AED 50,000, MOHRE can issue an executive decree that’s enforceable in court. The case may be referred to the UAE Labor Court for resolution for larger or more complex disputes.
Contacting the Ministry of Human Resources and Emiratisation (MOHRE)
If you feel like you’re being treated unfairly at work in the UAE, don’t worry—help is available. The Ministry of Human Resources and Emiratisation (MOHRE) is there to support you and ensure your rights are protected. Here’s how you can reach out:
- Call Center: Speak directly with a MOHRE representative by calling their 24/7 hotline at 600590000. Assistance is available in multiple languages, including Arabic, English, and Urdu.
- Email: Prefer to put things in writing? Send an email to [email protected] and include all the details about your concern.
- Website: Visit their official website at mohre.gov.ae for various services and helpful resources.
- Mobile App: Download the MOHRE mobile app (available on iOS and Android) to access their services anytime, anywhere.
- Social Media: You can also reach MOHRE through their official social media accounts on platforms like Instagram, Facebook, and LinkedIn (@MOHRE_UAE).
When you reach out, make sure to have all the necessary details ready—your employment contract, personal information, and a clear explanation of your issue. This helps MOHRE provide faster and more effective assistance.
Conclusion
The probation period in the UAE doesn’t have to be intimidating—it’s all about knowing your rights, understanding the expectations, and using this time to shine. Whether it’s understanding how probation works, handling challenges, or ensuring you’re treated fairly, being informed puts you in control.
Think of it as a two-way street: it’s your chance to see if the role and company are the right fit for you, just as much as it is for your employer to assess your suitability. Stay proactive, ask questions, and keep the lines of communication open—it makes all the difference.
Ready to take your career to the next level? Don’t miss this ultimate guide to finding a job in Dubai for practical tips and insights to help you land your dream role. Go ahead—your future self will thank you!