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Work and employmentVerify a job offer

Verify a UAE job offer before you pay or resign

A mainland employer may not charge you recruitment or employment fees, directly or through someone else[source], and only an agency licensed by MoHRE may recruit for it[source]. Check the employer with ICP's Establishment Inquiry[source], then compare your offer with the law below. The checker cannot tell you whether an employer is real.

Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 6(4), UAE Federal Government (uaelegislation.gov.ae) ; Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 6(3), UAE Federal Government (uaelegislation.gov.ae) ; ICP Smart Services (guest dashboard), Guest dashboard menu, ICP , on .

What this checker does and never claims

This checker compares what you enter with specific rules in published UAE law. It is not legal advice and it does not tell you whether an offer or an employer is genuine. It checks only the rules listed, only for UAE mainland, DIFC and ADGM, and only as the law was published on the date shown. The official Arabic text of federal law prevails over the English translation. Before you pay anything or resign, verify the offer with the authority linked next to each result. Nothing you type is sent or stored.

  • Each result compares one answer with one named rule. There is no overall score and no verdict on the offer.
  • It never says an employer, agency or person is genuine, registered or a fraud.
  • An "I don't know" answer is never checked. That rule shows as not checked.
  • It covers employers registered on the UAE mainland, in DIFC and in ADGM. Other free zones and domestic workers are not covered.
  • Nothing you enter is sent, saved or put in the address bar. Close the tab and the answers are gone.

Check your offer

All questions are optional except the first. Leave a number blank if you don't know.

The checker needs JavaScript. Without it, use the rule lists below as a checklist: each rule says when it conflicts with your offer.

UAE mainland (registered with MoHRE): the rules we check

Federal Decree-Law 33/2021 and Cabinet Resolution 1/2022. Checked by us on 2026-10-06.

  1. Fees charged to you

    Mainland employers may not charge workers recruitment or employment fees, directly or through someone else.

    • Conflicts with the rule if: You were asked to pay for recruitment, a visa, a permit, "processing", a deposit or similar, to the employer or anyone acting for it.
    • Check it if: You do not know who pays for the work permit.
    Federal Decree-Law 33/2021 Art. 6(4): the wording
    "The Employer is prohibited from charging the Worker the fees and costs of recruitment and employment or collecting them from him, whether directly or indirectly."

    What you can do: Report it and call the labour complaints line.

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 6(4), UAE Federal Government (uaelegislation.gov.ae), on .

  2. Offer through an agency or a third person

    Recruitment and job mediation need a MoHRE licence. The MoHRE list of licensed agencies could not be checked from outside the UAE, so this row is always amber when someone other than the employer made the offer.

    • Check it if: The offer came via an agency or a person who is not the employer. Check the agency licence with MoHRE.
    Federal Decree-Law 33/2021 Art. 6(3): the wording
    "It is not permissible to carry out the activity of recruitment or mediation to recruit or employ Workers without a licence from the Ministry"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 6(3), UAE Federal Government (uaelegislation.gov.ae), on .

  3. Working before you have a work permit

    No one may work in the UAE, and no employer may employ a worker, before MoHRE issues a work permit. Starting on a visit or tourist visa breaks this rule.

    • Conflicts with the rule if: You are asked to start work before the work permit exists, or on a visit or tourist visa.
    • Check it if: You do not know whether a permit has been applied for.
    Federal Decree-Law 33/2021 Art. 6(1): the wording
    "Work may not be practised in the State, and the Employer may not recruit or employ any Worker, except after obtaining a work permit from the Ministry"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 6(1), UAE Federal Government (uaelegislation.gov.ae); Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 60(1)(a), UAE Federal Government (uaelegislation.gov.ae), on .

  4. Length of probation

    Probation may last at most six months from the day you start work.

    • Conflicts with the rule if: Probation is longer than six months.
    • Check it if: Probation is given in something other than months, or is unclear.
    Federal Decree-Law 33/2021 Art. 9(1): the wording
    "a period not exceeding six (6) months as of the date of commencing work"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 9(1), UAE Federal Government (uaelegislation.gov.ae), on .

  5. Probation a second time

    An employer may put the same worker on probation only once.

    • Conflicts with the rule if: You have already had a probation period with the same employer.
    Federal Decree-Law 33/2021 Art. 9(2): the wording
    "A Worker may not be appointed under probation more than once with one employer"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 9(2), UAE Federal Government (uaelegislation.gov.ae), on .

  6. Employer's notice during probation

    During probation the employer must give at least 14 days written notice. For your own notice: at least one month if you move to another UAE employer (Art. 9(3)), at least 14 days if you leave the UAE (Art. 9(4)).

    • Conflicts with the rule if: The employer's notice during probation is under 14 days.
    Federal Decree-Law 33/2021 Art. 9(1): the wording
    "after notifying the Worker in writing at least fourteen (14) days prior"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 9(1), UAE Federal Government (uaelegislation.gov.ae), on .

  7. Notice period

    Notice must be between 30 and 90 days, and the same for both sides unless the difference favours the worker.

    • Conflicts with the rule if: Notice is under 30 or over 90 days.
    • Check it if: Notice differs between the parties and the difference is not in your favour.
    Federal Decree-Law 33/2021 Art. 43(1): the wording
    "not less than thirty (30) days, and not more than ninety (90) days"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 43(1), UAE Federal Government (uaelegislation.gov.ae); Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 43(2), UAE Federal Government (uaelegislation.gov.ae), on .

  8. Contract type

    Mainland contracts are fixed-term and renewable. An "unlimited" contract or one with no end date does not match the current law.

    • Check it if: The contract is described as "unlimited" or has no end date.
    Federal Decree-Law 33/2021 Art. 8(3): the wording
    "The employment contract shall be concluded for a definite period, renewable, based upon the parties' agreement."

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 8(3), UAE Federal Government (uaelegislation.gov.ae), on .

  9. What the contract must contain

    The Executive Regulation lists the items a contract must state. One amber line per missing item.

    • Check it if: Any of: employer name and address, job title, start date, place of work, working hours, rest days, probation, contract term, wage with allowances, annual leave, notice period is missing.
    Cabinet Resolution 1/2022 Art. 10(1): the wording
    "the employer's name and address ... date of joining work, place of work, working hours, rest days, probation period if available, term of the contract, the wage as agreed upon including benefits and allowances, length of the deserved annual leave, notice period"

    Verified against Cabinet Resolution No. 1 of 2022, Executive Regulation of Decree-Law 33/2021, Art. 10(1), UAE Cabinet (uaelegislation.gov.ae), on .

  10. Salary stated

    The contract must state the wage. It is paid in AED unless another currency is agreed (Art. 22(3)), through the Wage Protection System (CR 1/2022 Art. 16(1)(b)).

    • Check it if: Check that your offer states the salary.
    Federal Decree-Law 33/2021 Art. 22(1): the wording
    "The amount or type of wage shall be specified in the employment contract"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 22(1), UAE Federal Government (uaelegislation.gov.ae), on .

  11. Share of basic salary

    Shows basic salary as a share of total salary. Gratuity is calculated on the basic wage, which excludes allowances. The law sets no minimum basic share; this row never implies one.

    Federal Decree-Law 33/2021 Art. 51(2): the wording
    "calculated according to the basic wage"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 51(2), UAE Federal Government (uaelegislation.gov.ae); Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 1 (Basic Wage), UAE Federal Government (uaelegislation.gov.ae), on .

  12. Weekly rest

    You are entitled to at least one paid rest day per week.

    • Conflicts with the rule if: Less than one rest day per week.
    Federal Decree-Law 33/2021 Art. 21: the wording
    "a paid weekly rest not less than one day"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 21, UAE Federal Government (uaelegislation.gov.ae), on .

  13. Working hours

    Normal hours are at most 8 per day or 48 per week. Exceptions exist by sector and category (Art. 17(2), Art. 20), so this row is amber, never red.

    • Check it if: Normal hours exceed 8 per day or 48 per week.
    Federal Decree-Law 33/2021 Art. 17(1): the wording
    "eight (8) hours per day or forty-eight (48) hours per week"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 17(1), UAE Federal Government (uaelegislation.gov.ae), on .

  14. Annual leave

    Full annual leave is 30 days per year of service.

    • Conflicts with the rule if: Less than 30 days of annual leave per year.
    Federal Decree-Law 33/2021 Art. 29(1)(a): the wording
    "Thirty days for each year of his extended service"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 29(1)(a), UAE Federal Government (uaelegislation.gov.ae), on .

  15. Passport and documents

    The employer may not keep the worker's official documents.

    • Conflicts with the rule if: The employer will keep your passport or other official documents.
    Federal Decree-Law 33/2021 Art. 13(2): the wording
    "Not withhold the official documents of the Worker"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 13(2), UAE Federal Government (uaelegislation.gov.ae), on .

  16. Deductions from salary

    Deductions are allowed only in the cases the law lists. An offer that mentions deductions for visas, training or equipment needs a closer look.

    • Check it if: The offer mentions deductions for visa, training, equipment or similar.
    Federal Decree-Law 33/2021 Art. 25(1): the wording
    "No amount of money shall be deducted from the Worker's wage except in the following cases"

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 25(1), UAE Federal Government (uaelegislation.gov.ae), on .

  17. Housing

    The employer must provide licensed accommodation, pay a housing allowance, or include housing in the wage.

    Federal Decree-Law 33/2021 Art. 13(4): the wording
    "Provide the Worker with adequate accommodation licensed by the Competent Authorities in accordance with the rules, conditions and standards in force in the State, or pay him housing allowance, or include it in the wage."

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 13(4), UAE Federal Government (uaelegislation.gov.ae), on .

  18. Return ticket

    The employer pays your return travel at the end of the contract, unless you have joined another employer or the contract ended for a reason caused by you.

    Federal Decree-Law 33/2021 Art. 13(12): the wording
    "Bear the expenses of returning the Worker to where he was recruited from or any other place that the two parties have agreed upon, unless he has joined the service of another Employer, or the reason for terminating the contract is due to the worker, in which case, the latter shall incur those expenses."

    Verified against Federal Decree-Law No. 33 of 2021 Regulating Labour Relations (consolidated English text, last updated 29 Jul 2024), Art. 13(12), UAE Federal Government (uaelegislation.gov.ae), on .

Not covered yet: Non-compete: length, Non-compete: scope, MoHRE offer letter. We have not verified these against the law, so the checker says nothing about them.

DIFC: the rules we check

DIFC Employment Law No. 2 of 2019 (consolidated version No. 4, March 2024). Checked by us on 2026-10-06.

  1. Fees charged to you

    A DIFC employer may not ask for or take money from a job seeker for employing them.

    • Conflicts with the rule if: You were asked to pay to get the job.
    DIFC Employment Law 2/2019 Art. 21(1): the wording
    "An Employer shall not request, charge or receive, directly or indirectly, from a person seeking employment, a payment for: (a) employing or obtaining employment"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 21(1), DIFC Authority, on .

  2. Claw-back of recruitment costs

    An employer may recover recruitment costs only if you leave within six months, the costs are proven, and they are specified in the contract.

    • Conflicts with the rule if: The contract lets the employer recover recruitment costs outside the Art. 21(3) conditions.
    • Check it if: A claw-back clause exists and its conditions are unclear.
    DIFC Employment Law 2/2019 Art. 21(2)-(3): the wording
    "Subject to Article 21(3), an Employer is not permitted to recoup from an Employee any costs or expenses incurred by the Employer in the course of recruiting the Employee. ... their Termination Date falls within a period of six (6) months from the Employee's date of commencement of employment ... are supported by proof of expenditure provided by the Employer to the Employee; and ... are specified in the Employment Contract as being payable by the Employee to the Employer"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 21(2)-(3), DIFC Authority, on .

  3. Visa and permit costs

    The employer gets and pays for visas and permits and may not recover those costs from you.

    • Conflicts with the rule if: You are to pay for the visa or permit.
    DIFC Employment Law 2/2019 Art. 57(1)-(2)(a): the wording
    "their Employer is required to obtain and maintain, at the Employer's own cost, the requisite sponsorship documentation ... An Employer is not permitted to: (a) recoup any costs and expenses incurred pursuant to Article 57(1) from an Employee"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 57(1)-(2)(a), DIFC Authority, on .

  4. Passport

    The employer may not keep your passport or other original documents.

    • Conflicts with the rule if: The employer will keep your passport.
    DIFC Employment Law 2/2019 Art. 57(2)(b): the wording
    "retain the passport or other original personal documents of an Employee"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 57(2)(b), DIFC Authority, on .

  5. Written contract in English

    You must receive a written contract in English within seven days of starting.

    • Check it if: No English contract is promised within seven days of starting.
    DIFC Employment Law 2/2019 Art. 14(1): the wording
    "a written Employment Contract in the English language within seven (7) days of the commencement"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 14(1), DIFC Authority, on .

  6. What the contract must contain

    The DIFC law lists what the contract must include. One amber line per missing item.

    • Check it if: An item from Art. 14(2)(a)-(n) is missing.
    DIFC Employment Law 2/2019 Art. 14(2): the wording
    "An Employment Contract shall include: (a) the names of the Employer and Employee; (b) the Employee's date of commencement of employment; (c) the Employee's Wage; ... (d) the Employee's Pay Period; (e) the Employee's hours and days of work; (f) the Employee's entitlement to Vacation Leave; (g) the notice that each of the Employee and the Employer is obliged to give to terminate the Employee's employment; (h) the Employee's job title;"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 14(2), DIFC Authority, on .

  7. Length of probation

    Probation may last at most six months, or at most half the term of a fixed-term contract of six months or less.

    • Conflicts with the rule if: Probation over six months, or over half of a fixed term of six months or less.
    DIFC Employment Law 2/2019 Art. 14(2)(l): the wording
    "up to a maximum of six (6) months, except ... the applicable probation period may not exceed more than half the period of the fixed term contract"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 14(2)(l), DIFC Authority, on .

  8. Notice period

    Minimum notice: 7 days under three months of service, 30 days from three months to five years, 90 days over five years. Longer notice may be agreed (Art. 62(3)).

    • Conflicts with the rule if: Notice is shorter than the legal minimum for the length of service.
    DIFC Employment Law 2/2019 Art. 62(2): the wording
    "shall not be less than: (a) seven (7) days, if the period of continuous employment of the Employee is less than three (3) months, including any period of Secondment; (b) thirty (30) days, if the period of continuous employment of the Employee is in excess of three (3) months but less than five (5) years, including any period of Secondment; or (c) ninety (90) days, if the period of continuous employment of the Employee is in excess of five (5) years"

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 62(2), DIFC Authority, on .

  9. Misleading recruitment

    An employer may not lure someone into a job by misrepresenting the position, title, work, pay or conditions.

    DIFC Employment Law 2/2019 Art. 12: the wording
    "An Employer shall not induce, influence or persuade a person to become an Employee, or to work or to be available for work, by misrepresenting any of the following: (a) the availability of a position; (b) the job description and title; (c) the type of work; (d) the Remuneration or any benefits; or (e) the conditions of work or employment."

    Verified against DIFC Employment Law No. 2 of 2019 (consolidated), Art. 12, DIFC Authority, on .

Not covered yet: Non-compete clause. We have not verified these against the law, so the checker says nothing about them.

ADGM: the rules we check

ADGM Employment Regulations 2024 with Amendment No. 1 2025. Checked by us on 2026-10-06.

  1. Visa, permit and ID costs

    The employer obtains and pays for the work permit, residence visa and ID card and may not take any reimbursement from you.

    • Conflicts with the rule if: You are to pay or reimburse those costs.
    ADGM Employment Regulations 2024 s. 4(1), 4(3)(a): the wording
    "the Employer shall be responsible for obtaining, maintaining and paying the cost of the ... must not request, demand or accept any sum from the Employee as reimbursement for costs incurred by the Employer in satisfying its obligations in subsections (1) and (2)"

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 4(1), 4(3)(a), Abu Dhabi Global Market (ADGM rulebook), on .

  2. Working before the permit

    The work permit must be obtained or applied for before you start work.

    • Conflicts with the rule if: You are to start before the permit has been applied for.
    ADGM Employment Regulations 2024 s. 4(2): the wording
    "the Employer must obtain, or must have applied for, an Employee Work Permit for the Employee before the Employee commences work for the Employer"

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 4(2), Abu Dhabi Global Market (ADGM rulebook), on .

  3. Written contract in English

    You may only be employed under a written English contract signed by both sides; you get a signed copy within one month of starting.

    • Conflicts with the rule if: There is no written, signed contract in English.
    • Check it if: A copy is promised later than one month after starting.
    ADGM Employment Regulations 2024 s. 5(1)-(2): the wording
    "written Employment Contract in English and signed by both the Employer and the Employee. ... no later than one (1) month after the commencement"

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 5(1)-(2), Abu Dhabi Global Market (ADGM rulebook), on .

  4. What the contract must contain

    The ADGM Regulations list the minimum contents. One amber line per missing item.

    • Check it if: An item from s. 5(4) is missing.
    ADGM Employment Regulations 2024 s. 5(4): the wording
    "The Employment Contract must include as a minimum - (a) the names of the Employer and Employee; (b) the date of commencement of the Employee's employment; (c) the Employee's job title; (d) the Employee's Wages; (e) the applicable Pay Period;"

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 5(4), Abu Dhabi Global Market (ADGM rulebook), on .

  5. Length of probation

    Probation must be in the contract and may last at most six months, or half the term if the contract is six months or less.

    • Conflicts with the rule if: Probation over six months, or over half of a term of six months or less.
    • Check it if: Probation is not stated in the contract.
    ADGM Employment Regulations 2024 s. 8(1): the wording
    "provided that such period is specified in the Employment Contract and does not exceed - (a) six (6) months; or (b) if the term of the Employment Contract is six (6) months or less, half the period of the term."

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 8(1), Abu Dhabi Global Market (ADGM rulebook), on .

  6. Notice period

    Minimum notice: 7 calendar days under three months of service, 30 calendar days from three months. During probation at least one week of written notice applies (s. 8(2)(e)).

    • Conflicts with the rule if: Notice is under the legal minimum.
    ADGM Employment Regulations 2024 s. 56(2): the wording
    "shall not be less than - (a) seven (7) calendar days if the Employee's period of continuous employment with the Employer is less than three (3) months; or (b) thirty (30) calendar days if the Employee's period of continuous employment with the Employer is three (3) months or more."

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 56(2), Abu Dhabi Global Market (ADGM rulebook); ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 8(2)(e), Abu Dhabi Global Market (ADGM rulebook), on .

  7. Misleading recruitment

    An employer may not lure someone into a job by misrepresenting the position, the work, the wages or other terms (section amended 28 October 2025).

    ADGM Employment Regulations 2024 s. 2(1): the wording
    "An Employer shall not induce, influence or persuade a person to become an Employee, or to work or to be available for work, by misrepresenting any of the following ... (a) the availability of a position; (b) the type of work; (c) the Employee's Wages; or (d) any other terms and conditions of employment."

    Verified against ADGM Employment Regulations 2024 (consolidated, incl. Amendment No. 1 2025), s. 2(1), Abu Dhabi Global Market (ADGM rulebook), on .

Not covered yet: Recruitment fees, Non-compete clause. We have not verified these against the law, so the checker says nothing about them.

Official checks the checker cannot do

Before you pay anything

Check the offer with MoHRE itself. MoHRE's website could not be reached from outside the UAE when we checked, so we have not verified its offer lookup and do not describe it here yet.