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Job seekers in the UAE have the legal right to negotiate more favourable terms in their employment offer letters—including changes to probation periods, annual leave entitlements, and non-compete clauses—according to UAE Labour Law.

Responding to a query from a potential employee, legal expert Mohammad Ebrahim Al Shaiba confirmed that Article 65 of the UAE Labour Law allows workers to request amendments to job offers, as long as these modifications do not contradict the law and are mutually agreed upon.

“The rights set out in the law are minimum entitlements,” Al Shaiba explained. “Any provision or agreement that grants additional rights to the worker is valid and enforceable, even if it exceeds the legal minimum.”

According to the law:

• The probation period must not exceed six months from the employee’s start date.

• Annual leave is calculated at 30 days per year of full service, or two days per month if the employee has worked for more than six months but less than a year.

• Non-compete clauses are subject to mutual agreement. Employees have the right to reject such terms, but they remain legally bound not to disclose any confidential business information regardless.

Employers also have the flexibility to introduce internal regulations or benefit schemes that are more favourable than what the law prescribes. In such cases, the more beneficial provisions will apply to the employee.

However, any proposed changes must be mutually agreed upon. If the employer does not consent to the amendments, the employee must either accept the original offer or decline the position.

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