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A jurisdiction-neutral offer of employment for an Employer hiring an Employee who will work in a chosen country, with the governing law and forum as variables, an optional arbitration variant, and terms that defer to the mandatory employment law of the Work Country.
International / Cross-Border
Highlighted blanks are the details your parties fill in.
This agreement is dated the date on which it is signed by the last of the parties.
This agreement is made between [TO BE CONFIRMED — Employer legal name and details] (the "Employer") and [TO BE CONFIRMED — Employee full name and address] (the "Employee").
"Role" means [TO BE CONFIRMED — Job title].
"Reporting Manager" means [TO BE CONFIRMED — Reporting manager (name or title)].
"Start Date" means [TO BE CONFIRMED — Start date]
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An offer of employment for an Employer registered in the ADGM hiring an Employee under the ADGM Employment Regulations 2024: role, indefinite or fixed term, probation, salary, hours, leave, end-of-service gratuity or elected pension scheme, notice, repatriation flight, confidentiality, intellectual property, optional restrictions, ADGM law and ADGM Courts.
"Contract Term" means 12 months.
"Work Country" means [TO BE CONFIRMED — Country in which the Employee will habitually work].
"Place of Work" means [TO BE CONFIRMED — Normal place of work (address, or remote within the Work Country)].
"Salary" means [TO BE CONFIRMED — Gross salary (with currency)] per year.
"Pay Arrangements" means payment in equal monthly instalments in arrears by bank transfer.
"Working Hours" means 40 hours a week, Monday to Friday.
"Annual Leave" means 25 working days in each leave year, in addition to the public holidays observed in the Work Country.
"Probation Period" means three months.
"Probation Notice" means two weeks.
"Notice Period" means one month.
"Bonus Scheme" means [TO BE CONFIRMED — Bonus scheme or commission plan].
"Benefits" means [TO BE CONFIRMED — Benefits (for example pension, health insurance, allowances)].
"Restricted Period" means six months.
"Governing Law" means the law of the Work Country.
"Dispute Forum" means the Work Country.
"Arbitration Rules" means the Arbitration Rules of the International Chamber of Commerce.
The Employer offers to employ the Employee in the Role on the terms of this agreement, and the Employee accepts that offer by signing it. The Employee will report to the Reporting Manager.
The Employee must perform the duties of the Role and any other duties consistent with the Role that the Employer reasonably assigns, comply with the Employer's lawful instructions, and act honestly and in good faith in the Employer's interests.
Nothing in this agreement deprives the Employee of the protection of any rule of the law of the Work Country that cannot be excluded by agreement. Where such a rule gives the Employee a greater right than this agreement, the Employee has that greater right, and this agreement is to be read so as to comply with it.
This offer is conditional on the Employee having, and continuing to have, the right to live and work in the Work Country. Where a work permit or visa is needed, the Employer will apply for it with the Employee's cooperation and bear the costs that applicable law requires an employer to bear, and the Employee must provide the documents and information reasonably required.
This offer is also conditional on the Employer receiving references, and any qualification or background check appropriate to the Role, that it reasonably considers satisfactory, obtained only to the extent permitted by the law of the Work Country.
The employment starts on the Start Date and continues until it is ended in accordance with this agreement.
The first Probation Period of the employment is a probationary period. During it, either party may end the employment by giving the other the Probation Notice in writing or, if longer, the notice that the law of the Work Country requires.
The Employee's normal place of work is the Place of Work. The Employee will not be required to work outside the Work Country for more than one month in any calendar year without the Employee's agreement, other than for business travel the Role reasonably requires.
The Employee's normal working hours are the Working Hours. The Employee may be asked to work reasonable additional hours where the needs of the business require, within the limits and on the pay or time-off terms that the law of the Work Country sets.
The Employer will pay the Employee the Salary in accordance with the Pay Arrangements. The Salary accrues from day to day. The Employer will review the Salary annually but is not obliged to increase it.
The Employer will deduct from the Employee's pay, and account to the relevant authorities for, the income tax, social security contributions and other amounts it is required by law to withhold. The Employee is otherwise responsible for their own personal tax affairs.
The Employer may make other deductions from the Employee's pay only where the law of the Work Country permits and, where that law requires, the Employee has agreed to the deduction in writing.
The Employee is eligible to participate in the Bonus Scheme on its terms. Unless the Bonus Scheme expressly provides otherwise, and to the extent the law of the Work Country allows, any bonus is at the Employer's discretion and a bonus paid in one year does not create an entitlement in any later year.
The Employer will reimburse the reasonable expenses the Employee properly incurs in performing their duties, in accordance with its expenses policy and on production of receipts.
The Employee is entitled to the Benefits, subject to the rules of any relevant scheme or insurance policy as in effect from time to time.
The Employer will make any pension, social insurance, health insurance or similar contributions that the law of the Work Country requires an employer to make for the Employee.
The Employee is entitled to the Annual Leave, with full pay, pro-rated for any part year, or to any greater entitlement the law of the Work Country gives. Leave is taken at times agreed with the Employer. On termination, the Employer will pay for accrued but untaken leave to the extent the law of the Work Country requires.
The Employee must notify the Employer of any absence through sickness as soon as practicable and provide the medical evidence the Employer reasonably requires. The Employee is entitled to sick leave and sick pay as the law of the Work Country and the Employer's sickness policy provide.
The Employee is entitled to maternity, paternity, parental and any other leave and pay that the law of the Work Country provides, on the terms it sets.
The Employee must comply with the Employer's policies and procedures, including its disciplinary and grievance procedures, as in effect from time to time. They do not form part of the Employee's contract unless they say otherwise or the law of the Work Country requires.
During the employment, the Employee must not, without the Employer's prior written consent, be engaged or interested in any business that competes with the Employer or that would materially interfere with the performance of their duties, except as a passive holder of listed securities, and subject to the law of the Work Country.
During and after the employment, the Employee must not use or disclose any trade secret or other confidential information of the Employer, its group companies, customers or suppliers that the Employee obtains through the employment ("Confidential Information"), except in the proper performance of their duties, with the Employer's written consent or as required by law. This does not apply to information that becomes public other than through the Employee's breach.
Nothing in this agreement prevents the Employee from making a disclosure required by law, reporting a suspected breach of law to a competent regulator or authority, or making any other disclosure that applicable whistleblowing law protects.
To the extent the law allows, all intellectual property rights in any work, invention, design or other material the Employee creates in the course of the employment belong to the Employer. To the extent they do not vest in the Employer automatically, the Employee assigns them to the Employer for their full term, throughout the world, for all purposes and in all media, subject to any remuneration for employee inventions that the law of the Work Country mandatorily requires.
The Employee must promptly disclose such material to the Employer and sign the documents the Employer reasonably requests to confirm or register its rights. To the extent the law allows, the Employee waives, or agrees not to exercise, any moral rights in such material in a way that would prevent the Employer and its successors and licensees from adapting or modifying it, or using it without naming the Employee, in the normal course of their business.
The Employer will process the Employee's personal data in accordance with applicable data protection law and its employee privacy notice, including when it transfers personal data to group companies or service providers in other countries.
After any probationary period, either party may end the employment by giving the other written notice of at least the Notice Period or, if longer, the notice the law of the Work Country requires. Termination by the Employer is subject to any requirement of that law for a valid reason, procedure, consultation or severance payment.
Where the law of the Work Country allows, the Employer may end the employment with immediate effect by paying the Employee, instead of all or the remainder of the notice period, a sum equal to the Salary for that period.
The Employer may end the employment without notice for gross misconduct or another reason that the law of the Work Country recognises as justifying immediate termination, following any procedure that law requires.
When the employment ends, or earlier if the Employer asks, the Employee must return all property of the Employer, including documents, devices and Confidential Information, and must not keep any copy.
For the Restricted Period after the employment ends, the Employee must not solicit any client of the Employer with whom the Employee had material dealings during the last 12 months of the employment, or any employee of the Employer with whom the Employee worked during that period, to end or reduce their relationship with the Employer. This clause applies only to the extent the law of the Work Country permits, and on any condition that law sets, including any compensation it requires.
A notice under this agreement must be in writing and may be given by hand, by courier or by email, to the Employer at its registered office or the email address of its human resources function, and to the Employee at their last known home address or personal email address.
This agreement is made in English. If the law of the Work Country requires a version in another language, the parties will sign an accurate translation, and the version that law requires to prevail will prevail.
This agreement is the entire agreement between the parties about the Employee's employment and replaces any earlier offer or arrangement. Any change to it must be agreed in writing.
This agreement is governed by the Governing Law, subject to the Employee's right to the protection of the mandatory rules described in the Offer and Role clause.
The courts of the Dispute Forum have jurisdiction over any dispute arising out of or in connection with this agreement or the employment, without affecting the Employee's right to bring a claim in any court or tribunal that has mandatory jurisdiction under the law of the Work Country.
An original Index template.
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