Employment Offer Letter (UAE)

Definitions

"Labour Law" means Federal Decree-Law No. 33 of 2021 Regarding the Regulation of Labour Relations and its implementing regulations, each as amended or replaced from time to time.

Offer and Role

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 reduces any right the Employee has under the Labour Law. Where the Labour Law gives the Employee a greater right than this agreement, the Employee has that greater right.

Conditions of Offer

Where the Employee needs a work permit or residence visa to work in the United Arab Emirates, this offer is conditional on the Employee obtaining them, with the Employer's sponsorship, through the Ministry of Human Resources and Emiratisation and the competent immigration authority, including passing any required medical fitness test. The Employee must promptly provide the documents, attested certificates and information reasonably required for that purpose.

The Employer bears the recruitment, work permit and residence visa costs that the Labour Law or other applicable law requires an employer to bear and will not recover them from the Employee.

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 in accordance with applicable law.

The parties will sign the employment contract in the form required by the Ministry of Human Resources and Emiratisation, on terms consistent with this agreement, and the Employer will register it as the Labour Law requires. This agreement supplements that contract, and the two are to be read together. If they conflict, the registered contract prevails, except where a provision of this agreement is more favourable to the Employee, in which case that provision prevails to the extent the Labour Law permits.

Term

The employment starts on the Start Date and is for a fixed term equal to the Contract Term. The parties may renew or extend it by written agreement, and any renewal counts towards the Employee's continuous service. If the parties continue the employment after the Contract Term ends without a written renewal, it continues on the same terms, as the Labour Law provides.

Probation

The employment starts with a probationary period equal to the Probation Period, which may not exceed six months. During it, the Employer may end the employment by giving the Employee at least 14 days' written notice. The Employee may resign during it by giving at least one month's written notice to join another employer in the United Arab Emirates, or at least 14 days' written notice to leave the country, subject to the Labour Law's rules on recruitment costs.

Place of Work and Hours

The Employee's normal place of work is the Place of Work. The Employer may require the Employee to work at another location in the same city, or to travel on the Employer's business, as the Role reasonably requires.

The Employee's normal working hours are the Working Hours, with the rest periods and weekly rest day the Labour Law requires. Any overtime is subject to the limits in the Labour Law and will be paid, or compensated with time off, as the Labour Law requires, unless the Employee holds a supervisory or management position to which those provisions do not apply. During Ramadan, working hours are reduced as applicable law requires.

Remuneration

The Employer will pay the Basic Salary monthly in UAE dirhams through the Wage Protection System, or another method that the Ministry of Human Resources and Emiratisation approves, no later than the date the Labour Law requires.

The Employer will also pay the Allowances, at the same times and in the same manner as the Basic Salary. The Allowances do not form part of the Basic Salary for the purpose of calculating end-of-service gratuity, leave pay on termination or other entitlements the Labour Law calculates by reference to basic wage.

The Employer may make deductions from the Employee's wages only in the cases, and within the limits, that the Labour Law permits.

The Employee is eligible to participate in the Bonus Scheme on its terms. Unless the Bonus Scheme expressly provides otherwise, any bonus is at the Employer's discretion, does not form part of the Basic Salary, 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.

Leave

The Employee is entitled to the Annual Leave, with full pay, for each year of service, and to paid leave on official public holidays as applicable law provides. If the Employee has completed six months' but not one year's service, leave accrues as the Labour Law provides. Leave is taken at times agreed with the Employer.

Untaken leave may be carried over only as the Labour Law permits. On termination, the Employer will pay the Employee for accrued but untaken leave, calculated as the Labour Law provides.

After the probationary period, the Employee is entitled to sick leave with the pay the Labour Law provides. The Employee must notify the Employer of the sickness within three working days and provide a medical report issued by a licensed medical entity.

The Employee is entitled to maternity, paternity, bereavement and any other leave that the Labour Law provides, on the terms it sets.

Health Insurance and Benefits

The Employer will provide the Employee with health insurance that meets the requirements of applicable law in the emirate in which the Employee is employed.

The Employee is entitled to the Other Benefits, subject to the rules of any relevant scheme or insurance policy as in effect from time to time.

End of Service

If the Employee is a full-time employee who is not a UAE or GCC national and completes at least one year of continuous service, the Employee is entitled on termination to an end-of-service gratuity calculated on the last Basic Salary in accordance with the Labour Law, unless the Employer has lawfully enrolled the Employee in an approved alternative end-of-service savings scheme, which then applies in its place. The Employer may deduct from the gratuity any amount the Employee owes it, as the Labour Law permits.

If the Employee is a UAE or GCC national, the Employer will register the Employee with, and contribute to, the pension and social security scheme that applicable law requires, and the Employee's contributions will be deducted from their pay as that law provides.

Outside Interests

During the employment, the Employee must not, without the Employer's prior written consent, work for another person or 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.

Policies and Discipline

The Employee must comply with the Employer's work regulations and policies, which the Employer will make available to the Employee. The Employer may impose a disciplinary penalty only in the cases, and following the procedure, that the Labour Law permits.

Confidentiality

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.

Intellectual Property

All intellectual property rights in any work, invention, design or other material the Employee creates in the course of the employment, or using the Employer's resources or Confidential Information, 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. 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 applicable 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 publishing, adapting or modifying it, or from using it without naming the Employee, in the normal course of their business.

Data Protection

The Employer will process the Employee's personal data in accordance with its employee privacy notice and Federal Decree-Law No. 45 of 2021 on the Protection of Personal Data and any other applicable data protection law. The Employee must comply with the Employer's data protection policies when handling personal data in the course of the employment.

Termination

After any probationary period, either party may end the employment for a legitimate reason by giving the other written notice of the Notice Period, which must be at least 30 days and no more than 90 days and is the same for both parties. The employment and both parties' obligations continue during the notice period. Where the Employer gives notice, the Employee may take one unpaid working day off each week to look for work, as the Labour Law provides.

A party that ends the employment without giving the notice this agreement requires must pay the other compensation equal to the Employee's wage for the notice period, or the part of it not served, as the Labour Law provides.

The Employer may end the employment without notice only on the grounds, and following the investigation and other procedure, that the Labour Law sets out for termination without notice. The Employee may leave work without notice only in the circumstances the Labour Law permits.

Within 14 days after the employment ends, the Employer will pay the Employee all wages and other amounts due, as the Labour Law requires, and on request will give the Employee a certificate of service stating the dates of employment and the Role. The Employer will arrange the cancellation of any work permit and residence visa it sponsored, and the Employee must cooperate with that process.

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.

Restrictions after Employment

For the Restricted Period after the employment ends, the Employee must not, within the Restricted Area, work for a competitor of the Employer, or establish or take part in a competing business, in the same type of work the Employee performed for the Employer. This restriction lapses if the Employer ends the employment in breach of the Labour Law, and applies only to the extent the Labour Law and its implementing regulations permit, including any exception they provide.

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, to the extent applicable law permits.

Notices

A notice under this agreement must be in writing and may be given by hand, by courier to the Employer's registered office or the Employee's last known residential address in the United Arab Emirates, or by email to the Employee's work or personal email address or to the email address of the Employer's human resources function.

General

The Employer will provide this agreement in Arabic and in English or, if the Employee does not understand English, in Arabic and another language the Employee understands. If the texts differ, the Arabic text prevails, as the Labour Law requires.

This agreement, read with the contract registered with the Ministry of Human Resources and Emiratisation, is the entire agreement between the parties about the Employee's employment and replaces any earlier offer or arrangement. Any change must be agreed in writing and, where the Labour Law requires, reflected in the registered contract.

Governing Law and Disputes

This agreement is governed by the federal laws of the United Arab Emirates and, to the extent applicable, the laws of the Emirate.

Any dispute arising out of or in connection with the employment must first be submitted to the Ministry of Human Resources and Emiratisation, which may decide it or refer it to the competent courts of the Emirate, as the Labour Law provides.