Addendum to the standard MOHRE employment contract for terms the government form does not cover — bonus schemes, tips/service charge, training bonds, confidentiality — none of which may reduce the employee's rights below the Labour Law minimum.
⚠️ This is a blank template, not legal advice: check the wording with a lawyer and adapt it to your jurisdiction and your case.
This template has no optional clauses: the text is the same for everyone. Field placeholders are shown as labels — on the site the template is read-only, values are entered inside the system.
EMPLOYMENT CONTRACT ADDENDUM
This Addendum supplements the standard MOHRE employment contract No. MOHRE contract number between Employer, the "Employer", and Employee, the "Employee".
1. BACKGROUND 1.1. The standard MOHRE contract form is minimal; matters such as bonus schemes, tips/service charge, uniform, employer-funded training with a repayment (bond) obligation, and confidentiality are set out in this Addendum instead. 1.2. Under Article 65 of Federal Decree-Law No. 33/2021 ("Labour Law"), any provision that reduces the Employee's rights below the statutory minimum is void, even if agreed here — this Addendum may only add to, not subtract from, the Labour Law and the MOHRE contract.
2. ADDITIONAL TERMS 2.1. Additional terms
3. BONUS / COMMISSION 3.1. Bonus / commission terms
4. TRAINING BOND 4.1. Employer-funded training repayment amount if the Employee resigns within the agreed period: Training bond repayment amount.
5. CONFIDENTIALITY 5.1. Confidentiality terms
6. LANGUAGE 6.1. A bilingual (Arabic/English) version of this Addendum is recommended; in the event of a dispute before a UAE court, the Arabic-language version takes precedence.
SIGNATURES Employer ______________ / Employer signatory / Date: Addendum date Employee ______________ / Employee /
— — — ⚠️ This is a boilerplate template, not legal advice. It is written for UAE MAINLAND businesses under MOHRE (Federal Decree-Law No. 33/2021 and its executive regulations); free zones (DMCC, JAFZA, and others) have their own labour contract portals and forms, and DIFC/ADGM are separate common-law jurisdictions with their own employment law and data-protection law (DIFC Employment Law, DEWS instead of gratuity, and data-protection rules other than the PDPL) — confirm which regime applies before use. Emirate-level rules (Dubai DET/DM, Abu Dhabi ADDED/DCT/ADAFSA, Sharjah SEDD, and others) also diverge. Have this template reviewed by a UAE-qualified lawyer and verified against the current MOHRE, WPS, PDPL, and emirate-specific requirements before use.
Fields that belong to a switched-off clause are dimmed — they are not asked for.
e.g. uniform, tips/service charge distribution, out-of-scope duties
Employer-funded training with repayment obligation if the employee leaves early
2 of 9 fields are taken from the company, employee or counterparty record, the questionnaire can be dictated to the AI, and the finished document comes with a number, a PDF and an acknowledgement record.