The Ministry of Human Resources and Emiratisation has outlined four key conditions for workers wishing to transfer to a new employer during their probation period. The rules aim to protect employer rights, ensure fair compensation, and maintain a balanced, competitive labour market in the UAE.
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The Ministry of Human Resources and Emiratisation (MoHRE) has updated certain labour law regulations to clarify when and how an employee can transfer to another employer during their probation period. The new conditions are designed to ensure fairness for both employees and employers, especially when a worker changes jobs before completing probation.
According to MoHRE’s official website, the rules take immediate effect and are part of the UAE’s ongoing efforts to create a balanced and business-friendly work environment.
Under the updated rules, a worker may move to another employer during their probation period only if certain conditions are met:
The worker must provide written notice to their current employer at least one month in advance before leaving.
If notice is not given, the worker must pay compensation equal to their wage for the notice period or the remaining portion of it.
The current employer has the right to seek compensation from the new employer for recruitment and contractual costs they incurred.
A worker must inform their employer at least 14 days before the intended termination date if they plan to leave the UAE. Failure to do so will require the worker to pay compensation equal to the full wage for the notice period or its remainder.
MoHRE has made it clear that failure to follow these rules could have serious consequences. If a worker leaves without observing the notice period requirements, they will be ineligible for a new work permit for one year from the date of their departure from the UAE.
This penalty is intended to prevent sudden job changes that disrupt employers’ operations and to encourage proper communication between employees and employers.
The ministry stressed that these updates aim to protect the rights of all parties involved. Employers benefit from fair compensation for recruitment expenses if a worker leaves early, while employees still have the flexibility to change jobs if they follow the rules.
MoHRE highlighted that a balanced approach is necessary to maintain a healthy labour market where businesses can thrive, and workers can pursue better opportunities without causing harm to their current employers.
By setting these clear conditions, the UAE hopes to strengthen its reputation as a fair and competitive place to work. The labour market in the country attracts talent from across the world, and these regulations are designed to ensure that both local and foreign workers can operate within a framework that respects everyone’s rights.
The ministry’s approach reflects its broader strategy to make the UAE a leading global destination for skilled professionals while safeguarding the business interests of companies operating in the region.
MoHRE advises employees to read and understand the terms of their contracts, especially clauses relating to probation and termination. Workers should also keep all communications with their employers documented and follow the official channels when submitting resignation or transfer requests.
Employers are encouraged to clearly explain probation terms to new hires and ensure that any transfers are handled in accordance with the law.
