The UAE job offer checklist, what to confirm before you resign and relocate

Resigning at home can feel like stepping off a solid pavement onto a moving walkway. Exciting, but only if you know where it’s going.

Before we hand in notice and book flights, we need clarity on the job offer in black and white, not just in a friendly WhatsApp message. A UAE job offer checklist helps us avoid the most common relocation mistakes: salary surprises, visa delays, and benefits that don’t match what we were told.

The goal isn’t to be sceptical. It’s to be prepared, so our move to Dubai, Abu Dhabi, Sharjah, or another Emirate starts smoothly.

UAE job offer checklist: confirm the employer and job are legitimate

First, we should confirm who is employing us, and under what labour framework. In the UAE, “mainland” roles typically follow Ministry of Human Resources and Emiratisation (MOHRE) processes, while many free zones have their own authorities and employment rules (for example, DIFC has its own employment law).

Ask for the employer’s legal name, trade licence details, and the address where we’ll actually work. If the role is in a group company, confirm which entity signs the contract and sponsors the visa. This matters for everything from payroll to end-of-service benefits.

We should also confirm the job title and duties match what we’ll do day to day. In the UAE, job titles on official paperwork can affect visa eligibility and, in some cases, professional licensing. If we’re joining a regulated sector (healthcare, education, legal, financial services), check whether we need attestations, equivalency, or specific approvals before we can start work.

For a government-backed overview of how employment works in Dubai, including key steps and expectations, refer to Dubai’s employment guide for foreigners.

Finally, do a practical “reality check” on the employer. Are they operating in the same place they claim to? Are they hiring for growth, or replacing frequent leavers? A little due diligence now can save months of stress later.

Check the UAE employment contract terms (salary, probation, notice, leave)

A job offer is not the same as a full contract. Before we resign, we should request the complete employment contract and read it like we’d read a tenancy agreement. If something is unclear, we ask, and we get the answer in writing.

Here are the contract points that most often cause trouble after arrival:

Salary structure and pay method: Confirm the basic salary and allowances separately, and confirm the pay date. On mainland roles, salaries are typically paid through the Wages Protection System (WPS). If allowances are a big part of the package (housing, transport, school fees), we should confirm whether they are fixed monthly amounts or “up to” reimbursements.

Probation period: Probation can be up to six months. Confirm what notice is required during probation, and whether any relocation support must be repaid if either side ends the contract early.

Notice period: Confirm notice length for resignation and termination. Many contracts state 30 to 90 days depending on the role and time served. This affects our ability to change jobs, plan schooling, or leave the UAE without overstaying.

Working hours and overtime: Typical limits are eight hours a day and 48 hours a week, with variations for certain sectors. If the job is client-facing (hospitality, events, retail, logistics), ask how shifts, weekends, and overtime are handled.

Annual leave and public holidays: A common baseline is 30 days’ paid leave after one year of service. Confirm how leave is approved, whether leave can be carried forward, and how public holidays apply in your sector.

Non-compete clauses: These can exist, but should be specific and time-limited. If a clause would block us from working in the same field in Dubai or Abu Dhabi for years, we should negotiate it before signing.

If the contract is bilingual, remember that Arabic wording can take priority if there’s a dispute. If we don’t read Arabic, we should request a clear explanation of any key clauses before we commit.

Visa and onboarding timeline: what must happen before you relocate

Many relocation plans fail for one reason: timing. We resign, then discover the visa process won’t start for weeks, or the entry permit arrives late, or medical and Emirates ID appointments are backed up.

Before we resign, confirm the full sequence and who is responsible at each stage. In many cases, the employer sponsors the work permit and residence visa, and we complete the medical test and biometrics after entry.

If we’re moving to Abu Dhabi for a skilled role, it’s also useful to understand the visa categories and criteria in plain terms. The Abu Dhabi government portal explains eligibility and requirements for skilled employees and longer-term residency options. See Abu Dhabi Green Visa criteria for skilled employees.

We should also confirm these practical points:

• Start date flexibility: What happens if the entry permit is delayed?
• Work location: Which Emirate issues the visa, and where will we be based?
• Family sponsorship: Can we sponsor spouse and children, and when?
• Document checklist: Passport validity, photos, degree certificates, attestations, and any police clearance requirements.
• Contract registration: For mainland roles, contracts are registered electronically soon after entry or status change. Confirm the employer’s timeline and process.

It’s worth asking a simple question: “If we resign on (date), what is the earliest and latest realistic date we can be legally working in the UAE?” The answer should be specific, not vague.

Relocation package reality check: costs, healthcare, housing, and schooling

A UAE salary can look strong on paper, but relocation costs arrive fast. Think of it like moving into a new office unit: rent is only one line item, but fit-out, deposits, and setup costs add up.

Before we relocate, confirm exactly what the employer covers, what we cover, and when reimbursements are paid. This is especially important in Dubai and Abu Dhabi, where housing deposits, agency fees, and upfront payments can be significant.

Use this quick table as a decision aid:

Item to confirm	Why it matters	What we should ask for
Housing allowance	Cash flow and where we can afford to live	Monthly amount in AED, paid when, and if it changes after probation
Flights and relocation	Big upfront cost	One-way or return flights, baggage allowance, shipment coverage, repayment clause
Medical insurance	Needed for visas and ongoing care	Who is covered, network hospitals, maternity cover, start date of policy
School support (if applicable)	Fees can exceed expectations	Annual cap, eligible schools, reimbursement process
Bonuses and commissions	Can be “at target” only	Written scheme, payment dates, clawbacks, KPIs
End-of-service benefits	Part of total compensation	How basic salary is defined, and how service is calculated

We should also check practical support: temporary accommodation, SIM setup, bank account letter, and whether the employer provides PRO support for visa steps.

If we’re moving as founders or hiring in the UAE, it can help to know trusted local providers for legal, moving, and setup support. We can browse the UAE business directory listings to find verified services across Dubai, Abu Dhabi, Sharjah, Ajman, Ras Al Khaimah, Fujairah, and Umm Al Quwain.

Final go or no-go checks before handing in your notice

Right before we resign, we should run the “three confirmations” test:

Written documents: Offer letter and full contract received, with salary breakdown, benefits, notice, and probation clearly stated.

Visa plan: Entry permit timeline, medical and Emirates ID steps understood, and family plan agreed if needed.

Money timing: We’ve mapped at least the first 60 days of costs, including deposits and any period where we might not be paid yet.

If we want more practical guidance like this, we can keep an eye on the UAEThrive blog for updates that affect employers, professionals, and new arrivals.

Relocation can be a brilliant move, but only when the basics are locked in. Use this UAE job offer checklist as your guardrail, and don’t resign until the offer stands up to careful reading.

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