Article 8 of the Federal Decree Law No. 33 of 2021 and with Article 10 (1) of the Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree-Law No. 33 of 2021, outlines the mandatory information that must be included in an employment contract. The employment contract should include the name and address of the employer, the name, nationality and date of birth of the employee, proof of identity,  qualification, the job or occupation, the date of work commencement, the workplace, the working hours, the rest days, the probationary period, the term of the contract, the wage agreed upon including the benefits and allowances, the annual leave entitlements, the notice period, the procedures for terminating the employment contract and any other data determined by the Ministry in order to regulate the relationship between the employee and the employer.

The Employment Law provides the minimum rights to which an employee is entitled. However, if an employee is entitled to better benefits under another law, a company policy, or their employment contract, such rights will still apply. An employer should not reduce or take away more favourable benefits just because they are not stipulated in the Employment Law. This is in accordance with Article 65(1) of the Employment Law. Employer can add any extra clauses pertaining to any benefits such as annual salary increments, extra bonus and allowance etc. If your employer agrees to include a clause guaranteeing annual salary increments in the employment contract, it will be legally binding and enforceable.