If you work in one of the UAE’s dynamic free zones, understanding how to check your labour contract is essential for protecting your employment rights. The UAE has undergone significant labour law reforms in 2024 and 2025, making it more important than ever to verify your contract details and stay informed about your entitlements.
Unlike mainland employment, where contracts are managed by the Ministry of Human Resources and Emiratisation (MOHRE), free zone labour contracts are governed by individual Free Zone Authorities (FZAs). This guide walks you through the verification process, explains the 2025 regulatory changes, and helps you understand your rights as a free zone employee.
What Is a Free Zone Labour Contract?
A free zone labour contract is a formal employment agreement issued and regulated by a UAE Free Zone Authority rather than MOHRE. It outlines the terms of employment for individuals working within designated free zones such as DUQE, DMCC, JAFZA, DAFZA, and RAKEZ.
Under this system, employers do not sponsor their employees directly. Instead, the Free Zone Authority issues and approves employment contracts, manages visa sponsorships, and enforces zone-specific labour rules. Employers draft the contract within the zone’s framework, but the FZA maintains oversight.
What Your Free Zone Labour Contract Should Include
Every free zone contract should include these essential elements:
- Job title and description: Specifies your role and responsibilities.
- Salary and benefits: Details your remuneration, allowances, and additional benefits such as medical insurance.
- Contract duration: Start and end dates, probation period length, and renewal terms.
- Working hours and leave: Standard hours (typically 8 hours per day, 48 hours per week) and annual leave entitlements.
- Gratuity provisions: End-of-service benefits as per Article 51 of UAE Labour Law.
- Notice period and termination: Conditions for ending employment (typically 30 to 90 days).
- Dispute resolution clauses: Escalation procedures, jurisdiction, and arbitration preferences.
Why You Should Check Your Free Zone Labour Contract
The UAE’s labour landscape has changed significantly. Here’s why verifying your contract matters more than ever:
All Contracts Are Now Fixed-Term
As of January 1, 2025, unlimited contracts are no longer valid under UAE law. All employment agreements must be fixed-term contracts with a maximum duration of three years, renewable upon agreement. If you were previously on an unlimited contract, your employer should have converted it to a fixed-term arrangement.
New Two-Year Statute of Limitations
Under the 2024 amendments (Federal Decree-Law No. 9 of 2024), you now have two years from the date your claim becomes due to file a labour dispute. After this period, you lose the right to file regardless of the merit of your claim. Checking your contract regularly helps you identify issues before the deadline passes.
Verify Accuracy Before Disputes Arise
Mistakes happen. Perhaps your job title was recorded incorrectly, or the agreed salary doesn’t match what was written. By checking your contract early, you can raise issues before they escalate. Only signed contracts and documented communication hold legal weight; verbal agreements carry no enforceability in disputes.
Required for Visa Renewals and Bank Applications
A valid contract is necessary when renewing your visa, applying for loans or credit cards, or if you need to resign properly. Having quick access to your verified contract saves time and prevents delays.
How to Check Your Free Zone Labour Contract
Important: If you work for a free zone company, your contract will not appear on the MOHRE portal. Free zone authorities handle employment contracts independently, so you must use your specific zone’s verification process.
1. Identify your Free Zone: Common examples include DUQE, DMCC, JAFZA, DAFZA, RAKEZ, ADGM, DDA, and SHAMS.
2. Visit the Free Zone’s official portal: Each zone has its own website and e-services platform.
3. Log in with your credentials: Use your Emirates ID, visa number, or passport number as required.
4. Navigate to employee services: Look for sections labelled ‘Employee Services’, ‘Contract Management’, or ‘Labour Contracts’.
5. View and download your contract: Save a copy to your device for your records.
Free Zone-Specific Guidance
DUQE Free Zone
DUQE, located aboard the iconic Queen Elizabeth 2 at Mina Rashid, offers comprehensive in-house support for all employment matters. Because DUQE handles everything from business setup to visa processing internally, checking your labour contract is straightforward. Contact your DUQE account manager or visit the DUQE business centre on the QE2 to request your contract details. You can also reach DUQE’s customer service team for assistance with any employment-related queries.
DMCC (Dubai Multi Commodities Centre)
Log in to the DMCC portal with your employee or sponsor details. Your HR department can also provide a copy upon request through the DMCC online services platform.
JAFZA (Jebel Ali Free Zone)
Use the JAFZA online portal or check via your company’s PRO or HR representative. Many JAFZA companies use internal HR systems where employees can view and download contracts directly.
DDA (Dubai Development Authority)
Request through your company’s HR department or directly via DDA’s online services. Contracts are typically uploaded to internal portals for employee access.
ADGM (Abu Dhabi Global Market)
ADGM has introduced additional requirements in 2025, including written contracts within one month of employment. Access your contract through the ADGM registration authority portal or contact your employer’s HR team.
Tip: Use your Emirates ID for the quickest portal lookup. Passport numbers often cause mismatches. If portal access fails, ask your company PRO to fetch the contract. Authorities respond faster to licensed users.
How to Check Mainland Labour Contracts (MOHRE)
If your employer is registered with MOHRE (mainland companies outside free zones), you can access your contract through digital channels. Note that the UAE has fully phased out the plastic Labour Card. All work permits are now electronic (e-Permits) accessible via the MOHRE app and website.
Via MOHRE Website
1. Visit the official MOHRE website at mohre.gov.ae.
2. Navigate to ‘Services’ and select ‘View Approved Contract‘.
3. Choose ‘Search by EIDA No’ and enter your Emirates ID number.
4. Click ‘Request One-Time Password (OTP)’. This will be sent to your registered mobile number.
5. Enter the OTP and click ‘View My Contract’.
6. Download or save your contract for your records.
Via MOHRE Mobile App
1. Download the MOHRE UAE app from the App Store or Google Play.
2. Log in using your UAE Pass credentials or create an account with your labour card details.
3. Navigate to ‘Dashboard’ and select ‘Contract’.
4. View your labour contract details on screen.
Free Zone Labour Contract Terms to Verify in 2025
When reviewing your contract, pay close attention to these elements:
Personal Details
Ensure your name, passport details, and Emirates ID are accurate. Any errors should be corrected immediately as they can cause problems with visa renewals and official transactions.
Job Title and Description
Verify that your job title and description match what was discussed during hiring. This is particularly important for visa classification and affects your employability if you change roles.
Salary and Benefits
Check the agreed-upon salary, allowances, and benefits such as medical insurance, accommodation, or transport. Under the Wages Protection System (WPS), employers must pay wages through an electronic system monitored by MOHRE, with default starting 15 days after the due date.
Gratuity Entitlements
Under the 2025 updates, employees are entitled to full gratuity after completing one year of service: 21 days’ basic salary for each year of the first five years, and 30 days’ basic salary for each subsequent year. Gratuity must be paid within 14 days of termination.
Notice Periods
A minimum 30-day notice period now applies, even in cases of summary dismissal. Confirm the notice period stated in your contract aligns with your expectations and legal requirements.
Non-Compete Clauses
Under the 2025 amendments, non-compete clauses must not exceed two years in duration. They must be necessary, limited in scope, and employees may be entitled to compensation during the restricted period.
What to Do If You Find Discrepancies in Your Free Zone Labour Contract
If your contract doesn’t match what was promised or contains errors, take these steps:
1. Internal Resolution
Raise the issue with your HR department or employer first. Many discrepancies can be resolved amicably through direct communication and documentation updates.
2. Free Zone Authority Escalation
If internal resolution fails, contact the Free Zone Authority where your company is registered. FZAs have dedicated labour departments or e-services platforms to handle employment-related complaints. Provide your employee ID or passport number for verification.
3. MOHRE Dispute Process
Since January 2024, MOHRE has expanded authority over labour disputes. For claims valued at 50,000 or less, MOHRE can issue final executive decisions that carry the same legal power as a court judgment. This applies to private sector workers, domestic workers, and cases involving non-compliance with previously settled resolutions.
You can file complaints online via the MOHRE website, through the mobile app, or by calling the Labour Claims and Advisory Call Centre at 80084 (toll-free, with support in 15 languages).
4. Court Proceedings
For claims exceeding 50,000, or if you’re dissatisfied with MOHRE’s decision, you can appeal to the Court of First Instance within 15 working days. The court must schedule a hearing within three working days and issue a judgment within 30 working days. Remember the two-year statute of limitations. Claims filed after this period will be dismissed.
2025 Regulatory Changes Affecting Free Zone Employees
Stay informed about these updates that impact your employment:
Mandatory Fixed-Term Contracts
All employment contracts must now be fixed-term, with a maximum duration of three years (renewable). The Ministry has provided templates tailored to different work models and skill levels. Employers were required to convert existing unlimited contracts by the deadline.
Flexible Work Arrangements
The law now formally recognises multiple work models: part-time, temporary, flexible, remote working, and job-sharing arrangements. Employers can offer compressed workweek options, and remote employees are now formally classified in employment categories.
Enhanced Employee Protections
Strong protections against physical, verbal, or psychological harassment have been introduced, with violations resulting in fines up to 10,000 or imprisonment. Dismissal for filing a complaint is explicitly considered unlawful termination, entitling employees to compensation of up to three months’ salary.
Salary Continuation During Disputes
MOHRE can now require employers to continue paying employee salaries for up to two months while disputes are being resolved. This provides financial stability during potentially lengthy proceedings.
Updated Leave Entitlements
Maternity leave has increased to 60 days (45 days at full pay, 15 days at half pay), with the option to extend for 100 days of unpaid leave for pregnancy-related illness. Paternity leave is five paid days for all sectors. Study leave of up to 10 days per year is available after two years of service.
ADGM-Specific Changes
Abu Dhabi Global Market has introduced additional 2025 requirements: written contracts must be issued within one month of employment start, remote workers are formally recognised, and parental leave has been expanded to cover adoptive parents and cases of stillbirth.
Navigate Your Free Zone Contract With Confidence
The UAE’s 2024-2025 labour reforms represent a significant shift towards greater employee protection, workplace flexibility, and streamlined dispute resolution. Whether you’re verifying your contract details, addressing discrepancies, or simply staying informed about your rights, understanding these changes empowers you to navigate your employment with confidence.
For employees in DUQE Free Zone, the in-house support structure makes accessing your contract information straightforward. DUQE’s integrated approach (handling everything from business setup to visa processing and employment documentation) means you have a single point of contact for all your queries.
Remember to keep your documentation updated, verify your contract details regularly, and don’t hesitate to raise concerns through the proper channels. The mechanisms in place are designed to support and protect your working rights in the UAE’s dynamic economic landscape.
Setting up a business in Dubai? DUQE Free Zone offers competitive packages, 100% foreign ownership, and comprehensive support from setup to ongoing operations. Contact us or visit duqe.ae to learn more.
Frequently Asked Questions
Is UAE Labour Law applicable to Free Zones?
Not directly. Each free zone is governed by its own employment regulations, and your contract must adhere to these specific rules. However, free zone contracts must still comply with the general provisions of UAE Labour Law (Federal Decree-Law No. 33 of 2021). You retain the right to pursue legal action against your employer if necessary.
Do I need Emirates ID to check my contract status?
It’s not mandatory. You can often use your passport number or labour card number instead. However, Emirates ID typically provides the quickest and most reliable portal access.
Can I check someone else’s contract?
No. Labour contract information is confidential and requires identity verification. Only the employee named in the contract can access their own details.
Is a digital copy of my contract legally valid?
Yes. Downloaded PDFs from MOHRE or your free zone authority are officially recognised. The UAE has moved to digital contracts and electronic work permits, which have the same legal standing as physical documents.
What is a Free Zone Labour Card?
A free zone Labour Card is an identification document for individuals employed within a UAE free zone, distinct from the MOHRE labour card for mainland employment. It includes your photo, date of birth, and employer details. Note that the UAE is phasing out physical cards in favour of electronic work permits and Resident IDs.
How do I get a salary certificate from a Free Zone?
Request a salary certificate from your employer, who will procure it from the FZA where your company is registered. This document confirms your employment details and compensation, and is typically issued within three business days.
Is a Labour Card the same as an Emirates ID?
No. A Labour Card (now electronic work permit) is specific to your employment, containing job-related details and used primarily for occupational purposes. An Emirates ID is a comprehensive identification card for all UAE residents, with personal and biometric information used for a wide range of government services beyond employment.