Indian Workers UAE: Check Your Employment Contract
Over 3.5 million Indian nationals work in the UAE — from construction labourers in Abu Dhabi to IT professionals in Dubai Internet City. Whether your contract was arranged through a recruitment agent in Kerala, a consultancy in Delhi, or a direct employer offer, the terms registered with MoHRE are what matter legally. If you have never checked your official contract, start now.
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Check My Contract NowCommon Issues in Indian Worker Contracts
Indian workers in the UAE face specific contract risks depending on their sector and how they were recruited. Workers recruited through agents in states like Kerala, Andhra Pradesh, and Tamil Nadu often sign contracts in their native language — but the legally binding version is always the Arabic MoHRE contract. Discrepancies between what was promised and what was registered are extremely common.
For salaried professionals, non-compete clauses are the biggest hidden risk. Many Indian engineers, accountants, and IT professionals sign contracts with restrictive non-compete terms without understanding that these clauses can prevent them from working anywhere in the UAE for up to two years after resignation.
Gratuity miscalculation is another systemic issue. When your package is split into a low basic salary with separate allowances, your end-of-service gratuity can be significantly less than expected. We see this in almost every Indian worker contract we review.
3 Contract Risks Every Indian Worker Must Check
Salary Splitting to Reduce Gratuity
Many employers split the total package into a low basic salary plus housing, transport, and food allowances. Since gratuity is calculated only on basic salary, this can reduce your end-of-service payout by 40-60%. Your MoHRE-registered contract should show the same basic salary that was promised during recruitment in India.
Non-Compete Clauses Blocking Career Moves
Indian professionals in IT, finance, and engineering often sign contracts with 2-year non-compete clauses covering all of the UAE. Under Federal Decree-Law No. 33/2021 Article 10, non-compete clauses are limited to specific geographies and duration. If your non-compete is overly broad, it may not be enforceable — but you need to verify before resigning.
Contract Substitution After Arrival
A common issue reported by Indian workers: the contract signed in India with the recruitment agent differs from the one registered with MoHRE in the UAE. The salary, job title, or working hours may be different. Always compare the offer letter you received in India with the MoHRE contract available on the MoHRE app or website.
Language Barriers in Indian Worker Contracts
India has 22 official languages. Many workers from South India receive contracts in Malayalam or Tamil during the recruitment process, while North Indian workers may receive Urdu or Hindi versions. None of these have legal standing in UAE courts. The Arabic version is always authoritative.
This creates a dangerous gap: you may have agreed to terms you have never actually read in a language you understand alongside the legally binding text. TenderScan AI can compare your Hindi, Tamil, or Malayalam contract against the standard MoHRE Arabic template and flag any discrepancies.
Frequently Asked Questions
Is my UAE employment contract valid if it is only in English and not in Hindi?
Under UAE law, the Arabic version of your contract is the legally binding document. English translations are accepted but Hindi, Malayalam, or Tamil versions have no legal standing. If your employer gave you a contract only in your native language, ask for the Arabic and English versions. Any dispute in court will rely on the Arabic text.
How is gratuity calculated for Indian workers in the UAE?
Gratuity is calculated under Federal Decree-Law No. 33/2021: 21 days basic salary per year for the first 5 years, then 30 days per year after that. The total cannot exceed 2 years salary. Many Indian workers find their gratuity is calculated on a lower basic salary because allowances were split out of their package. Check that your basic salary in the MoHRE contract matches what was promised.
Can my employer hold my passport in the UAE?
No. Passport confiscation is illegal under UAE law (Federal Law No. 51 of 2006). Your employer cannot withhold your passport for any reason. If your passport is being held, you can report it to MoHRE on 600-590000 or file a complaint through the MoHRE app. Many Indian workers in construction and hospitality still face this issue — it is a criminal offence and you should report it immediately.