Probation periods generate more UAE labour law confusion than almost any other topic — mostly because employers occasionally write contract clauses that simply aren't enforceable. Article 9 of Federal Decree-Law No. 33 of 2021 sets a hard limit, and it's stricter than many contracts assume.
The 6-month cap is absolute
Probation may not exceed 6 months from the employee's start date. This is an absolute ceiling — not a default that can be extended by agreement, addendum, or verbal understanding between employer and employee. If a contract states a longer period, the excess simply isn't enforceable, and probation still legally ends at the 6-month mark.
No extensions, ever
This is the detail that surprises people: the 6-month cap cannot be extended under any circumstances. Not by mutual agreement, not by a signed addendum, not for any reason. Multiple 2026 legal sources confirm this explicitly — it isn't a negotiable ceiling the way some other labour law provisions are.
What happens once 6 months pass?
If probation isn't ended — either by termination or by formally confirming the employee — once 6 months have passed, the employee is automatically treated as confirmed from that point, regardless of what the contract says or whether the employer has said anything.
Can you be put on probation twice?
Generally no. Each employer may apply probation only once per employee — a confirmed employee can't be put back on probation after being made permanent, and moving to a new role with the same employer doesn't usually restart a fresh probation period, though specific contract terms can matter here.
Notice during probation is different
Notice periods during probation are much shorter than after confirmation:
- 14 days if the employer terminates, or if the employee resigns to leave the UAE
- 30 days if the employee resigns to join another UAE employer
After probation, standard notice runs 30–90 days as set in the contract.
Check your own probation dates
The Probation Period Checker takes your start date and agreed probation length and tells you instantly whether it's within the legal 6-month cap, and your exact end date. For working out your specific last working day from a resignation or termination event instead, use the Notice Period Calculator.