Eval Dataset — Employment Prompts (30)
Scope
30 employment-law prompts designed to benchmark the full range of employment AI capabilities across LB/KSA/UAE/DIFC/UK/EU. Employment law is one of the highest-demand practice areas in MENA (every company needs it), so quality here is directly tied to product-market fit. The EOSG/EOSA calculation prompts are particularly high-value — getting these wrong is an immediate trust failure.
Storage: eval/datasets/employment-prompts-30.jsonl
How to use this pack
Same pipeline as [[eval-dataset-nda-prompts-30]]: load JSONL, run against production endpoint, score via [[eval-llm-as-judge-system-prompt]], aggregate, detect regressions in [[eval-regression-detector]].
Focus: after scoring, check that EOSG calculation prompts scored ≥ 4.0/5 on [[eval-rubric-legal-soundness]]. Calculation errors in this area are high-stakes.
Prompt categories
Category 1 — Drafting (10 prompts)
Contract and letter drafting across jurisdictions:
| # |
Prompt type |
Jurisdiction |
Key signals to check |
| 1 |
Employment contract (full) |
UAE onshore |
Probation ≤ 6 months, EOSG clause, Limited vs Unlimited contract |
| 2 |
Employment contract (full) |
DIFC |
DIFC Employment Law compliance, at-will vs cause |
| 3 |
Employment contract (full) |
KSA |
Saudi Nitaqat, Saudization %, 90-day probation |
| 4 |
Employment contract (full) |
Lebanon |
Lebanese Labour Code, NSSF registration |
| 5 |
Offer letter |
UAE |
Non-binding but professional; consistent with planned contract |
| 6 |
Termination letter (with cause) |
UAE |
MOHRE process, 30-day notice (or pay in lieu) |
| 7 |
Termination letter (redundancy) |
UK |
Statutory redundancy, selection criteria, consultation |
| 8 |
Severance agreement |
UAE |
Waiver of EOSG claims; validity under UAE Labour Law |
| 9 |
Non-compete clause |
DIFC |
12-month max; geographic scope; consideration |
| 10 |
Fixed-term contract |
KSA |
Auto-renewal rules; Saudi Labour Law Article 55 |
Category 2 — Review (5 prompts)
Paste a contract extract and ask for risk analysis:
| # |
Prompt type |
Key signals |
| 11 |
Review UAE employment contract — employer side |
Identify probation clause trap, missing EOSG formula |
| 12 |
Review UAE employment contract — employee side |
Spot overly broad non-compete; missing end-of-service calc |
| 13 |
Review DIFC employment contract |
Check for DIFC Employment Law compliance gaps |
| 14 |
Review non-compete clause — enforceability in KSA |
KSA courts rarely enforce; flag risk |
| 15 |
Review restrictive covenants — Lebanon |
Limited enforceability under Lebanese law; flag |
Category 3 — EOSG/EOSA Calculations (5 prompts)
End-of-service gratuity and allowance calculations with edge cases:
| # |
Scenario |
Key calculation notes |
| 16 |
UAE: 7 years, terminated without cause, AED 25,000/month |
Full formula: 21 days × 5 years + 30 days × 2 years; Article 51 UAE Labour Law |
| 17 |
UAE: 3 years, resigned voluntarily |
1/3 of full gratuity for resignation 1–3 years |
| 18 |
UAE: 6 years, resigned voluntarily |
2/3 of full gratuity for resignation 3–5 years |
| 19 |
DIFC: 5 years, terminated |
DIFC Employment Law basic wage × years; different formula from onshore |
| 20 |
KSA: 10 years, terminated |
1/2 month per year for first 5 + 1 month per year after; Saudi Labour Law |
Category 4 — Advisory (5 prompts)
Practical employment law questions:
| # |
Scenario |
Key signals |
| 21 |
"Can I dismiss an employee on sick leave in the UAE?" |
UAE: protected periods; medical leave rules |
| 22 |
"What is the process for collective redundancy in the UK?" |
TULRCA 1992; 45 days for 100+ employees |
| 23 |
"Does a non-compete in Lebanon prevent my employee from joining a competitor?" |
Very limited enforceability; case-by-case |
| 24 |
"Can we put a UAE employee on unpaid leave due to business slowdown?" |
Requires consent; Article 31 UAE Labour Law |
| 25 |
"How many annual leave days does a DIFC employee get?" |
DIFC: 20 days minimum after 1 year |
Category 5 — Jurisdiction comparison (3 prompts)
| # |
Prompt |
Key signals |
| 26 |
"Compare non-compete enforceability in UAE, KSA, and DIFC" |
UAE onshore: moderate; KSA: low; DIFC: higher (common law) |
| 27 |
"How does the probation period differ between UAE onshore and DIFC?" |
UAE: 6 months max; DIFC: 6 months, different termination rights during probation |
| 28 |
"What are the EOSG differences between UAE onshore and Abu Dhabi free zone?" |
May differ by free zone regulations |
Category 6 — Bilingual Arabic (2 prompts)
| # |
Prompt |
Key signals |
| 29 |
Arabic-language request for UAE employment contract |
Arabic output, correct legal terminology (عقد العمل، مكافأة نهاية الخدمة) |
| 30 |
Arabic: "ما هي حقوق موظف في حالة الفصل التعسفي في الإمارات؟" |
Answer in Arabic, UAE Labour Law reference |
Scoring targets
| Category |
Min acceptable score (legal soundness) |
| Drafting |
≥ 4.0 / 5 |
| Review |
≥ 3.5 / 5 |
| Calculation |
≥ 4.5 / 5 (calculation errors are high-impact) |
| Advisory |
≥ 3.5 / 5 |
| Comparison |
≥ 3.5 / 5 |
| Arabic |
≥ 3.5 / 5 language quality + ≥ 3.5 legal soundness |
Caveats & currency
Employment law in MENA changes frequently. UAE Labour Law (Federal Decree-Law No. 33 of 2021) replaced the previous law; update prompts when further amendments are issued. KSA Labour Law has undergone significant reform since 2021. Review and update this dataset annually or when a major legislative change occurs.
Related skills
- [[eval-benchmark-runner]] — runs this dataset in the full eval pipeline
- [[eval-dataset-nda-prompts-30]] — parallel dataset for NDA tasks (same pipeline)
- [[eval-rubric-legal-soundness]] — primary scoring rubric
- [[eval-rubric-jurisdiction-awareness]] — critical for the cross-jurisdiction comparison prompts
1---2name: eval-dataset-employment-prompts-303description: Use when running the employment law benchmark that tests drafting, review, calculation, and advisory capabilities across LB/KSA/UAE/DIFC/UK/EU jurisdictions. Contains 30 prompts spanning contracts, termination, EOSG/EOSA calculations, non-compete analysis, and bilingual Arabic requests.4license: MIT5---67# Eval Dataset — Employment Prompts (30)89## Scope101130 employment-law prompts designed to benchmark the full range of employment AI capabilities across LB/KSA/UAE/DIFC/UK/EU. Employment law is one of the highest-demand practice areas in MENA (every company needs it), so quality here is directly tied to product-market fit. The EOSG/EOSA calculation prompts are particularly high-value — getting these wrong is an immediate trust failure.1213Storage: `eval/datasets/employment-prompts-30.jsonl`1415## How to use this pack1617Same pipeline as [[eval-dataset-nda-prompts-30]]: load JSONL, run against production endpoint, score via [[eval-llm-as-judge-system-prompt]], aggregate, detect regressions in [[eval-regression-detector]].1819Focus: after scoring, check that EOSG calculation prompts scored ≥ 4.0/5 on [[eval-rubric-legal-soundness]]. Calculation errors in this area are high-stakes.2021## Prompt categories2223### Category 1 — Drafting (10 prompts)24Contract and letter drafting across jurisdictions:2526| # | Prompt type | Jurisdiction | Key signals to check |27|---|---|---|---|28| 1 | Employment contract (full) | UAE onshore | Probation ≤ 6 months, EOSG clause, Limited vs Unlimited contract |29| 2 | Employment contract (full) | DIFC | DIFC Employment Law compliance, at-will vs cause |30| 3 | Employment contract (full) | KSA | Saudi Nitaqat, Saudization %, 90-day probation |31| 4 | Employment contract (full) | Lebanon | Lebanese Labour Code, NSSF registration |32| 5 | Offer letter | UAE | Non-binding but professional; consistent with planned contract |33| 6 | Termination letter (with cause) | UAE | MOHRE process, 30-day notice (or pay in lieu) |34| 7 | Termination letter (redundancy) | UK | Statutory redundancy, selection criteria, consultation |35| 8 | Severance agreement | UAE | Waiver of EOSG claims; validity under UAE Labour Law |36| 9 | Non-compete clause | DIFC | 12-month max; geographic scope; consideration |37| 10 | Fixed-term contract | KSA | Auto-renewal rules; Saudi Labour Law Article 55 |3839### Category 2 — Review (5 prompts)40Paste a contract extract and ask for risk analysis:4142| # | Prompt type | Key signals |43|---|---|---|44| 11 | Review UAE employment contract — employer side | Identify probation clause trap, missing EOSG formula |45| 12 | Review UAE employment contract — employee side | Spot overly broad non-compete; missing end-of-service calc |46| 13 | Review DIFC employment contract | Check for DIFC Employment Law compliance gaps |47| 14 | Review non-compete clause — enforceability in KSA | KSA courts rarely enforce; flag risk |48| 15 | Review restrictive covenants — Lebanon | Limited enforceability under Lebanese law; flag |4950### Category 3 — EOSG/EOSA Calculations (5 prompts)51End-of-service gratuity and allowance calculations with edge cases:5253| # | Scenario | Key calculation notes |54|---|---|---|55| 16 | UAE: 7 years, terminated without cause, AED 25,000/month | Full formula: 21 days × 5 years + 30 days × 2 years; Article 51 UAE Labour Law |56| 17 | UAE: 3 years, resigned voluntarily | 1/3 of full gratuity for resignation 1–3 years |57| 18 | UAE: 6 years, resigned voluntarily | 2/3 of full gratuity for resignation 3–5 years |58| 19 | DIFC: 5 years, terminated | DIFC Employment Law basic wage × years; different formula from onshore |59| 20 | KSA: 10 years, terminated | 1/2 month per year for first 5 + 1 month per year after; Saudi Labour Law |6061### Category 4 — Advisory (5 prompts)62Practical employment law questions:6364| # | Scenario | Key signals |65|---|---|---|66| 21 | "Can I dismiss an employee on sick leave in the UAE?" | UAE: protected periods; medical leave rules |67| 22 | "What is the process for collective redundancy in the UK?" | TULRCA 1992; 45 days for 100+ employees |68| 23 | "Does a non-compete in Lebanon prevent my employee from joining a competitor?" | Very limited enforceability; case-by-case |69| 24 | "Can we put a UAE employee on unpaid leave due to business slowdown?" | Requires consent; Article 31 UAE Labour Law |70| 25 | "How many annual leave days does a DIFC employee get?" | DIFC: 20 days minimum after 1 year |7172### Category 5 — Jurisdiction comparison (3 prompts)7374| # | Prompt | Key signals |75|---|---|---|76| 26 | "Compare non-compete enforceability in UAE, KSA, and DIFC" | UAE onshore: moderate; KSA: low; DIFC: higher (common law) |77| 27 | "How does the probation period differ between UAE onshore and DIFC?" | UAE: 6 months max; DIFC: 6 months, different termination rights during probation |78| 28 | "What are the EOSG differences between UAE onshore and Abu Dhabi free zone?" | May differ by free zone regulations |7980### Category 6 — Bilingual Arabic (2 prompts)8182| # | Prompt | Key signals |83|---|---|---|84| 29 | Arabic-language request for UAE employment contract | Arabic output, correct legal terminology (عقد العمل، مكافأة نهاية الخدمة) |85| 30 | Arabic: "ما هي حقوق موظف في حالة الفصل التعسفي في الإمارات؟" | Answer in Arabic, UAE Labour Law reference |8687## Scoring targets8889| Category | Min acceptable score (legal soundness) |90|---|---|91| Drafting | ≥ 4.0 / 5 |92| Review | ≥ 3.5 / 5 |93| Calculation | ≥ 4.5 / 5 (calculation errors are high-impact) |94| Advisory | ≥ 3.5 / 5 |95| Comparison | ≥ 3.5 / 5 |96| Arabic | ≥ 3.5 / 5 language quality + ≥ 3.5 legal soundness |9798## Caveats & currency99100Employment law in MENA changes frequently. UAE Labour Law (Federal Decree-Law No. 33 of 2021) replaced the previous law; update prompts when further amendments are issued. KSA Labour Law has undergone significant reform since 2021. Review and update this dataset annually or when a major legislative change occurs.101102## Related skills103104- [[eval-benchmark-runner]] — runs this dataset in the full eval pipeline105- [[eval-dataset-nda-prompts-30]] — parallel dataset for NDA tasks (same pipeline)106- [[eval-rubric-legal-soundness]] — primary scoring rubric107- [[eval-rubric-jurisdiction-awareness]] — critical for the cross-jurisdiction comparison prompts
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