Employee Handbook
When to use this
Use this skill when drafting a new employee handbook, updating an existing one, or localizing a global handbook for a specific jurisdiction. The handbook is the primary HR compliance document for companies operating across MENA: it must reflect the employer's obligations under mandatory labour law, while also setting out the internal culture and operating rules the company wants to maintain.
Typical triggers:
- Company establishing its first local operations in UAE, KSA, Lebanon, or Egypt
- Global company localizing its group handbook for a MENA entity
- HR team modernizing outdated policies following regulatory changes
- Preparing for a Ministry of Labour audit or corporate investor due diligence
Required inputs
| Input |
Why it matters |
Default if omitted |
| Company name and jurisdiction |
Determines which labour law applies |
Ask |
| Industry / sector |
Affects health & safety requirements, working hours, Saudization/Emiratization |
Ask |
| Workforce composition |
Local nationals vs. expatriates; full-time vs. contractors; manual vs. office workers |
Ask |
| Key HR policies already established |
To avoid contradicting existing policies |
Ask |
| Governing language |
Some jurisdictions require Arabic version to be official |
Ask |
Optional inputs
- Collective bargaining agreement or union recognition (if applicable)
- Remote work / hybrid policy preferences
- Specific compensation and benefits policies to include
- IT and social media use policies
- Data protection-specific section (see [[prompt-pack-employee-privacy-notice]] for standalone notice)
Document structure
Chapter 1 — Introduction and Company Overview
- Welcome message from CEO/management
- Company mission, values, and culture
- How to use this handbook; status (policy document, not a contract unless specified)
- Effective date and amendment process
Chapter 2 — Employment Classification and Contracts
- Types of employment (indefinite, fixed-term, part-time, probationary)
- Probation period rules:
- UAE: Maximum 6 months (UAE Labour Law, Federal Decree-Law No. 33 of 2021)
- KSA: Maximum 90 days, extendable to 180 days with agreement (KSA Labour Law)
- Lebanon: Defined in the employment contract; typically 3–6 months
- Egypt: Maximum 3 months under Egyptian Labour Law (Law No. 12 of 2003)
- Hours of work; overtime entitlements; Ramadan working hours
- Moonlighting / secondary employment restrictions
Chapter 3 — Compensation and Benefits
- Salary payment schedule; currency; bank transfer requirements
- Bonus structure (discretionary vs. contractual)
- Benefits: health insurance, life insurance, transportation, housing allowance
- Annual leave: statutory minimums and company enhancement
- UAE: 30 calendar days per year (after 1 year of service)
- KSA: 21 days (increasing to 30 after 5 years); Friday/Saturday weekend
- Lebanon: 15 days (increasing with seniority)
- Egypt: 21 days (increasing to 30 after 10 years); Muslim holidays
- DIFC: 20 working days per year (DIFC Employment Law 2019)
- Public holidays (jurisdiction-specific; note Islamic holidays are variable)
- Sick leave: statutory entitlements and company policy
- UAE: 90 days per year (first 15 paid in full; next 30 at half pay; final 45 without pay)
- KSA: 30 days paid; 60 days half pay; 30 days unpaid
- Maternity and paternity leave:
- UAE: 60 calendar days (45 paid, 15 half pay); paternity: 5 days
- KSA: 10 weeks maternity (Saudi females); paternity: 3 days
- DIFC: 65 working days maternity (DIFC Employment Law 2019)
Chapter 4 — Code of Conduct and Workplace Policies
- Professional behavior standards
- Conflicts of interest: disclosure requirements; prohibited activities
- Gifts and hospitality: thresholds and approval procedures; anti-bribery compliance
- Confidentiality: protection of company information
- Social media: company name and reputation; permitted and prohibited activities
- Dress code (particularly important in KSA and conservative MENA environments)
- Workplace relationships and fraternization policy
Chapter 5 — Anti-Discrimination and Equal Opportunities
- Company's commitment to equal treatment
- Prohibited grounds: religion, nationality, sex, age, disability (note jurisdiction differences — not all MENA labour laws have comprehensive anti-discrimination provisions)
- Harassment: definition; examples; reporting mechanism; investigation procedure
- Sexual harassment: specific prohibited conduct; zero-tolerance statement; reporting channels
- Grievance procedure: how employees raise concerns; timeline for investigation; protection from retaliation
Chapter 6 — Disciplinary Procedures
- Grounds for disciplinary action (minor, moderate, serious misconduct)
- Procedure: investigation; right to respond; disciplinary hearing; levels of sanction
- Sanctions: written warning; final written warning; demotion; termination
- Summary dismissal (gross misconduct): definition; examples; applicable in all MENA jurisdictions but grounds vary
- Appeal procedure
MENA note: In UAE, KSA, and Egypt, the Labour Law specifies maximum penalties by category of violation; employers cannot impose penalties beyond what the law permits. Mandatory warning procedure requirements exist in UAE before termination for performance.
Chapter 7 — Termination of Employment
- Notice periods: statutory minimums vs. contractual notice
- UAE (Federal Decree-Law 33/2021): 30 days minimum for both parties; 90 days for senior roles in practice
- KSA: 60 days for indefinite-term contracts
- Lebanon: 1–3 months depending on length of service
- DIFC: As specified in contract; minimum 30 days
- End-of-service gratuity / indemnity:
- UAE: 21 days of last basic salary per year for first 5 years; 30 days per year thereafter (for termination by employer); capped at 2 years' total salary
- KSA: 0.5 month per year for first 5 years; 1 month per year thereafter
- Lebanon: 1 month per year of service (uncapped)
- Egypt: 1 month per year of service (variable depending on reason for termination)
- Garden leave provisions
- Return of company property; access revocation
- Post-termination obligations: confidentiality; non-compete (enforceability varies — see jurisdictional notes)
Chapter 8 — Health, Safety, and Wellbeing
- Company's health and safety policy
- Reporting accidents and incidents
- Emergency procedures; evacuation drills
- Mental health and wellbeing resources
- Workplace safety in extreme heat (UAE/KSA: midday work ban June–September)
Chapter 9 — IT, Data, and Acceptable Use
- Company-provided equipment: ownership; permitted use
- Personal use of company systems: policy
- Monitoring and surveillance: company's rights; notice to employees
- Data protection: employees' obligations; handling personal data
- Cybersecurity: password policy; phishing awareness; incident reporting
- Social media and external communications about the company
Chapter 10 — Acknowledgment Form
- Employee signature acknowledging receipt and understanding of the handbook
- Statement that handbook is subject to change
- Return copy to HR for personnel file
Jurisdictional notes
Non-compete enforceability
| Jurisdiction |
Enforceability |
Key limit |
| UAE |
Enforceable if reasonable in scope, geography, and duration |
Maximum 2 years; limited to activities that compete; employee must have been exposed to trade secrets or key clients |
| KSA |
Enforceable but scrutinized; limited application in practice |
Courts apply "reasonableness" standard |
| Lebanon |
Enforceable in principle under Lebanese Code of Obligations and Contracts |
Must be reasonable; courts will reduce scope if too broad |
| Egypt |
Enforceable if restricted in scope and duration |
Labour courts apply a reasonableness standard; excessive restrictions not enforced |
| DIFC |
Common-law standard; enforceable if protects legitimate business interest |
Garden leave as an alternative; post-termination restrictions >12 months are harder to enforce |
Arabic language requirements
- UAE: The Arabic version of employment documents is the official version if there is a conflict (Ministry of Labour requirements); bilingual handbooks should include Arabic
- KSA: All employment contracts must be in Arabic; handbook should have Arabic version
- Lebanon: French and Arabic are both official languages; French is commonly used in commercial settings
- Egypt: Arabic is the official language; Arabic version governs
Common mistakes
- Copy-paste from a global handbook: US-style "at-will" employment, FMLA references, or 401(k) provisions have no place in MENA employee handbooks and signal to employees that the employer doesn't know the local law.
- Missing gratuity calculation: The end-of-service gratuity section must include the correct statutory formula for the jurisdiction; errors create significant financial liability.
- Wrong leave entitlements: Giving less than the statutory minimum annual leave in any MENA jurisdiction violates mandatory labour law; audit the handbook against each jurisdiction's statute.
- No Arabic version: In UAE and KSA, the absence of an Arabic handbook (or Arabic employment contract) can be used by employees in labour court to argue the English version does not bind them.
- Treating the handbook as legally binding: In some jurisdictions, the handbook is incorporated into the employment contract by reference; in others it is not. Clarify its legal status explicitly.
Related skills
- [[prompt-pack-employment-offer-letter]]
- [[prompt-pack-executive-employment-agreement]]
- [[prompt-pack-employee-privacy-notice]]
- [[prompt-pack-employment-contract-compliance-review]]
1---2name: prompt-pack-employee-handbook3description: Use when drafting an employee handbook covering workplace policies, code of conduct, leave entitlements, anti-discrimination and harassment, disciplinary procedures, health and safety, IT acceptable use, and acknowledgment forms. Must comply with the applicable jurisdiction's employment law. Particularly important in MENA (UAE Labour Law, KSA Labour Law, LB Labour Law, EG Labour Law) where statutory entitlements differ significantly from common-law defaults. Trigger when a company is onboarding employees in a new market or updating its internal HR policies.4license: MIT5---67# Employee Handbook89## When to use this1011Use this skill when drafting a new employee handbook, updating an existing one, or localizing a global handbook for a specific jurisdiction. The handbook is the primary HR compliance document for companies operating across MENA: it must reflect the employer's obligations under mandatory labour law, while also setting out the internal culture and operating rules the company wants to maintain.1213Typical triggers:14- Company establishing its first local operations in UAE, KSA, Lebanon, or Egypt15- Global company localizing its group handbook for a MENA entity16- HR team modernizing outdated policies following regulatory changes17- Preparing for a Ministry of Labour audit or corporate investor due diligence1819## Required inputs2021| Input | Why it matters | Default if omitted |22|---|---|---|23| Company name and jurisdiction | Determines which labour law applies | Ask |24| Industry / sector | Affects health & safety requirements, working hours, Saudization/Emiratization | Ask |25| Workforce composition | Local nationals vs. expatriates; full-time vs. contractors; manual vs. office workers | Ask |26| Key HR policies already established | To avoid contradicting existing policies | Ask |27| Governing language | Some jurisdictions require Arabic version to be official | Ask |2829## Optional inputs3031- Collective bargaining agreement or union recognition (if applicable)32- Remote work / hybrid policy preferences33- Specific compensation and benefits policies to include34- IT and social media use policies35- Data protection-specific section (see [[prompt-pack-employee-privacy-notice]] for standalone notice)3637## Document structure3839### Chapter 1 — Introduction and Company Overview4041- Welcome message from CEO/management42- Company mission, values, and culture43- How to use this handbook; status (policy document, not a contract unless specified)44- Effective date and amendment process4546### Chapter 2 — Employment Classification and Contracts4748- Types of employment (indefinite, fixed-term, part-time, probationary)49- Probation period rules:50 - **UAE**: Maximum 6 months (UAE Labour Law, Federal Decree-Law No. 33 of 2021)51 - **KSA**: Maximum 90 days, extendable to 180 days with agreement (KSA Labour Law)52 - **Lebanon**: Defined in the employment contract; typically 3–6 months53 - **Egypt**: Maximum 3 months under Egyptian Labour Law (Law No. 12 of 2003)54- Hours of work; overtime entitlements; Ramadan working hours55- Moonlighting / secondary employment restrictions5657### Chapter 3 — Compensation and Benefits5859- Salary payment schedule; currency; bank transfer requirements60- Bonus structure (discretionary vs. contractual)61- Benefits: health insurance, life insurance, transportation, housing allowance62- Annual leave: statutory minimums and company enhancement63 - **UAE**: 30 calendar days per year (after 1 year of service)64 - **KSA**: 21 days (increasing to 30 after 5 years); Friday/Saturday weekend65 - **Lebanon**: 15 days (increasing with seniority)66 - **Egypt**: 21 days (increasing to 30 after 10 years); Muslim holidays67 - **DIFC**: 20 working days per year (DIFC Employment Law 2019)68- Public holidays (jurisdiction-specific; note Islamic holidays are variable)69- Sick leave: statutory entitlements and company policy70 - UAE: 90 days per year (first 15 paid in full; next 30 at half pay; final 45 without pay)71 - KSA: 30 days paid; 60 days half pay; 30 days unpaid72- Maternity and paternity leave:73 - UAE: 60 calendar days (45 paid, 15 half pay); paternity: 5 days74 - KSA: 10 weeks maternity (Saudi females); paternity: 3 days75 - DIFC: 65 working days maternity (DIFC Employment Law 2019)7677### Chapter 4 — Code of Conduct and Workplace Policies7879- Professional behavior standards80- Conflicts of interest: disclosure requirements; prohibited activities81- Gifts and hospitality: thresholds and approval procedures; anti-bribery compliance82- Confidentiality: protection of company information83- Social media: company name and reputation; permitted and prohibited activities84- Dress code (particularly important in KSA and conservative MENA environments)85- Workplace relationships and fraternization policy8687### Chapter 5 — Anti-Discrimination and Equal Opportunities8889- Company's commitment to equal treatment90- Prohibited grounds: religion, nationality, sex, age, disability (note jurisdiction differences — not all MENA labour laws have comprehensive anti-discrimination provisions)91- Harassment: definition; examples; reporting mechanism; investigation procedure92- Sexual harassment: specific prohibited conduct; zero-tolerance statement; reporting channels93- Grievance procedure: how employees raise concerns; timeline for investigation; protection from retaliation9495### Chapter 6 — Disciplinary Procedures9697- Grounds for disciplinary action (minor, moderate, serious misconduct)98- Procedure: investigation; right to respond; disciplinary hearing; levels of sanction99- Sanctions: written warning; final written warning; demotion; termination100- Summary dismissal (gross misconduct): definition; examples; applicable in all MENA jurisdictions but grounds vary101- Appeal procedure102103**MENA note**: In UAE, KSA, and Egypt, the Labour Law specifies maximum penalties by category of violation; employers cannot impose penalties beyond what the law permits. Mandatory warning procedure requirements exist in UAE before termination for performance.104105### Chapter 7 — Termination of Employment106107- Notice periods: statutory minimums vs. contractual notice108 - UAE (Federal Decree-Law 33/2021): 30 days minimum for both parties; 90 days for senior roles in practice109 - KSA: 60 days for indefinite-term contracts110 - Lebanon: 1–3 months depending on length of service111 - DIFC: As specified in contract; minimum 30 days112- End-of-service gratuity / indemnity:113 - UAE: 21 days of last basic salary per year for first 5 years; 30 days per year thereafter (for termination by employer); capped at 2 years' total salary114 - KSA: 0.5 month per year for first 5 years; 1 month per year thereafter115 - Lebanon: 1 month per year of service (uncapped)116 - Egypt: 1 month per year of service (variable depending on reason for termination)117- Garden leave provisions118- Return of company property; access revocation119- Post-termination obligations: confidentiality; non-compete (enforceability varies — see jurisdictional notes)120121### Chapter 8 — Health, Safety, and Wellbeing122123- Company's health and safety policy124- Reporting accidents and incidents125- Emergency procedures; evacuation drills126- Mental health and wellbeing resources127- Workplace safety in extreme heat (UAE/KSA: midday work ban June–September)128129### Chapter 9 — IT, Data, and Acceptable Use130131- Company-provided equipment: ownership; permitted use132- Personal use of company systems: policy133- Monitoring and surveillance: company's rights; notice to employees134- Data protection: employees' obligations; handling personal data135- Cybersecurity: password policy; phishing awareness; incident reporting136- Social media and external communications about the company137138### Chapter 10 — Acknowledgment Form139140- Employee signature acknowledging receipt and understanding of the handbook141- Statement that handbook is subject to change142- Return copy to HR for personnel file143144## Jurisdictional notes145146### Non-compete enforceability147148| Jurisdiction | Enforceability | Key limit |149|---|---|---|150| **UAE** | Enforceable if reasonable in scope, geography, and duration | Maximum 2 years; limited to activities that compete; employee must have been exposed to trade secrets or key clients |151| **KSA** | Enforceable but scrutinized; limited application in practice | Courts apply "reasonableness" standard |152| **Lebanon** | Enforceable in principle under Lebanese Code of Obligations and Contracts | Must be reasonable; courts will reduce scope if too broad |153| **Egypt** | Enforceable if restricted in scope and duration | Labour courts apply a reasonableness standard; excessive restrictions not enforced |154| **DIFC** | Common-law standard; enforceable if protects legitimate business interest | Garden leave as an alternative; post-termination restrictions >12 months are harder to enforce |155156### Arabic language requirements157158- **UAE**: The Arabic version of employment documents is the official version if there is a conflict (Ministry of Labour requirements); bilingual handbooks should include Arabic159- **KSA**: All employment contracts must be in Arabic; handbook should have Arabic version160- **Lebanon**: French and Arabic are both official languages; French is commonly used in commercial settings161- **Egypt**: Arabic is the official language; Arabic version governs162163## Common mistakes164165- **Copy-paste from a global handbook**: US-style "at-will" employment, FMLA references, or 401(k) provisions have no place in MENA employee handbooks and signal to employees that the employer doesn't know the local law.166- **Missing gratuity calculation**: The end-of-service gratuity section must include the correct statutory formula for the jurisdiction; errors create significant financial liability.167- **Wrong leave entitlements**: Giving less than the statutory minimum annual leave in any MENA jurisdiction violates mandatory labour law; audit the handbook against each jurisdiction's statute.168- **No Arabic version**: In UAE and KSA, the absence of an Arabic handbook (or Arabic employment contract) can be used by employees in labour court to argue the English version does not bind them.169- **Treating the handbook as legally binding**: In some jurisdictions, the handbook is incorporated into the employment contract by reference; in others it is not. Clarify its legal status explicitly.170171## Related skills172173- [[prompt-pack-employment-offer-letter]]174- [[prompt-pack-executive-employment-agreement]]175- [[prompt-pack-employee-privacy-notice]]176- [[prompt-pack-employment-contract-compliance-review]]
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