Beyond Probation: UAE's Extended Review Practice

Longer Probation in the UAE: What Does an Evaluation After the 6-Month Limit Really Mean?

The UAE Labour Law clearly states: the probation period can be a maximum of six months. However, this legal limit doesn't mean employers aren't trying to better understand what to expect from a new employee in the long term. The practice of reviewing employees beyond the official probation period is becoming more common, especially in strategic or complex positions, and these evaluations occur within internal processes while adhering to legal frameworks.

Legal Background Without Evasion

The 2021 federal law (Federal Decree Law No. 33 of 2021) firmly states that the probation period cannot exceed six months. Nonetheless, many companies, particularly in the private sector, employ an alternative approach: they implement a structured internal evaluation system that continues even after the probation period has ended.

This is not a violation – quite the opposite. Companies use mechanisms such as:

longer induction phases with regular coaching and performance assessments;

9 or 12-month evaluation points to assess leadership potential or promotion opportunities;

fixed-term contracts (for instance, 6-12 months) before offering a full-time position.

Why is Longer Evaluation Needed?

The performance of certain roles cannot be measured within a few months. Typical examples include roles related to innovation, product development, leadership succession, or client relations. In these positions, it’s not just about whether the work can be done, but how it is executed.

Important considerations include:

how the individual handles pressure,

how they collaborate with others,

how quickly they adapt,

what decisions they make in complex situations.

Some companies, for example, introduce a separate "culture-fit" evaluation after a three-month technical test to ensure long-term compatibility.

Risks and Challenges

Although extended evaluation time can help minimize the risk of poor hiring choices, not all employees experience this positively. If the company doesn't communicate openly and clearly about why post-assessment is necessary, it can breed distrust – especially among talented young employees.

In the early stages, the "psychological contract" between employer and employee is very malleable. If someone feels the trust is delayed and their position is insecure, they may lose motivation and even leave.

What Should Employees Pay Attention To?

Inquire about the evaluation process – clarify during the probation period what further assessments are expected.

Monitor communication – a well-executed, transparent, and developmental-supportive system can be a positive experience.

Do not confuse legal status with practice – evaluation after six months does not indicate a new probation period but can be a developmental and career planning tool.

Summary

Evaluations continuing after the official probation period are playing an increasingly crucial role in the UAE labor market. Employers are increasingly focusing on long-term suitability and alignment with the corporate culture. If these assessments are accompanied by clear communication, both parties – employer and employee – can benefit in the long run.

(Source of the article based on UAE Labour Law.)