--- name: workflow-hire-employee-pack-sboghossian title: Employee Hiring Pack description: Use when an organization needs to hire an employee and requires the full legal document pack — from offer letter through employment contract, IP assignment, equity grant, restrictive covenants, government registration, and onboarding compliance. Covers jurisdiction-specific employment contracts for UAE (Decree-Law 33/2021), KSA (Labour Code), and Lebanon (Labor Code), with MENA-specific visa/work permit and government registration steps (MOHRE, Qiwa, NSSF). author: sboghossian author_url: https://github.com/sboghossian/mini-claude-for-legal/tree/main/skills/workflow/workflow-hire-employee-pack license: MIT version: 0.1.0 execution_mode: open jurisdiction: general practice: employment language: en --- # Employee Hiring Pack ## Purpose This workflow generates the complete legal documentation set for a new employee hire and guides the employer through all government registration and compliance steps. The output is a signed employment package, registered employment relationship, and a compliant Day-1 onboarding record. --- ## Inputs | Input | Required | Notes | |-------|---------|-------| | Jurisdiction | Yes | Determines applicable law and government filings | | Employee role and title | Yes | | | Compensation (salary, currency, frequency) | Yes | Must align with local minimum wage requirements | | Contract type | Yes | Indefinite vs. fixed-term; full-time vs. part-time | | Employee nationality | Yes | Drives visa/work permit requirements in MENA | | Start date | Yes | | | Probation period | Yes | Typical: 3–6 months (jurisdiction-specific maximums) | | Equity (if applicable) | If applicable | Vesting schedule, option pool | | Restrictive covenants (if applicable) | If applicable | Non-compete, non-solicit scope and duration | | Benefits package | Yes | Health insurance, transport, housing, air tickets (MENA common) | --- ## Deliverables Overview | Document | Skill | Jurisdiction | |----------|-------|-------------| | Offer letter | [[draft-offer-letter]] | All | | Employment contract | [[draft-employment-contract-uae]] / [[draft-employment-contract-ksa]] / [[draft-employment-contract-lb]] | Jurisdiction-specific | | IP assignment | [[draft-ip-assignment]] | All (especially tech roles) | | Non-compete / Non-solicit | [[draft-non-compete]] | If required | | Equity grant letter + vesting schedule | [[draft-vesting-schedule]] | If equity is granted | | Employee handbook acknowledgment | Pre-existing firm document | Reference only | | Background check consent | Separate consent form | | | Visa/work permit sponsorship documentation | Government forms | Non-citizen employees in MENA | | Government registration (MOHRE/Qiwa/NSSF) | Government portal | MENA jurisdictions | --- ## Logic — Workflow Steps ### Step 1: Job Offer Accepted Once an oral offer is accepted, the written offer letter should follow within 24 hours: **Offer letter** — [[draft-offer-letter]] — key elements: - Role, title, reporting line - Start date and location - Compensation (base salary, currency, payment frequency) - Benefits (health insurance, transport, housing allowance — must comply with local minimums) - Probation period and length - Conditional nature of offer (subject to background check, reference check, work authorization) - Deadline for acceptance (typically 3–5 business days) - Governing law (for multi-jurisdiction roles) **Offer letter ≠ employment contract**: the offer letter is a pre-contractual document. In civil law jurisdictions (UAE, KSA, LB), the employment contract is the primary legal instrument. Issue the offer letter immediately; issue the contract before or on the start date. ### Step 2: Background Check and Reference Verification Run before issuing final contract: - Standard: employment history verification; education credential check; identity verification - For senior/financial roles: criminal record check (where legal and available); credit check (financial services) - Reference check: minimum two professional references - In UAE and KSA: INTERPOL check or equivalent may be required for certain roles - Data privacy compliance: obtain written consent before running checks; process only the data necessary; retain only as long as required ### Step 3: Employment Contract Drafting Load the jurisdiction-specific skill: **UAE Employment Contract** — [[draft-employment-contract-uae]]: - Governed by Federal Decree-Law 33/2021 (effective 2 February 2022); supersedes all prior employment law - Key contract elements required: parties, job title, start date, work location, working hours, salary, leave entitlement, probation period - Fixed-term contracts: maximum 3 years; renewable; non-renewal triggers EOSG entitlement - Working hours: 8 hours per day / 48 hours per week maximum; Ramadan reduced hours for Muslim employees - Annual leave: minimum 30 days after 1 year (if hourly-based); proportional for shorter periods - EOSG: 21 days per year of service for first 5 years; 30 days for years 5+ - Non-compete: enforceable if limited in time (max 2 years), geography, and scope; must be in the contract - Language: Arabic text is authoritative for UAE labor proceedings; bilingual contracts recommended **KSA Employment Contract** — [[draft-employment-contract-ksa]]: - Governed by Labour Law (Royal Decree M/51) and implementing regulations - Arabic text controls; employer must provide Arabic version - Fixed-term: maximum 4 years; default is indefinite for Saudi nationals - Working hours: 8 hours per day / 48 hours per week; 6 hours per day during Ramadan - Annual leave: 21 days (first 5 years); 30 days thereafter - Saudization (Nitaqat): employers must maintain the required ratio of Saudi nationals in their workforce; new hires should be tracked against this - GOSI (General Organization for Social Insurance): employer registers employee; contributes 12% of salary (Saudi nationals); 2% (expatriates) - Non-compete: generally enforceable if reasonable; courts apply equity considerations **Lebanon Employment Contract** — [[draft-employment-contract-lb]]: - Governed by Labor Code (Law 136 of 1983 as amended) and related legislation - NSSF (National Social Security Fund) registration mandatory; contributions split employer/employee - Annual leave: 15 days (first 5 years); 18 days (6–10 years); 21 days thereafter - Currency considerations: LBP or USD depending on agreed currency; critical given Lebanese pound instability — specify currency clearly - Language: Arabic or French acceptable; bilingual contracts common for international employers - Labor courts in Lebanon: relatively accessible but slow; consider dispute resolution clause **DIFC Employment Contract**: - Governed by DIFC Employment Law (DIFC Law 2 of 2019 as amended) - English law concepts with DIFC-specific statutory minimums - Must include: parties, remuneration, working hours, annual leave, pension contribution, dispute resolution ### Step 4: IP Assignment For any role involving creation of intellectual property (technology, content, design, legal work product): **IP assignment clause in employment contract** or standalone [[draft-ip-assignment]]: - All work created in the course of employment and related to the employer's business is assigned to the employer - Includes work created using company resources even outside normal hours - Prior IP carve-out: identify any pre-existing IP the employee wants to exclude (attach as schedule) - Moral rights: in civil law jurisdictions (Lebanon, France) employees retain moral rights in creative works even after economic rights are assigned — address how these are handled ### Step 5: Visa and Work Permit (Non-Citizens in MENA) Non-citizen employees require employer-sponsored work authorization in UAE, KSA, and most MENA jurisdictions: **UAE process:** 1. Entry permit application (Ministry of Human Resources / GDRFA) 2. Medical fitness test in UAE 3. Emirates ID registration (ICA) 4. Residence visa issuance (stamped in passport) 5. Work permit (integrated with residence visa process) Timeline: typically 4–8 weeks from offer acceptance; begin immediately **KSA process:** 1. Work visa (MHRSD) — employer obtains a block visa or individual visa 2. Entry on work visa 3. Iqama (residence permit) application after arrival — employer sponsors 4. GOSI registration 5. Muqeem system registration Timeline: typically 4–8 weeks; can be longer for specific nationalities **Lebanon (pre-crisis normal procedure):** 1. Work permit from Ministry of Labor — employer sponsors 2. Residence permit from General Security 3. NSSF registration Timeline: highly variable given administrative challenges **Key risk: do not start employee before work authorization is confirmed.** Employing without proper authorization creates regulatory violations for both employer and employee. ### Step 6: Government Registrations | Jurisdiction | Platform/Authority | What to register | Deadline | |-------------|-------------------|-----------------|---------| | UAE | MOHRE (Ministry of Human Resources and Emiratisation) | Employment contract; employee details | Before or on start date | | UAE | WPS (Wage Protection System) | All employees; ensures timely salary payment | Ongoing monthly | | KSA | Qiwa (Ministry of Human Resources) | All employment contracts; Saudization tracking | Before start date | | KSA | GOSI | Social insurance contributions | On hire | | LB | NSSF (National Social Security Fund) | All Lebanese national and registered expatriate employees | Within 1 month of hire | | DIFC | No public registration; internal records | Employment contract on file per DIFC Employment Law | Before start date | ### Step 7: Equipment and Access Provisioning Before Day 1: - Laptop, phone, access cards provisioned - Email and system access configured - Security training scheduled - NDA/confidentiality reminder reviewed ### Day 1 Checklist - [ ] Employment contract signed by both parties - [ ] Offer letter countersigned - [ ] IP assignment signed (if standalone) - [ ] Employee handbook acknowledged in writing - [ ] Background check results on file and satisfactory - [ ] Access provisioned - [ ] Welcome meeting with manager - [ ] IT setup complete ### 90-Day Probation Review Schedule a formal review at day 60 (advance notice if termination during probation is likely): - Performance evaluation against agreed objectives - If extending probation or terminating: written notice required (jurisdiction-specific minimum notice during probation is typically shorter than post-probation) - Successful completion: confirm in writing; probation benefit changes (if any) take effect --- ## Jurisdictional Watchpoints ### UAE - Mandatory health insurance: Dubai Health Authority and Abu Dhabi Health Authority both require employers to provide health insurance for all employees and their qualifying dependents - Annual flight ticket: common practice for expatriate employees; not statutory but contractually common; address in offer letter - Housing/transport allowances: frequently provided; if restructured or reduced, may constitute constructive dismissal ### KSA - Saudization compliance: failure to meet Nitaqat quotas results in restricted government services for the employer - Female employee considerations: ensure workplace policies comply with anti-discrimination requirements under Vision 2030 reforms - Non-Muslim employees: alcohol and certain other items prohibited; address in employee handbook ### Lebanon - Currency clauses: specify whether salary is in USD or LBP and at what rate; critical given the de facto peg collapse since 2019 - NSSF registration gap: many employers in Lebanon are not registered with NSSF; avoid this — the employer bears direct liability for EOSG if unregistered --- ## Skills Loaded Together This workflow activates: [[conversation-intake-employment-contract]] for intake; [[heuristic-always-state-jurisdiction-first]] for all outputs; jurisdiction-specific drafting skills (UAE, KSA, LB); and [[draft-ip-assignment]] and [[draft-non-compete]] as supplementary documents. --- ## Related Skills - [[workflow-fire-employee-pack]] - [[draft-offer-letter]] - [[draft-employment-contract-uae]] - [[draft-ip-assignment]] - [[draft-non-compete]] - [[draft-vesting-schedule]] - [[conversation-intake-employment-contract]] - [[heuristic-always-state-jurisdiction-first]]