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Every document here is drafted to UAE law, which sets requirements a commercial team elsewhere wouldn't expect. Employment contracts have to exist in both Arabic and English, they have to be in place before anyone starts, and they need registering with MOHRE.
Getting that right consistently is what stops a commercial team treating every agreement as an open question. Browse the categories below, or open any template to generate a document built for the jurisdiction you're working in.
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Draft from scratchCertificates
Prove authority, employment, incorporation, or completion with a ready-to-sign certificate.
Forms
Capture consent, requests, and structured information - from intake and audits to purchase orders and RFPs.
Letters
Write the right letter for any situation - offers, demands, references, resignations, complaints, and more.
Notices
Put someone on formal notice whether it be to terminate a lease, flag a breach, raise rent, or trigger a legal deadline.
Other Documents
Specialist manuals, checklists, and the long tail of legal documents that don't fit neatly into one of the categories above.
Plans
Prepare for the situations that matter: continuity, incidents, safety, performance, and equity.
Policies
Set the rules that keep your team compliant including HR, data, security, privacy, finance, and conduct.
Procedures
Document how things get done with audits, disciplinary steps, breach notifications, and internal investigations.
Reports
Produce the assessment your business needs: due diligence, risk, environmental, or incident.
UAE contracts have to exist in both Arabic and English
UAE law requires every employment relationship to have a formal written contract in both Arabic and English. Not one with a translation available on request, but both.
This is the requirement most often missed by teams hiring into the UAE from elsewhere. An English-only contract, however carefully drafted, doesn't meet it.
The employment documents here are built with that dual-language requirement in view rather than treating the second language as an afterthought.
The contract comes before the start date, and then gets registered
Every employer in the UAE must create an employment contract before a new employee starts work. It's a legal requirement rather than good practice.
There's a second step teams routinely miss. Getting the contract signed and registered with the Ministry of Human Resources and Emiratisation ensures compliance with UAE Labor Law and protects both parties' rights.
An unregistered contract leaves the relationship in a weaker position than the paperwork suggests, which tends to surface at exactly the wrong moment.
What UAE Labor Law expects the contract to contain
A UAE employment contract covers salary, work hours, job duties and benefits, all following UAE Labor Law requirements.
Most UAE contracts also carry mandatory provisions on probation periods, non-compete clauses and end-of-service benefits aligned with local regulations. These aren't optional additions for the more careful employer.
End-of-service benefits in particular are structural rather than discretionary, so a contract silent on them is incomplete rather than concise.
Confidentiality and the UAE Civil Code
Confidentiality agreements in the UAE protect trade secrets, client information and commercial strategy when information passes to employees, partners or contractors.
What makes them dependable is definition. A clause identifying confidential information precisely, running for a sensible period, protects something a business can actually enforce.
A definition broad enough to capture everything tends to protect less than a narrower one, because it invites argument about what was really covered.
What to check when a contract lands in your inbox
Most of the exposure a commercial team carries doesn't come from the documents it writes. It comes from the ones it receives, where someone else made every drafting choice and the pressure is to sign and move on.
If you have ten minutes, spend them on four clauses. Indemnities, limitation of liability, termination rights and assignment. They account for a disproportionate share of the problems and they're rarely where people look first.
Knowing what that type of document normally contains is what makes this quick. An unusual clause stands out immediately, and so does a missing one, which is harder to see and often costs more.
Knowing which contracts need a closer look
Not every agreement carries the same risk, and treating them as though they do is what makes contracting slow and expensive at once.
Most commercial documents sit inside terms the business has already decided it's comfortable with. A few don't. Being able to tell those apart quickly and consistently is what lets the standard ones move and the unusual ones get the attention they're actually due.
The saving isn't only time. It's the external legal spend that goes on agreements which never needed reviewing in the first place, and the deals that quietly stall while they wait their turn. Customers close 70% faster working this way.
How these documents get generated
Each template is a starting point GenieAI drafts around your situation rather than a static file you download and fill in by hand. You say who's involved and what the arrangement is, and you get a document carrying the clauses that agreement usually needs.
After that you're editing rather than writing. Change terms, see what a counterparty has altered in their mark-up, and ask the document questions directly when a clause is doing something you didn't expect.
The library runs to 588 document types across contracts, policies, letters, deeds, notices and forms, drafted to local governing law across 150+ jurisdictions.
Finding the right document
The categories below are organised by what the document is. Agreements, policies, letters, notices, deeds, certificates and forms. If you already know what it's called, that's the quickest way in.
If you know the kind of work but not the name of the document, the practice area pages group the same library by legal specialism, which tends to be easier to navigate.
Frequently asked questions
Does a UAE employment contract need to be in Arabic?
It needs to be in both. UAE law requires every employment relationship to have a formal written contract in Arabic and English.
An English-only contract doesn't meet the requirement regardless of how well its terms are drafted.
When does the contract need to be in place?
Before the employee starts. Every employer in the UAE must create an employment contract before a new employee begins work, as a legal requirement rather than best practice.
There's a second step as well. The contract should be signed and registered with the Ministry of Human Resources and Emiratisation.
What does registering with MOHRE achieve?
Getting the contract signed and registered with the Ministry of Human Resources and Emiratisation ensures compliance with UAE Labor Law and protects both parties' rights.
An unregistered contract leaves the relationship weaker than the paperwork suggests, which usually surfaces at the worst possible moment.
What must a UAE employment contract include?
Salary, work hours, job duties and benefits, following UAE Labor Law requirements.
Most contracts also carry mandatory provisions on probation periods, non-compete clauses and end-of-service benefits aligned with local regulations.
Are end-of-service benefits optional in the UAE?
No. They're a structural part of UAE employment aligned with local regulations rather than a discretionary extra an employer chooses to offer.
A contract that says nothing about them is incomplete rather than simply brief.
How do I know a template is right for my jurisdiction?
Each document is generated against the governing law you set rather than adapted from a generic version, so the starting point already reflects UAE Labor Law.
What that changes commercially is confidence. When standard agreements are genuinely standard for your jurisdiction, they stop needing individual scrutiny and stop attracting external legal costs they never warranted.
What should I check before signing a contract?
Start with indemnities, limitation of liability, termination rights and assignment, then read the governing law clause, since it sets how everything else will be interpreted.
Knowing what that type of document normally contains also shows you what's been added and what's quietly gone missing, which is harder to spot and often costs more.
Can I edit the document after it's generated?
Yes. What you get is a working document rather than a locked file, so you can change terms, review what a counterparty has altered and ask the document questions when something isn't doing what you expected.