Sharjah Extends Government Employee Probation Period to 9 Months

Sharjah has extended the probation period for new government employees from 6 to 9 months, with an option for an additional 3-month extension. The change aims to give Emirati staff more time to demonstrate their capabilities and allows HR teams to better assess new hires. Government bodies will also be required to prepare and submit updated organisational structures for review. These changes reflect Sharjah’s focus on strengthening public sector efficiency and workforce readiness.

Sharjah Extends Government Employee Probation Period to 9 Months

In a move that’s making waves across the UAE’s public sector, Sharjah has officially extended the probation period for new government employees from six months to nine months.

This change, announced as part of updated executive regulations under the Sharjah Human Resources Law, is already in effect.

From an HR standpoint, this update is more than a simple time extension, it represents a shift in how talent is assessed, integrated, and retained within government entities.

What’s Changed?

Previously, new government employees in Sharjah had a six-month probation period. Under the new regulation, that period has now been extended to nine months.

The probation period still begins on the employee’s first working day, and the extra three months can be approved by the hiring entity.

This means departments have more flexibility to make sure new hires are the right fit before confirming them in their role. One of the key drivers behind this change is to give Emirati employees more time to prove their skills and capabilities on the job.

This supports career growth, confidence building, and better integration into the workplace. This update applies specifically to new hires in Sharjah’s government sector.

Private sector employers across the UAE remain bound by federal labour law, which caps probation at six months.

Why Extend the Probation Period?

From an HR management perspective, extending probation offers several strategic advantages:

Improved performance insights: Certain roles, especially technical, leadership, or policy-based positions require longer timelines to truly measure performance.

More structured onboarding: HR teams can design phased training and performance reviews that align with longer probation.

Reduced turnover risk: Both employer and employee have more time to evaluate if the match is right, which helps reduce premature exits.

It’s worth noting that this change isn’t intended to disadvantage employees, it’s aimed at building stronger, longer-lasting employment relationships.

What It Means for HR Teams

This change presents an opportunity for HR departments to refine their processes:

• Revisit onboarding plans to include extended integration phases.
• Implement regular performance check-ins at 3, 6, and 9 months.
• Update contracts and policy documents to reflect the change.
• Provide transparent communication to new hires about expectations and the review process.
• Align with structural reforms; Government bodies are now also required to prepare and submit updated organisational structure plans to specialised committees for review and approval. This means HR teams need to work closely with leadership to ensure staffing plans align with the new structures.

By treating the probation period as a structured development journey rather than a simple trial, HR teams can improve both employee satisfaction and long-term retention.

What It Means for Employers

Employers benefit from:

• Reduced hiring risk - more time to spot potential issues before confirmation.
• Stronger cultural alignment - ensuring new hires fit the organization’s values and ways of working.
• Data-driven HR decisions - gathering more feedback and performance data before committing to permanent contracts.

However, the extended period also requires employers to invest in continuous feedback and active engagement with probationary employees to keep them motivated.

What It Means for Employees

For employees starting a government job in Sharjah, here’s the takeaway:

• Nine months to prove yourself, use the time to showcase your skills and adaptability.
• Seek regular feedback so you can address any gaps early.
• Understand your KPIs and align your work with your department’s goals.
• Use the period for professional growth, view it as a learning opportunity, not just a trial.

Employees who approach this period proactively often emerge with stronger job security and career prospects.

How This Compares to Federal UAE Labour Law

Federal law still limits probation in the private sector to six months, with no extensions allowed. This makes Sharjah’s nine-month rule unique to its government sector.

Understanding these distinctions is crucial for HR teams managing both public and private sector staffing.

Final Thoughts from an HR Perspective

This change in Sharjah is not just an administrative update, it’s a strategic HR decision. By extending the probation period, government employers are creating space for more thoughtful onboarding, thorough performance evaluation, and better alignment between employees and their roles.

For HR professionals, it’s a call to strengthen probation frameworks and turn this extended period into a productive growth phase.

For employees, it’s an opportunity to engage, learn and establish themselves as valuable team members.