In the Gulf, a job offer is the employer’s written proposal summarising your role, pay structure and key conditions so you can decide to proceed to contract, visa sponsorship and licensing. It is not the final contract—but it sets the frame for everything that follows: your DHA/DOH/SCFHS/QCHP pathway, immigration timeline, housing decisions and onboarding.
Goal: confirm scope, stability and total value before you resign or relocate.
Offer vs contract (know the difference)
Job offer: headline terms; may be an LOI (Letter of Intent). Used for internal approvals and to start Entry/Work Visa.
Employment contract: binding document that governs your rights/obligations; used for residence and payroll.
Rule: if it matters to you (title, unit, allowances, overtime math, notice), get it in the contract, not just the offer.
What a Gulf healthcare offer usually contains
Title & unit — must align with regulator category (DHA/DOH/SCFHS/QCHP) for privileging.
Schedule & location — site(s), shift pattern, floating policy, on-call.
Compensation (tax-free):
Basic salary (monthly)
Allowances (housing, transport)
Overtime/on-call method and caps
Bonuses (discretionary vs guaranteed)
Benefits — health insurance tier, malpractice cover, annual flights, leave (annual, CME/CPD), uniforms/laundry.
Relocation — tickets, temporary accommodation, shipment, who pays what (and when).
Sponsorship — Entry Permit → Residence (Emirates ID / Iqama / QID), timelines and who handles dependants.
Probation & notice — lengths, extension rules, whether leave can offset notice.
Training/CPD — study days, reimbursement caps, bonds (if any).
Penalty/cost-recovery clause — if you exit early, what is recoverable, with cap and amortisation.
Start-by date & conditions precedent — licence activation, PSV, medical clearance.
Reading total value (not just salary)
Housing reality: allowance vs employer housing; commute time often beats a small salary bump.
Insurance: who is covered (self/spouse/children), excess/copays, network.
Overtime/on-call: rate, eligibility, documentation, and whether calculated on basic only.
Flights: economy vs higher class, proration in year one, dependants included?
Hidden costs: parking, shift meals, attestation/translations if not covered.
What’s usually negotiable (calm and clinical)
Add a cap + amortisation to any cost-recovery clause.
Swap low-value perks for protected CPD time or parking near your unit.
Clarify floating (units you can be assigned to) and night taxi policies.
Request written alignment of contract title ↔ regulator category ↔ privileging.
Copy-paste comparison table (fill for each offer)
Role & unit:
Basic (monthly):
Housing (monthly):
Transport (monthly):
Overtime / On-call: method + caps
Insurance: self / spouse / children; tier & copay
Flights: self / dependants; when eligible
Relocation: tickets / temp housing / shipment
CPD: study days / annual budget
Probation / Notice:
Penalty clause: cap + amortisation?
Commute scenario: mins at shift change
Total monthly (cash):
Total annual (cash + in-kind est.):
Pre-signature audit
Title in offer = regulator category = privileging title
Basic + allowances stated; overtime/on-call formula in writing
Insurance tier and dependants confirmed
Housing terms (cash vs provided) + commute plan
Flights/relocation listed with who pays and when
Notice, probation and cost-recovery cap agreed
Start-by date realistic vs licensing/PSV timeline
Common red flags
“Any and all costs” with no cap or no amortisation
Vague floating across multiple sites with no limits
Title that doesn’t match the regulator category
Overtime “as per policy” without stating the rate
Benefits “after probation” with no start dates
Short FAQs
Is the offer binding?
It’s indicative unless the employer marks it “binding”. Treat the contract as the enforceable document.
Can I start licensing without the contract?
You can begin PSV/DataFlow; the contract is usually needed to finalise sponsorship and onboarding.
What if my offer changes later?
Request an updated offer and ensure the contract mirrors it before signing or resigning.