Why contracts decide stability (not just salary)
In private hospitals, clinics and UHNWI care, scope, schedules and protections live in your contract. Read it like a clinical order set: clear parameters prevent downstream risk—delayed visas, rota drift, or uninsured tasks. Use the checklist below and request amendments before you sign.
The 15 clauses to check (and what “good” looks like)
Job title & scope
Your contract title must match regulator category and expected privileges. If you’ll do home/hotel/yacht work, settings must be named.Base salary (tax-free)
State monthly amount and currency; confirm payment day and account requirements (e.g., UAE/KSA bank).Allowances
Spell out housing, transport, utilities, and any education or relocation allowances—amounts, frequency, and eligibility.On-call & overtime
Define rates (per hour/per shift), caps, and whether post-call recovery is paid/rostered. Avoid vague “included in salary”.Shifts & rota
Maximum consecutive days/nights, weekend frequency, and rota publication window (e.g., 4 weeks ahead).Probation
Length, extensions, evaluation criteria, and notice during probation.Notice & termination
Mutual notice periods, cause vs. convenience, and repatriation specifics (ticket class, destination).Penalty clause / liquidated damages
If present, tie it to specific employer costs (visa/licensing) and time-bound amortisation; exclude generic “training costs”.Licensing & credentialing responsibilities
Who pays DataFlow/PSV, regulator fees, exams, translations, and tail cover if claims-made policy is used.Malpractice insurance
Named clinician, limits (per-claim/aggregate), settings (hospital/clinic/home/hotel/yacht), and tail/run-off on exit.Health insurance & benefits
Coverage level (in-patient/out-patient), dependants, waiting periods, excess/co-pay, and start date.Accommodation & travel
If housing is provided: type, location, single/shared, utilities. If not: housing allowance amount. Annual flights: class, route, who qualifies.Visa, residency & family sponsorship
Who funds Entry/Work Visa, medical fitness, biometrics, Residence/Emirates ID; timelines and support for dependant visas.Non-competition & secondary practice
Define radius/duration; ensure permitted secondary practice (if any) is consistent with licence and insurance.Dispute resolution & governing law
Jurisdiction and process. Keep copies of everything you sign and any policy referenced.
UHNWI / home-care addendum (if applicable)
Setting named (home/hotel/yacht) and escalation pathway to hospital.
Medication custody (ordering, storage, transport) and documentation standards.
On-call boundaries and response times; household PA handles logistics only.
Red flags (and clean fixes)
“Overtime included” without numbers → add rate/cap or a comp time rule.
Privileges broader than insurance schedule → request policy endorsement before first shift.
Penalty clause not time-bound → amortise over 6–12 months; cap at documented costs.
Rota issued < 7–14 days ahead → set a minimum publication window.
Undefined home-care scope → attach a home-care SOP and insurance rider.
Copy-paste pre-signing checklist
Title = regulator category; privileges listed or referenced
Base salary + allowances itemised; pay day confirmed
On-call/overtime math defined; caps set; recovery stated
Rota rules (max consec. days/nights; publication window)
Probation & notice clear; termination and repatriation stated
Employer funds licensing/PSV/exams/translations (or amounts capped)
Malpractice: limits + settings; tail on exit if claims-made
Health insurance details; dependants included/excluded
Housing provided or allowance; annual flights terms
Visa/residency costs and timelines; dependant pathway
Non-compete scope reasonable; secondary practice policy
Governing law and dispute process specified
If UHNWI/home-care: SOP attached; insurance rider confirmed