Prompts
Juristische KI-Prompts für Employment
25 prompts you can paste straight into HAQQ or any other assistant. Every one is written out in full. Open it, copy it, change the bracketed parts.
Non-Compete Validity Under UAE Labour LawMemoAdvancedResearch / Authorities
I act for [the employer / the employee]. Assess a non-compete under UAE labour law. Facts: employee role [role], duration of the restriction [period], geographic scope [scope], activities covered [activities], salary [amount], reason employment ended [resignation / termination / expiry], and whether any consideration was paid for the restraint [yes/no]. Advise: 1. Whether the clause meets the statutory conditions on duration, place and type of work, and what the law requires for each. 2. What the employer must prove for a court to enforce it, and the practical evidentiary burden. 3. The circumstances in which the restriction falls away by operation of law. 4. The remedies actually available (damages, injunction, labour-ban consequences) and which of them a UAE court will realistically grant. 5. A redrafted clause that stands the best chance of enforcement, plus a fallback clause if the primary one is struck down. Mandatory rules: cite the article of the Labour Law and its Executive Regulations for each condition. Distinguish the position for an onshore contract from a DIFC or ADGM employment contract. Do not assert a court practice you cannot source; flag it for verification instead of presenting it as settled.
Deadlines for Answer and Evidence in a Labour ClaimMemoStandardResearch / Authorities
I act for the [claimant / respondent] in a Jordanian labour claim. What is the deadline under Jordanian law for filing the answer and the evidence, and can it be extended? Address: 1. The statutory period for filing the statement of defence from the date of service, and the period for producing documentary evidence and the witness list. 2. Whether these periods are peremptory or directory, and the sanction for missing them. 3. The conditions for an extension: who has the power to grant it, whether an acceptable excuse is required, and how many times it may be granted. 4. The effect of the defendant failing to answer, both on the progress of the claim and on the ability to file evidence later. 5. How these periods differ from an ordinary civil claim, if they do. Mandatory rules: cite the article of the Code of Civil Procedure or the Jordanian Labour Law for every period, and do not invent an article number. State whether it runs in calendar days or working days and from what date. If the provision has been amended, flag that the version in force must be checked.
Unfair Dismissal and End-of-Service EntitlementsMemoAdvancedStrategy / Scenario
I act for the [employee/employer] in a Lebanese employment dispute. Facts: employment began [date], dismissal on [date], last salary [amount and currency], stated reason for dismissal [reason], registered with the NSSF [yes/no], sector [public / private / private schools]. Deliverables: 1. Characterise the termination (justified dismissal, unfair dismissal, or constructive resignation) with the legal basis. 2. Compute the entitlements item by item: notice indemnity, unfair-dismissal compensation and its statutory ceiling, untaken leave, and end-of-service indemnity at the NSSF. 3. The effect of currency on both the computation and enforcement. 4. The competent forum, the time limit for filing, and the effect of a party failing to appear. 5. The weak points in my client's position and how to shore them up before filing. Mandatory rules: cite the article of the Labour Code or the Social Security Code, and do not invent one. If the sector is governed by a special regime, say so and explain its effect. Where a figure or ceiling depends on a rate you are not certain of, flag it for confirmation rather than computing it as final.
Employer Retaliation After an Adverse Labour JudgmentMemoExpertStrategy / Scenario
I act for the employee. A civil claim between an employee and an employer went before the Dubai courts and judgment was given for the employee. The employer has since filed a criminal complaint against the employee, on the face of it to avoid paying the sums awarded. Advise: 1. What the employee can do immediately to protect enforcement of the civil judgment while the criminal complaint is pending, and whether the complaint suspends enforcement at all. 2. Whether the criminal filing can itself found a claim (malicious prosecution, abuse of right, or moral damage) and what has to be proved. 3. The interaction between the criminal and civil tracks: which one stays the other, and on what conditions. 4. Practical steps in order, with the responsible body for each: execution court, public prosecution, labour authority. 5. The risks of each step for the employee, including any exposure created by responding aggressively. Mandatory rules: cite the article behind each proposition, and do not invent one. Where the answer turns on facts I have not given, list exactly what you need. Do not present a strategy as certain when the outcome depends on prosecutorial discretion.
What Changed in the Omani Labour LawReportAdvancedResearch / Authorities
I am producing this for a [employer / in-house legal team / employee]. Report on what has changed in Omani labour law. Deliverables: 1. A three-column table (previous rule, current rule, practical effect) for each of: termination and its grounds, notice, end-of-service gratuity, working hours and leave, fixed-term contracts, and Omanisation. 2. Transitional provisions: what applies to contracts already running before the change took effect, and what applies immediately. 3. The obligations that require contract templates and staff regulations to be amended now, ranked by priority. 4. The penalties for non-compliance. 5. The points that remain unclear pending executive regulations or a ministerial decision. Mandatory rules: cite the article number and the Royal Decree or ministerial decision number for every item. Distinguish clearly between what is in the law and what is in the regulations. If you are not confident a provision is in force, say so rather than presenting it as settled.
Employer Termination of a Fixed-Term ContractMemoAdvancedResearch / Authorities
I act for the [employer / employee]. Under the Jordanian Labour Law: may an employer alone terminate a fixed-term contract before its term expires, and what is the legal effect? Address: 1. The cases in which termination is permitted without compensation, with the article, and what the employer must prove in each. 2. The consequence of terminating outside those cases: how compensation is computed, and whether it covers the wages for the unexpired term or is assessed differently. 3. Whether the employee can seek reinstatement or is confined to compensation. 4. The effect of repeated renewals on the characterisation of the contract, and whether it converts to an indefinite one. 5. The limitation period for bringing a claim and the competent forum. Mandatory rules: cite the article for each point, and do not invent one. Distinguish what the text provides from what the Jordanian Court of Cassation has settled; where the case law is not settled, say so rather than presenting one answer. If the answer varies with the ground of termination, set the cases out in a table rather than generalising.
Employment Settlement and ReleaseAgreementStandardDraft / Generate
Draft an employment settlement and release under Jordanian law. I act for the [employer / employee]. Facts: employee name [name], start date [date], end date [date], last salary [amount], sum paid [amount], made up of [leave, notice, end-of-service gratuity, any allowances]. The release must include: 1. A line-by-line breakdown of the sum paid, not a single lump figure. A lump figure weakens its evidential value. 2. An acknowledgement of documents received: certificate of experience, clearance, and social security papers. 3. A release wording with a clearly defined scope, stating which rights cannot validly be released in advance under a mandatory provision. 4. Date, signature, and two witnesses where required. Then add a short analysis: how much weight this release carries before the Jordanian courts, in which cases the case law allows it to be challenged despite signature, and what I should do to make it stick if I act for the employer, or to attack it if I act for the employee. Mandatory rules: cite the article number for every entitlement in the breakdown and for every right you say cannot be released in advance. If you cannot tie an entitlement or a right to a cited provision, flag it for verification rather than stating it as settled. Do not present the release as closing every claim if the law says otherwise.
Employment Offer LetterAgreementStandardDraft / Generate
Acting as counsel for [Company], draft an employment offer letter for [Position] under [jurisdiction] law. Include start date, compensation, benefits, reporting structure, at-will or fixed-term status, confidentiality obligations, and conditions of employment, and produce it as a ready-to-issue letter. If [jurisdiction] law fixes a minimum notice period or term you cannot confirm, flag it for the employer's local counsel instead of stating a figure.
Employee HandbookPolicyStandardDraft / Generate
Acting as counsel for [Company], draft an employee handbook covering workplace policies, code of conduct, leave policies, anti-discrimination/harassment, disciplinary procedures, health and safety, IT acceptable use, and an acknowledgment form, ensuring compliance with [jurisdiction] requirements. Produce it as a complete handbook ready for distribution. Where a specific leave entitlement or statutory threshold under [jurisdiction] law is not certain, flag it for confirmation rather than stating a figure.
Non-Compete AgreementAgreementStandardDraft / Generate
You are drafting a non-compete agreement for [Employee/Position] at [Company], intended to be enforceable in [jurisdiction]. Cover the scope of restricted activities, geographic limitations, a duration of [X months/years], the consideration provided for the restriction, and carve-outs for permitted activities. Return a complete clause set ready for review. Non-compete enforceability rules vary sharply by jurisdiction: do not state that this restriction is enforceable in [jurisdiction]; flag it for confirmation by local counsel.
Termination LetterMemoStandardDraft / Generate
Acting as counsel for [Company], draft a termination letter for [Employee] based on [reason: performance/misconduct/redundancy/without cause]. Include effective date, final pay details, benefits continuation (COBRA if applicable), return of property, and a post-employment obligations reminder, and produce it as a ready-to-issue letter. If [jurisdiction] law mandates a notice period or severance figure, flag it for confirmation instead of assuming one.
Severance AgreementAgreementStandardDraft / Generate
Acting as counsel for [Company], draft a severance agreement for [Employee] departing the company. Include severance amount, payment schedule, benefits continuation, release of claims, non-disparagement, confidentiality, and a cooperation clause, with the statutory language required by [jurisdiction] for the release to be enforceable. Produce it as a signature-ready agreement. Quote that statutory language rather than paraphrasing it, and flag any requirement you cannot source to a named provision.
Independent Contractor AgreementAgreementStandardDraft / Generate
You are drafting an independent contractor agreement engaging [Contractor] to perform [services] for [Company]. Use language that supports independent contractor status under the classification tests applied in [jurisdiction], and cover payment terms, IP assignment, confidentiality, and termination. Return a complete agreement in numbered clauses. Do not assert that this classification will withstand a misclassification challenge in [jurisdiction]; flag that risk for the client to confirm with local counsel.
Remote Work PolicyPolicyStandardDraft / Generate
Acting as counsel for [Company], draft a remote work policy covering eligibility, equipment provisions, working hours expectations, communication requirements, data security obligations, expense reimbursement, workspace safety, and performance monitoring. Produce it as a standalone policy document. Where an expense reimbursement or data protection duty depends on [jurisdiction] law, flag it for confirmation rather than assuming a rule.
Executive Employment AgreementAgreementStandardDraft / Generate
Acting as counsel for [Company], draft an executive employment agreement for [Executive/C-Suite Position]. Include base salary, bonus structure, equity compensation, benefits, change of control provisions, termination scenarios (for cause, without cause, good reason), severance, non-compete/non-solicit, and D&O coverage. Produce it as a signature-ready agreement. Flag any non-compete or severance term whose enforceability under [jurisdiction] law you cannot confirm, rather than drafting it as settled.
Equity Incentive Plan SummaryMemoStandardDraft / Generate
Acting as counsel for [Company], draft an employee-facing summary of [Company's] equity incentive plan covering grant types (options, RSUs, etc.), vesting schedules, exercise procedures, tax implications, and what happens to equity upon termination or change of control. Produce it as a plain-language summary document. Flag any tax treatment or [jurisdiction] rule you cannot attribute to the plan document or a named statute, rather than stating it as fact.
Workplace Investigation ReportReportStandardDraft / Generate
Acting as the investigator or counsel appointed by [Company], draft a template workplace investigation report covering the allegation summary, investigation methodology, witness interviews, evidence reviewed, factual findings, credibility assessments, policy violations identified, and recommendations. Produce it as a structured report template. State only findings the evidence supports, and mark any conclusion that rests on an inference or an unconfirmed fact as such rather than as established.
Performance Improvement PlanMemoStandardDraft / Generate
Acting as counsel or HR for [Company], draft a performance improvement plan for [Employee] addressing [specific performance issues]. Include clear expectations, measurable goals, a timeline of [X days/weeks], support/resources to be provided, a check-in schedule, and consequences of not meeting standards. Produce it as a ready-to-issue plan document. Flag any consequence that depends on [jurisdiction] employment law rather than assuming it is available to the employer. Cite the specific employment statute or regulation behind any consequence, deadline, or entitlement stated as legally required, and mark anything that cannot be tied to a named provision as a company policy choice rather than a legal requirement.
Bonus/Commission PlanPolicyStandardDraft / Generate
Acting as counsel for [Company], draft a bonus/commission plan for [sales/executive/employee] roles. Include eligibility, performance metrics, calculation methodology, payment timing, pro-ration rules, clawback provisions, and discretionary elements. Produce it as a standalone plan document. Flag any clawback or wage-law restriction under [jurisdiction] law you cannot confirm, rather than drafting the clause as enforceable.
Employment Contract Compliance ReviewReportAdvancedReview / Redline
Review the employment contract at [PASTE CONTRACT] for legal and operational risk under [jurisdiction] employment law, acting for the [employer/employee]. Facts: the industry and role the contract covers (describe), and whether this is a new hire, a renewal, or an amendment (state which). Deliverables: 1. Non compete and non solicitation clauses: enforceability under [jurisdiction] law, scope, duration and geographic reach. 2. Intellectual property ownership: whether work product, inventions and moral rights are properly assigned. 3. Termination terms: notice periods, cause definitions, and severance obligations, checked against statutory minimums. 4. Compensation structure: base pay, variable pay, benefits and any clawback or repayment obligations. 5. Other risk clauses: confidentiality, restrictive covenants, and arbitration or forum selection provisions. 6. A table of flagged issues, each with the clause reference, the risk in one line, and proposed replacement wording. Mandatory rules: state a clause's enforceability only where it tracks a specific statutory provision or reported decision that you cite. Where enforceability depends on facts outside the contract, flag it rather than asserting a conclusion. This is a drafting and analysis aid, not legal advice, and a qualified local employment lawyer should confirm any clause before it is relied on.
Workplace Investigation PlanChecklistAdvancedStrategy / Scenario
Act as counsel advising the employer, under the employment law of [jurisdiction]. Create a workplace investigation plan for a complaint of [harassment/discrimination/misconduct], covering: 1. Investigation scope: what is and is not being investigated. 2. Witness list: who to interview and in what order. 3. Interview questions framework: for the complainant, the respondent, and each witness. 4. Evidence preservation steps: documents and records to secure, and how. 5. Confidentiality measures: who is told what. 6. Timeline: target dates for each stage. 7. Reporting structure: who receives the findings and in what form. Mandatory rules: cite the specific policy or statutory provision that sets the applicable timeline and standard of proof. Flag any procedural requirement you cannot confirm for review by employment counsel before the investigation proceeds.
Cross-Border Employment ComparisonReportExpertResearch / Authorities
Compare employment law requirements across [list jurisdictions] for a company hiring remote employees in each. Facts: the roles being hired (describe), whether hires will be direct employees or engaged through an employer of record (state which), and the anticipated headcount per jurisdiction (describe). Deliverables, one section per jurisdiction in [list jurisdictions] plus a summary table: 1. Minimum employment terms: required contract content and mandatory clauses. 2. Statutory benefits: leave, social security and other mandatory contributions. 3. Notice periods and termination protections, including any collective or works council requirements. 4. Data privacy obligations affecting the employment relationship and cross border data transfer. 5. Employer of record considerations: where an EOR is required or advisable, and the associated compliance burden. 6. A summary table ranking the jurisdictions by relative complexity of compliant hiring. Mandatory rules: cite the specific statute or regulation for every notice period, benefit entitlement or termination rule stated, where a rule cannot be attributed to a named source, mark it as needing local counsel confirmation rather than stating a figure.
Manager Talking Points Before a TerminationMemoStandardClient Communications
Act as employment counsel preparing the manager. Prepare talking points for a manager who is about to deliver a termination decision for [describe the situation: performance, restructuring, misconduct] to an employee in [jurisdiction]. Include what the manager should say, what the manager should not say (no promises about references, no discussing reasons beyond the approved script, no negotiating on the spot), how to handle common employee reactions, and a reminder to route any request for severance or a release to legal/HR instead of answering it directly. Flag anything jurisdiction-specific, like notice period or final pay timing, as [CONFIRM WITH LOCAL COUNSEL].
GCC Employment Termination: Notice, End-of-Service and Local EnforceabilityMemoExpertCompliance / Due Diligence
Act as employment counsel advising [EMPLOYER] on terminating [EMPLOYEE ROLE] in [JURISDICTION: e.g. UAE mainland, DIFC, ADGM, Saudi Arabia, Qatar, Bahrain, Kuwait or Oman]. Facts: [CONTRACT TYPE, START DATE, SALARY STRUCTURE, REASON FOR TERMINATION, WARNINGS ON FILE, VISA OR SPONSORSHIP STATUS]. Ground every entitlement in the article of the applicable labour law or free-zone employment regulation and cite it; where you cannot cite it, say so and mark it for local-counsel confirmation rather than estimating a figure or a period. Return: (1) Termination Route: the legal grounds available in [JURISDICTION], and which of them these facts actually support, with the article for each; (2) Notice, the notice required by the statute and by the contract, which one governs, and how payment in lieu is treated; (3) End-of-Service Entitlements, the components to calculate (end-of-service gratuity or its local equivalent, accrued untaken leave, repatriation, and any pension or savings-scheme contribution that applies), each with its formula inputs and its article; (4) Enforceability Reality Check, which contractual terms are actually enforced locally and on what basis (non-compete scope and duration, garden leave, clawback, notice longer than the statutory minimum, waiver of statutory rights, settlement releases); (5) Immigration and Sponsorship Steps: work permit and visa cancellation, grace period, dependants and exit formalities to confirm; (6) Process and Evidence, the warnings, records, investigation steps and documents to have on file before the termination letter is issued; (7) Claim Exposure, how the employee would frame a claim, the forum that hears it, the limitation period to confirm, and the practical timeline; (8) Action Plan and Open Questions, sequenced steps with owners, and the questions for local counsel. This is a drafting aid for a qualified local practitioner, not legal advice.
Workforce Localisation Quota ImpactMemoExpertStrategy / Scenario
Act as employment counsel advising [EMPLOYER] in [COUNTRY] on a workforce localisation or nationalisation requirement. Current position: [TOTAL HEADCOUNT, HOW MANY ARE NATIONALS, ACTIVITY OR SECTOR CLASSIFICATION, LICENCE TYPE AND WHERE REGISTERED, CURRENT BAND OR RATING IF KNOWN, HIRING PLAN FOR THE NEXT TWELVE MONTHS]. Localisation rules typically drive far more than a hiring target: they gate visa quotas, government service access, tender eligibility and fee levels, and the counting rules for who qualifies and at what weight are where most employers get it wrong. Do not state a quota percentage, a band threshold, a fee, a penalty or a counting rule you cannot attribute to a named source; mark it To Be Confirmed and tell the employer to verify it on the government portal before acting. Return: (1) Applicability: whether this employer is in scope at all, on what basis (headcount, sector, licence, location), and the date the obligation bites; (2) Counting Rules, who counts toward the target, at what weight, and the traps (part-time and shared employees, dual nationals, staff of an affiliate, contractors, employees registered under a different licence, staff who do not have a properly documented contract on the government system); (3) Current Gap, the number of qualifying hires needed to reach the required position, shown as a calculation with the inputs the employer must confirm; (4) Consequences Map, what changes at each band or compliance level (visa issuance, fees, government transactions, tender and contract eligibility, penalties, suspension), each stated as a question for verification; (5) Compliance Routes: genuine hiring, training and graduate programmes, restructuring roles, or reclassifying the entity, with the cost, lead time and durability of each, and an explicit warning against arrangements that create a paper employee rather than a real one; (6) Payroll and Systems, wage-protection or payroll-registration obligations that interact with the quota, and what evidence the authority will look for; (7) Twelve-Month Plan, a hiring and training plan by quarter, with owners, budget and the milestone that must be hit before the next assessment; (8) Verification Checklist, the exact portal pages, reports or confirmations to pull, and the questions for local counsel and the employer's government-relations contact. This is a planning aid for a qualified local practitioner, not legal advice.