Prompt
Employment AI prompts for lawyers
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
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.
Deadlines for Answer and Evidence in a Labour ClaimMemoStandardResearch / Authorities
Under Jordanian law, what is the deadline for filing the answer and the evidence in a labour claim, 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 state whether it runs in calendar days or working days and from what date. Do not invent an article number. 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. If the sector is governed by a special regime, say so and explain its effect.
Employer Retaliation After an Adverse Labour JudgmentMemoExpertStrategy / Scenario
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 for the employee: 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. 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
Produce a report on what has changed in Omani labour law, written for a [employer / in-house legal team / employee]. 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
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 distinguish what the text provides from what the Jordanian Court of Cassation has settled. 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 article numbers. Do not present the release as closing every claim if the law says otherwise.
Employment Offer LetterAgreementStandardDraft / Generate
Draft an employment offer letter for [Position] at [Company] under [jurisdiction] law. Include start date, compensation, benefits, reporting structure, at-will or fixed-term status, confidentiality obligations, and conditions of employment.
Employee HandbookPolicyStandardDraft / Generate
Draft an employee handbook for [Company] covering workplace policies, code of conduct, leave policies, anti-discrimination/harassment, disciplinary procedures, health and safety, IT acceptable use, and acknowledgment form. Ensure compliance with [jurisdiction] requirements.
Non-Compete AgreementAgreementStandardDraft / Generate
Draft a non-compete agreement for [Employee/Position] at [Company] enforceable in [jurisdiction]. Include reasonable scope of restricted activities, geographic limitations, duration of [X months/years], consideration provided, and carve-outs for permitted activities.
Termination LetterMemoStandardDraft / Generate
Draft a termination letter for [Employee] at [Company] based on [reason: performance/misconduct/redundancy/without cause]. Include effective date, final pay details, benefits continuation (COBRA if applicable), return of property, and post-employment obligations reminder.
Severance AgreementAgreementStandardDraft / Generate
Draft a severance agreement for [Employee] departing [Company]. Include severance amount, payment schedule, benefits continuation, release of claims, non-disparagement, confidentiality, cooperation clause, and required statutory language per [jurisdiction].
Independent Contractor AgreementAgreementStandardDraft / Generate
Draft an independent contractor agreement engaging [Contractor] to perform [services] for [Company]. Emphasize independent contractor status, include proper classification language, payment terms, IP assignment, confidentiality, and termination provisions compliant with [jurisdiction] tests.
Remote Work PolicyPolicyStandardDraft / Generate
Draft a remote work policy for [Company] covering eligibility, equipment provisions, working hours expectations, communication requirements, data security obligations, expense reimbursement, workspace safety, and performance monitoring.
Executive Employment AgreementAgreementStandardDraft / Generate
Draft an executive employment agreement for [Executive/C-Suite Position] at [Company]. 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.
Equity Incentive Plan SummaryMemoStandardDraft / Generate
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.
Workplace Investigation ReportReportStandardDraft / Generate
Draft a template workplace investigation report for [Company] covering allegation summary, investigation methodology, witness interviews, evidence reviewed, factual findings, credibility assessments, policy violations identified, and recommendations.
Performance Improvement PlanMemoStandardDraft / Generate
Draft a performance improvement plan for [Employee] at [Company] addressing [specific performance issues]. Include clear expectations, measurable goals, timeline of [X days/weeks], support/resources to be provided, check-in schedule, and consequences of not meeting standards.
Bonus/Commission PlanPolicyStandardDraft / Generate
Draft a bonus/commission plan for [sales/executive/employee] roles at [Company]. Include eligibility, performance metrics, calculation methodology, payment timing, pro-ration rules, clawback provisions, and discretionary elements.
Employment Contract Compliance ReviewReportAdvancedReview / Redline
Review this employment contract for legal and operational issues: [PASTE CONTRACT]. Check the following: - Non compete and non solicitation clauses - Intellectual property ownership - Termination terms and notice periods - Compensation structure and obligations Flag anything that may cause legal disputes and propose improved wording.
Workplace Investigation PlanChecklistAdvancedStrategy / Scenario
Create a workplace investigation plan for a complaint of [harassment/discrimination/misconduct]. Include investigation scope, witness list, interview questions framework, evidence preservation steps, confidentiality measures, timeline, and reporting structure.
Cross-Border Employment ComparisonReportExpertResearch / Authorities
Compare employment law requirements across [list jurisdictions] for hiring remote employees. Cover minimum employment terms, statutory benefits, notice periods, termination protections, data privacy obligations, and employer of record considerations.
Manager Talking Points Before a TerminationMemoStandardClient Communications
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.