OVI is an AI-native applicant tracking system (ATS) at ovi-me.com. You chat with AI agents Sora and Milo to source candidates, screen CVs, and run AI voice interviews in one workflow.

How do I sign in to OVI?

Sign in to OVI at https://ovi-me.com/auth with your work email or Google account. New teams can start a free trial from the homepage.

OVI AI refers to OVI's hiring agents — Milo for CV screening and Sora for sourcing — built into the AI-native ATS so recruiting teams chat to hire instead of clicking through traditional ATS screens.

OVI is the AI-native ATS where you chat to hire. Two AI agents — Sora for sourcing and Milo for screening — find candidates, score every CV, and run AI interviews, all controlled from a single chat.

What does "chat to hire" mean?

Chat to hire is OVI's AI-native hiring workflow: instead of clicking through a traditional ATS, you describe what you need in chat and OVI's AI agents source candidates, screen applicants, run AI interviews, and send outreach for you.

What is an AI-native ATS?

An AI-native ATS is an applicant tracking system built around AI agents rather than forms and pipelines. OVI's AI chat ATS lets recruiters source, screen, interview, and follow up through conversation — the agents do the work and surface only the candidates worth meeting.

Who are Sora and Milo?

Sora is OVI's AI sourcing agent — she scans LinkedIn, the open web, and your ATS history to find best-fit candidates and reach out in your name. Milo is OVI's AI screening agent — he scores every applicant against your rubric and surfaces a ranked shortlist.

How do OVI's AI interviews work?

OVI runs async AI interviews for every shortlisted candidate and returns scores, transcripts, and recordings — so your team only meets the people worth meeting.

AI Employment Contract Tools for UAE Employers in 2026: A Three-Jurisdiction Buyer's Guide

By Tim Kreling, Co-Founder, OVI

Published 2026-08-25

If you manage employment contracts in the UAE, you are not navigating one legal framework — you are navigating three. Mainland employers operate under Federal Decree-Law No. 33 of 2021, enforced by the Ministry of Human Resources and Emiratisation (MOHRE). Companies in the Dubai International Financial Centre (DIFC) follow DIFC Employment Law No. 2 of 2019. And Abu Dhabi Global Market (ADGM) entities comply with ADGM Employment Regulations 2024, which took effect on April 1, 2025.

These are not minor variations. On the mainland, every private-sector employment contract must be fixed-term, drafted in Arabic (bilingual is acceptable, but Arabic governs in interpretation disputes), and electronically registered with MOHRE before a residence visa can be issued. Employers must submit contracts within 14 days of signing, and the registered contract must match the signed job offer exactly. Contract errors regularly cost UAE employers between AED 100,000 and AED 500,000 in penalties and compensation.

DIFC operates under a different regime entirely. Unlimited-term contracts are permitted, English is the working language, and notice periods and gratuity calculations follow their own schedule. Since January 2026, DIFC Regulation 10 adds another layer: any AI-assisted hiring or contract decision requires mandatory impact assessments and transparency disclosures, with fines of USD 25,000 to USD 50,000 per violation.

ADGM requires employers to provide written contracts within two months of hire, permits both fixed-term and indefinite-term arrangements, and follows English-language documentation standards. Gratuity is calculated at 21 calendar days' basic wage per year for the first five years and 30 calendar days per year thereafter, capped at two years' total wages.

For HR teams operating across two or all three of these jurisdictions, manual contract management is no longer viable. AI-powered contract lifecycle management (CLM) platforms can automate template selection, ensure jurisdiction-specific clause accuracy, and reduce the risk of costly registration errors.

Why AI Contract Tools Matter Now

The compliance burden across UAE jurisdictions is not static. MOHRE mandates that all salaries pass through the Wage Protection System (WPS) — contracts specifying cash or cheque payment trigger administrative penalties. Remote work arrangements now require written addenda registered with MOHRE, covering work model, location, working hours, and data security obligations under Federal Decree-Law No. 45 of 2021.

DIFC's Regulation 10, enforced by the Commissioner of Data Protection, grants data subjects a private right of action against non-compliant AI deployments. A contract generated by AI without proper documentation could expose employers to claims from individual employees — not just regulatory fines.

Across all three jurisdictions, end-of-service gratuity calculations follow specific formulas that vary by tenure and jurisdiction. On the mainland and in ADGM, the standard is 21 days' basic salary per year for the first five years and 30 days per year thereafter. Getting these clauses wrong does not change the statutory obligation — the legal calculation applies regardless of contract language — but it creates disputes, audit failures, and employee relations risk.

AI contract tools address these challenges by generating jurisdiction-aware templates, auto-calculating gratuity provisions, flagging non-compliant clause language, and — where available — integrating directly with MOHRE's electronic registration portal.

Five Platforms Compared: What UAE Employers Need to Know

We evaluated five contract management platforms across the dimensions most relevant to UAE employers: MOHRE portal integration, Arabic/English bilingual contract generation, DIFC and ADGM template libraries, end-of-service gratuity clause automation, WPS and payroll integration, and electronic signature capabilities.

Comparison Table

Dimension	Kiework.ai	Juro	DocuSign CLM	PandaDoc	Ironclad
MOHRE Portal Integration	Native	Not available	Not available	Not available	Not available
Arabic/English Bilingual Generation	Native	Custom templates	Custom templates	Custom templates	Custom templates
DIFC/ADGM Template Library	Pre-built	Configurable	Configurable	Configurable	Configurable
Gratuity Clause Automation	Automated (UAE formula)	Manual configuration	Manual configuration	Manual configuration	Manual configuration
WPS/Payroll Integration	Native	Via API/Zapier	Via marketplace (400+ integrations)	Via CRM integrations	Via enterprise API
E-Signature	Yes	eIDAS/ESIGN compliant	180+ countries	Built-in	Built-in

Platform Profiles

Kiework.ai is the only platform in this comparison built specifically for UAE employment compliance. It offers native MOHRE portal integration, Arabic/English bilingual contract generation, and automated gratuity calculations aligned with Federal Decree-Law No. 33 of 2021. For employers whose primary need is mainland compliance, it is the most direct solution.

Juro brings AI-powered drafting, a browser-native rich text editor, and fast implementation — typically 30 days versus months for enterprise CLM platforms. Its strength is real-time collaborative editing and native e-signatures meeting eIDAS and ESIGN standards. While it lacks UAE-specific features out of the box, its template flexibility and API integrations (Salesforce, HubSpot, Slack, Zapier) allow customization for multi-jurisdiction use.

DocuSign CLM offers the broadest e-signature compliance footprint, covering 180+ countries with its Intelligent Agreement Management (IAM) module providing AI-powered contract analysis and risk assessment. The trade-off is implementation time — typically six to twelve months — and enterprise pricing starting at approximately USD 25,000 per year.

PandaDoc is the most accessible option for small and mid-size employers, with transparent pricing starting at USD 19 per seat per month. It combines document automation, pre-built templates, built-in e-signatures, and CRM integrations with Salesforce and HubSpot. It works well for offer letters and straightforward employment contracts but lacks the deep compliance automation that larger multi-jurisdiction operations require.

Ironclad targets legal operations teams managing high-volume contract workflows, with sophisticated automation and approval routing. At approximately USD 80,000 per year for 100 licenses, it is the most expensive option in this comparison and best suited for large enterprises with dedicated legal departments.

Choosing the Right Tool

The right platform depends on your jurisdictional footprint and team size.

If your operation is primarily mainland-based and MOHRE compliance is your top priority, Kiework.ai offers the most relevant feature set. For multi-country operations that include UAE alongside global offices, Juro or DocuSign CLM provide the breadth of integrations and compliance coverage needed. PandaDoc is a practical entry point for smaller UAE employers who need basic contract automation without enterprise pricing. Ironclad makes sense for organizations with complex approval workflows and dedicated legal teams.

Before your team reaches the contract stage, the screening pipeline matters too. OVI's AI screening agent, Milo, produces a ranked shortlist through audio-based candidate assessments — UAE employers using AI screening tools can move directly from Milo's output into their contract management workflow, reducing the gap between hiring decisions and offer generation.

Whichever platform you choose, validate three things before committing: confirm Arabic-language contract support for mainland MOHRE registrations, verify that gratuity calculations match the specific formula for each jurisdiction you operate in, and test whether the platform can handle DIFC Regulation 10 documentation requirements if you have DIFC-based employees.

Do all UAE employment contracts need to be in Arabic?

On the mainland, yes — Arabic is mandatory, though bilingual contracts are common. Arabic governs in any interpretation dispute. In DIFC, English is acceptable as the working language. ADGM also follows English-language documentation standards.

What happens if I don't register a contract with MOHRE?

The contract is not legally recognized for visa and work permit purposes. Employees cannot complete residence visa processing without an approved MOHRE-registered contract. Contract errors can result in penalties between AED 100,000 and AED 500,000 in fines and compensation.

Can I use the same contract template across mainland, DIFC, and ADGM?

No. Each jurisdiction has different requirements for contract terms (fixed vs. indefinite), notice periods, gratuity calculations, and language. A single template will not satisfy all three frameworks, which is why jurisdiction-aware CLM tools are valuable for multi-zone UAE employers.

Does DIFC Regulation 10 affect AI-generated contracts?

Yes. Since January 2026, any AI system processing personal data within the DIFC — including AI-assisted contract generation — requires impact assessments, transparency disclosures, and documentation. Fines range from USD 25,000 to USD 50,000 per violation, and individuals have a private right of action to pursue claims directly.

How is end-of-service gratuity calculated in the UAE?

On the mainland, the formula is 21 days' basic salary per year for the first five years and 30 days per year thereafter. ADGM follows the same formula but caps total gratuity at two years' wages. DIFC follows its own gratuity schedule. Contracts cannot override these statutory calculations — the legal formula applies regardless of what the contract states.