Employment contract template for companies in Syria

A free guidance template, prepared under Labour Law No. 17 of 2010 as available on 2 November 2026. It is not legal advice; have a legal adviser review it before use.

Download the contract (Word, Arabic)

What the template covers

Sixteen articles in formal Arabic, with blanks to fill and options to tick:

• Employer and employee details, including a work-permit number for non-Syrians.
• The job and its location, and the contract type: fixed-term or indefinite.
• Probation, working hours and weekly rest.
• Wage and payment date, allowances and benefits, in new Syrian pounds.
• Annual and sick leave, public holidays and social insurance.
• Confidentiality, termination and notice, and end-of-service dues.
• Disputes, general provisions and copies of the contract.

Key points of the Labour Law

• Probation: at most three months, and only once with the same employer.
• Working hours: eight hours a day and forty-eight a week, with at least twenty-four consecutive hours of paid weekly rest.
• Pay date: the monthly wage is due by the sixth day of the following month at the latest.
• Annual leave: 14 working days for up to five years of service, 21 days after that, and 30 days after ten years or for workers over fifty.
• Notice on an indefinite contract: two months in writing from either side; it cannot be waived or shortened by agreement.

How to use it

1. Fill in the blanks in square brackets, tick the options that apply, and strike out the rest.
2. Print three copies signed by both parties: one for each, and the third filed with social insurance.
3. If the contract is signed electronically, also print it and sign it by hand for filing with social insurance.

From the contract to the first payslip

Diwan keeps a file for every employee and calculates each salary, the insurance contribution and salary tax automatically every month. To estimate net pay from a gross salary now, try the net salary calculator.

This template is general information, and Diwan accepts no liability for its use. Anything the law grants the employee applies even if the contract does not mention it. For your company’s specific case, consult a legal adviser or the competent official body.