The present circumstances and setup among companies have forced people to explore their employment options in the UAE and want to learn more about the legal processes of applying for a part-time job.
This is important to know because in some countries, where a full-time contract is in effect, getting a part-time job is not allowed. But what does the law say about this in the UAE? Keep on reading to find out more.
Here’s what the Law Says About Getting a Part-Time Job in the UAE
Suppose that you’re an employee working full-time at a company in Dubai and wish to take part-time work. You’d need to know how to go about it (process) and whether you need a special permit for this (requirements).
Given this situation, it is assumed that you are employed by a Dubai-based company and looking for part-time employment with any entity operating in the mainland of UAE. As such, the provisions of Ministerial Decision No. (31) of 2018 Concerning Developing a New Employment System Under Part-Time Contracts (the ‘Part-Time Employment Law’) are applicable.
Before you pursue part-time work employment status in the country in addition to your regular work, you need to meet the following conditions first:
- You must first obtain a no-objection certification or ‘NOC’ from your regular employer (i.e., the first part-time employer) to that effect if the said first part-time employer is also sponsoring the individual’s residence in the UAE;
- You must enter into a written contract (the ‘Part-Time Contract’), with the subsequent part-time employer; and
- The subsequent part-time employer must then obtain a ‘part-time work permit’ from the Ministry of Human Resources & Emiratisation (the ‘MOHRE’) for you.
The terms of the Part-Time Contract may allow you to work for less than eight hours a day or 48 hours a week for your first part-time job. However, such work hours cannot be less than 20 hours a week. This is in accordance with Article 3 of the Part-Time Employment Law, which states,
“The part-time contract allows the employee:
- To work for the original employer (first part-time employer) less than eight hours per day, or less than 48 hours per week, provided that the working hours shall not be less than 20 hours per week.
- To work simultaneously with more than one employer (second part-time employer), without having to get the permission of the original employer or any other employer he is working with.”
In line with this, the MOHRE shall notify all employers of an individual about all his regular and part-time employment in the UAE, as per the provisions of Article 7 of the Part-Time Employment Law, which states: “The ministry notifies every employer (original or secondary) about any new employer of the employee, upon obtaining by the latter a work permit from the ministry. The employee covenants to notify every employer he works with about the same.”
It is also worth noting that as per Article 6 of the Part-Time Employment Law, an individual employed on a part-time basis is eligible for annual leave, end of service benefits and any other benefits as per their working hours with the subsequent part-time employer as well.
As such, for the individual to work full-time for the subsequent part-time employer, Article 10 of the Part-Time Employment Law, shall apply.
This states: “In case of choosing to work with the Part-time Contract, changing it to a regular contract is not allowed unless the Part-time Contract is terminated, and each party has the freedom thereafter to enter any desired kind of contract.”
If you’re planning to get a part-time job soon, you’d be pleased to know that there are over hundreds of part-time opportunities in Dubai and in the UAE. This makes the country an ideal destination for those who want to earn more by taking on several jobs. And the good news is, the Dubai government fully supports it.
Among the most common jobs you can apply for include:
- Graphic designer/artist
- Retail work
- And many more
But this is not just something that’s becoming the norm in the UAE. In fact, elsewhere in the Middle East, many companies have balked at the idea of flex work, fearing that employees cannot be trusted to work remotely.
Despite this fact, businesses in the MENA region have been slow to embrace non-traditional working arrangements.
In one session, companies and business leaders noted that there is no one-size-fits-all approach to flex work. Companies have a menu of flex work options to choose from, including flexible start and end times, part-time work, remote work, a condensed work week, and shift swaps.
And in line with this, it is advised that businesses should consult with staff and managers to determine what type of flex work is most appropriate. Then they should design a policy with clear staff eligibility rules. Firms also need a process through which staff can apply for flex work.
That said, there’s nothing that’s too hard to accomplish these days, especially with the help of tech systems available.
It not only takes well-refined systems to make things work, but also a shift in mindset about how teams are managed, how cohesiveness and trust are established, and how dynamism is fostered.
This is what it’s going to look like in a couple of months from now, if not for years ahead due to the current state of the workplace and of businesses not only in the UAE, but also in the entire region.
For employees, it’s good that they are prepared to make the shift as companies also explore the new options for employment they can offer. And residents in the UAE are quite fortunate because the country, even during a pandemic, has been progressive in improving its quality of life and services offered in society as well as in the workplace.
That said, having some knowledge of the laws that govern such processes will be crucial at this level in the transition. This is also important for business and industry leaders as they promote a new kind of work culture – one that’s more sustainable and accessible for all, even during a pandemic.