UAE Private Sector Job Models: Full-Time, Part-Time, Remote and More Explained
The UAE’s Ministry of Human Resources and Emiratisation (MoHRE) has defined six employment models for private sector jobs. These include full-time, part-time, temporary, flexible, remote, and job sharing roles. All work contracts must comply with MoHRE regulations and follow the legal templates when applying for work permits. This article explains each job model, contract rules, and probation terms in detail.
Approved Employment Models in UAE Private Sector
MoHRE recognizes the following six types of work models in the private sector:
1. Full-time work
- Employment with one employer.
- Requires working full daily hours across official working days.
2. Part-time work
- Employment with one or more employers.
- Involves working a specified number of hours or days.
3. Temporary work
- Task-based or project-based employment.
- Ends when the specific period or project is completed.
4. Flexible work
- Work hours and days vary based on the employer’s workload and needs.
- Employees may work at different times depending on business requirements.
5. Remote work
- Employees work entirely or partially outside the office premises.
- Communication is handled electronically.
- Can be either full-time or part-time.
6. Job sharing
- Two or more employees share the responsibilities of a single job.
- Compensation is divided proportionally.
- Covered under part-time work regulations.
Key Employment Contract Rules
MoHRE mandates specific requirements for employment contracts:
- Contract Template: Employers must use MoHRE-approved templates matching the offer letter when applying for a work permit.
- Document Retention: Both physical and digital copies of the contract and offer letter must be kept for at least two years after employment ends.
- Employee Rights: Employers must clearly inform employees about their rights and obligations as mentioned in the contract.
Fixed-Term Contracts
All employment contracts in the private sector must be for a fixed term:
- Both parties can agree to renew or extend contracts for the same or different durations.
- If a contract continues without a renewal agreement, it is automatically considered extended under the same conditions.
- Such extensions count towards the employee’s continuous service period.
Probation Period Guidelines
- Maximum Duration: The probation period cannot exceed six months.
- Single Use: An employee cannot be placed on probation more than once by the same employer.
Completion of Probation
- Once completed, the period is counted toward total service duration.
Termination During Probation
- By Employer: Must give at least 14 days’ written notice.
- By Employee (Staying in UAE): Must notify employer at least 30 days in advance.
- By Employee (Leaving UAE): Must notify employer at least 14 days in advance.
Non-Compete Clause
Employers may include a non-compete clause in the employment contract. This clause can prevent the employee from:
- Working for a competitor, or
- Participating in any competing project within the same sector after the contract ends.
Summary
The UAE’s private sector offers various flexible employment models to suit different business and personal needs. Understanding these job types and associated legal obligations—such as contract templates, probation rules, and termination procedures—is essential for both employers and expatriate workers. Always ensure that your employment contract matches your offer letter and complies with MoHRE guidelines.
For official regulations and templates, visit the MoHRE website.
