Part-time rules in the Emirates
Part-time rules in the Emirates

 The employer and employee must abide by the terms and conditions mentioned in the part-time employment contract signed between them and which has been duly registered with the Ministry of Human Resources and Emiratisation.

 

The provisions of Federal Law No. 8 of 1980 regarding the regulation of labor relations in the UAE (Labor Law) and the provisions of Ministerial Resolution No. (31) of 2018 regarding the introduction of part-time work contracts (Part-Time Work Law) are applicable.

There are no provisions regarding the maximum hourly wage that an employer must pay to an employee in the Part-Time Labor Law.

Any provisions in the employment contract or any tacit understanding between the employer and the employee that is more beneficial to the employee must be in the interest of the employee.

And according to Article Seven of the Labor Law, which states that:

Conditions that contradict the provisions of this law, including those that may be prior to the effective date of this law, unless they are proved to be more beneficial to the employee. Null. "

Furthermore, you are entitled to a wage based on the number of hours and days you work with your original employer. This is consistent with Article 6 (a) of the Part-Time Work Law, which states that "the original employer is responsible for the employee's annual leave and end-of-service gratuity in addition to any other financial obligations commensurate with actual working hours and the employee's wage."

Based on the provisions of the law mentioned above, the original employer must pay you wages as stated in your employment contract. In the event that the original employer refuses to pay you a wage for the actual number of hours / days you worked with the original employer, you can contact the Ministry of Human Resources and Emiratisation and file a complaint against the original employer.

Law text:

The original employer shall be responsible for the employee’s annual leave and end of service gratuity, as well as any other financial obligations in proportion to the actual working hours and the wage the employee receives.