Part-time, and other work models

The rule

A part-time contract earns the same end-of-service entitlement a full-time contract would, scaled by the share of full-time hours it works. The share is the contract’s hours for the year divided by a full-time contract’s hours for the year.

Source: The UAE Government portal u.ae, quoting the Implementing Regulation to Federal Decree-Law No. 33 of 2021 on work models: the number of working hours in the employment contract per year, divided by the number of working hours in the full-time contract per year, multiplied by 100, gives the percentage on which the end-of-service benefit is calculated — and that percentage is then applied to the benefit due on a full-time contract.

That last clause is doing real work, and it is why this page exists rather than a multiplier buried in a footnote. The percentage applies to “the benefit due for the full time contract” — the FINISHED full-time figure, after the bands and the ceiling have both been applied. Applying the share earlier, to the raw band total, would measure a part-time worker against a full-time ceiling and quietly pay them more than the rule allows.

What it looks like on real numbers

Six years of service on a basic salary of 10,000.00 AED, worked at three different hours levels. The full-time row is the reference; the others are what the same service earns at reduced hours.

Where your two hours figures come from

Both numbers are yours, not ours, and the calculator will not invent either. Your contracted hours are in your contract; if it states a weekly figure, multiply it by the weeks you work in a year. The full-time figure is what a full-time contract at the same employer works in a year — ask HR for it rather than assuming, because it is the denominator of the whole calculation.

The guidance states the formula per YEAR on both sides and says nothing about how to annualise a contract written in weekly or monthly hours, nor about what happens when your contracted hours changed part-way through your service. This site does not annualise silently: it takes both annual figures from you and shows you the division it performed.

Temporary work is a different rule

Temporary employment has its own floor rather than its own scaling. Below 1 year, no end-of-service gratuity arises for a temporary contract at all. Above it, the ordinary schedule applies with no reduction for the work model.

Source: u.ae, on work models under the Implementing Regulation: end-of-service gratuity does not apply in cases of temporary employment where the duration is less than one year.

The calculator names that rule when it applies it, rather than reporting the general qualifying period — the two produce the same answer here, and only one of them is the sentence you can go and check.

The work models this calculator will not answer for

The official guidance covers part-time contracts “or other types of work arrangements” without saying which arrangements those are. So this site models the two it can name — part-time and temporary — and refuses anything else, rather than offering a “flexible” option and quietly running one of these two formulas behind it.

If you are on a freelance permit, a job-share, or a work model your contract does not call part-time or temporary, the honest answer is that this calculator does not know which rule applies to you, and MOHRE is who to ask. A figure produced by guessing which arm to run would look exactly like a figure produced by knowing.

Then check the rest of it

Reduced hours change the size of the entitlement and nothing else about it. The basic-salary basis, the unpaid-leave rule and the scope questions all still apply to you in the same way — and if your employer has moved you onto the Savings Scheme, none of this page applies at all.