Flexible and Remote Work Models Under UAE Law

Since Federal Decree-Law No. 33 of 2021 took effect on 2 February 2022, UAE private-sector employers can hire on six work models: full-time, part-time, temporary, flexible, remote and job sharing. u.ae names flexible work, remote work and job sharing among the arrangements a contract can follow.

This guide covers the federal UAE Labour Law, Federal Decree-Law No. 33 of 2021, which applies to mainland private-sector employers. Free zones such as the Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM) may have their own employment rules, and government employees fall under separate HR rules, so check which regime applies to you.

The six models

MoHRE's definitions, as reported by Gulf News in 2025:

ModelWhat it means Full-timeOne employer, for the full daily hours on working days Part-timeOne or more employers, for a set number of hours or days TemporaryA fixed period or a specific project, ending when it is complete FlexibleHours or days vary with workload and the employer's operational needs RemoteWork done fully or partly away from the employer's premises, with electronic communication replacing physical presence; can be full-time or part-time Job sharingTwo or more employees share one job's tasks, with pay split in proportion to each person's share

What the law does and does not set out

The Labour Law recognises remote and flexible work as contract models, but the u.ae page on contract models does not set out separate rules for them, such as core hours or home-office arrangements. In practice, those details sit in your contract and company policy, so read them closely. The general rules still apply to every model, including the cap of eight hours a day or 48 a week and a break after five consecutive hours; see rest breaks and working hours.

All private-sector employment contracts must be fixed-term. They can be renewed for the same or a shorter period, and if both sides keep working after expiry, the contract is treated as renewed on the same terms, according to u.ae.

Part-time and job sharing: leave and gratuity

MoHRE says part-time workers earn annual leave in proportion to the hours they actually work, with a minimum of five working days a year. End-of-service gratuity is calculated as a share of the full-time entitlement, based on contracted hours compared with full-time hours. Job sharers are governed by the part-time rules. Part-time work for registered establishments has its own MoHRE work permit.

Dubai government's flexible summer

Some headlines about flexible hours refer to the public sector. Dubai's 'Our Flexible Summer' initiative, run by the Dubai Government Human Resources Department from 29 June to 10 September 2026, gave government staff two options: seven-hour days Monday to Thursday with a four-and-a-half-hour Friday, or eight-hour days Monday to Thursday with Friday off. Government entities could also offer remote work where operations allowed. It did not apply to private companies.

Working in Dubai for an employer abroad

A different scheme covers people who live in Dubai but work for an organisation outside the UAE. u.ae says Dubai's virtual working programme is valid for one year and renewable, requires a minimum salary of USD 5,000 a month and health insurance valid in the UAE, and costs USD 287 per person plus insurance and processing fees.

What to check

• Which model your contract states, and that it matches how you actually work.
• Your company's remote or flexible work policy for hours and availability.
• How your leave and gratuity are calculated if you are part-time.
• Whether you are under mainland, free zone or government rules.

For general information, not legal advice. Details can change; check with MoHRE or u.ae before relying on them.