Gratuity for Part-Time Workers in UAE: Full Legal Guide 2026

Reviewed under Federal Decree-Law No. 33 of 2021 | Last updated: July 2026

Part-time employment in the UAE has grown significantly since the 2021 Labour Law introduced formal legal recognition for flexible work arrangements. Tens of thousands of workers — from working parents to freelancers who supplement their income with a part-time role — now hold part-time contracts in the private sector.

Yet one question almost nobody answers clearly is this: are those workers entitled to gratuity when they leave? And if so, how exactly is it calculated?

The answer is yes — part-time workers in the UAE are entitled to end-of-service gratuity. This guide explains the legal basis, the formula, the eligibility conditions, and the practical differences between part-time and full-time gratuity calculations.

If you want your exact gratuity figure right now, use our free UAE Gratuity Calculator — it works for both full-time and part-time salary inputs.

Table of Contents

1. The Legal Basis: What the 2021 Law Says About Part-Time Work
2. Are Part-Time Workers Entitled to Gratuity?
3. Eligibility Conditions for Part-Time Gratuity
4. How Part-Time Gratuity Is Calculated: The Pro-Rata Formula
5. Worked Examples: Real Calculations in AED
6. What Counts as Basic Salary for a Part-Time Worker?
7. Working Two Part-Time Jobs: Gratuity from Both Employers
8. Part-Time vs Domestic Worker: An Important Distinction
9. What Can Be Deducted from a Part-Time Worker’s Gratuity?
10. What to Do If Your Employer Does Not Pay
11. Frequently Asked Questions

The Legal Basis: What the 2021 Law Says About Part-Time Work

Before 2022, part-time employment in the UAE private sector existed in a legal grey area. There was no formal framework defining how part-time workers would be treated, and many employers simply did not offer them the same protections as full-time staff.

That changed with Federal Decree-Law No. 33 of 2021, which came into full effect on 2 February 2022. Article 2 of this law formally recognised several new types of work arrangements for the first time, including part-time employment, temporary work, flexible work, and remote work.

Under this framework, a part-time worker is defined as an employee who works for one employer — or more than one employer — for a set number of hours or days that is less than a standard full-time schedule. The key distinction from freelancers or self-employed individuals is that part-time workers under this law are employees with formal employment contracts, not independent contractors.

Because they are employees with contracts, they fall under the same protections as all other private sector workers — including the right to end-of-service gratuity under Article 51 of the same law.

Are Part-Time Workers Entitled to Gratuity?

Yes. Part-time workers employed under a formal contract in the UAE private sector are legally entitled to end-of-service gratuity once they meet the minimum service threshold.

This is not a matter of employer discretion. The entitlement is a legal right established by federal law. An employer who refuses to pay gratuity to a part-time employee who has completed one year of service is in violation of UAE labour law and can be reported to MOHRE.

The gratuity is calculated on a pro-rata basis — meaning it is proportional to the hours or days worked compared to a standard full-time schedule. A part-time worker does not receive the same absolute amount as a full-time worker on the same salary, but they receive a fair and legally mandated portion based on their actual working arrangement.

Eligibility Conditions for Part-Time Gratuity

To qualify for gratuity as a part-time employee in the UAE, three conditions must be met.

Condition 1: Formal Employment Contract

The worker must have a signed employment contract that specifies the part-time arrangement — including the number of working hours or days per week. Informal arrangements, cash-in-hand work, or freelance agreements without a formal contract do not qualify under this framework.

Condition 2: One Full Year of Continuous Service

The worker must complete at least one full year of uninterrupted service with the same employer. This is the same minimum threshold that applies to full-time workers. Part-time employees who leave before 12 months receive zero gratuity.

Continuous service means the employment relationship has remained in place for that period. A gap in employment — even a short one — resets the clock unless the gap was formally agreed as unpaid leave within the same contract.

Condition 3: Private Sector Employment

The UAE’s gratuity law under Federal Decree-Law No. 33 of 2021 applies to the private sector only. Government employees, employees in free zones with their own separate employment frameworks (such as DIFC and ADGM), and employees covered by individual emirate laws may have different arrangements. This guide covers standard private sector part-time employment.

How Part-Time Gratuity Is Calculated: The Pro-Rata Formula

The starting point for part-time gratuity is the same Article 51 formula used for full-time employees. The only adjustment is that the formula is applied to the part-time employee’s actual basic salary — which is already proportional to their working hours.

In practice, this means the formula works identically to a full-time calculation. You do not need to manually apply a separate pro-rata adjustment on top of the formula — the pro-rata element is already embedded in the lower basic salary that reflects the reduced hours.

Step 1: Daily Wage = Part-Time Basic Monthly Salary ÷ 30

Step 2: Gratuity for Years 1–5 = Daily Wage × 21 × Number of Years

Step 3: Gratuity Beyond Year 5 = Daily Wage × 30 × Additional Years

Total Gratuity = Step 2 + Step 3 (subject to 24-month cap)

The same rules apply throughout:

• Only the basic salary is used — no allowances, bonuses, or overtime
• Unpaid leave days are subtracted from total service years
• The maximum gratuity payable is 24 months of basic salary
• The 30-day rate only applies from year six onwards

Worked Examples: Real Calculations in AED

Example 1 — 4 Hours Per Day, AED 4,000 Basic Salary, 3 Years

This is the most common scenario: a part-time employee working a half-day schedule alongside another job or family responsibilities.

Example 2 — 6 Hours Per Day, AED 6,500 Basic Salary, 6 Years

This example shows a part-time employee who has crossed the five-year threshold and now benefits from the higher 30-day rate on the additional years.

Example 3 — Resigned Without Serving Notice, AED 3,500 Basic Salary, 2 Years

This example covers a part-time employee who resigns but does not serve the required notice period. The gratuity entitlement exists, but the employer may deduct the equivalent of unserved notice days from the final settlement.

The gratuity entitlement itself (AED 4,900) was not reduced. The deduction was applied to the notice pay owed by the employee. These are two separate things — serving notice protects the full settlement.

What Counts as Basic Salary for a Part-Time Worker?

For full-time employees, the basic salary is the fixed monthly amount stated in the contract, excluding all allowances. For part-time workers, the same principle applies — but the contract structure may look different.

If the Contract Specifies a Monthly Basic Salary

This is the simplest case. Use the monthly basic salary figure stated in the employment contract. Allowances for transport, housing, and phone are excluded just as they are for full-time employees.

If the Worker Is Paid Hourly

Some part-time contracts specify an hourly rate rather than a monthly salary. In this case, the basic salary for gratuity purposes is calculated as the average regular hourly earnings (excluding overtime) multiplied by the average hours worked per month. Overtime hours and any performance bonuses are not included.

For example: A worker earning AED 35 per hour, working 120 regular hours per month, has an effective basic monthly salary of AED 4,200 for gratuity purposes.

If the Worker Is Paid per Day

For daily-rate employees, multiply the daily rate by the average number of working days per month as defined in the contract, then use that figure as the basic monthly salary in the formula.

In all cases, overtime, commission, bonuses, allowances, accommodation, meal subsidies, and non-monetary benefits are excluded from the gratuity base. Only the fixed regular earnings that reflect the agreed working hours are included.

Working Two Part-Time Jobs: Gratuity from Both Employers

One of the most practical questions from part-time workers is whether they can collect gratuity from two separate employers at the same time.

Under Federal Decree-Law No. 33 of 2021, part-time employees are explicitly permitted to work for more than one employer simultaneously. The law does not restrict this, provided it is not prohibited by the individual employment contracts.

If both employment relationships involve formal contracts and both last at least one year, the worker is entitled to gratuity from each employer independently. The two gratuity amounts are calculated separately — each based on the respective employer’s salary and service duration — and are completely unrelated to each other.

Each employer pays their gratuity independently. There is no pooling, no combined calculation, and no single authority that manages both. If only Employer A has been with you for more than a year but Employer B has not, only Employer A owes you gratuity.

Part-Time vs Domestic Worker: An Important Distinction

People sometimes confuse part-time workers with domestic workers — maids, drivers, cooks, gardeners, and similar household employees. These are two legally separate categories and the rules that govern their gratuity are different.

If you are a part-time worker employed by a company — even in a home-based capacity such as a private tutor working for an education firm — you fall under the standard private sector law and the Article 51 gratuity formula. If you are employed directly by a household, you fall under the domestic workers law.

What Can Be Deducted from a Part-Time Worker’s Gratuity?

The rules on permissible deductions are the same for part-time and full-time employees. There is no special category of deductions that applies only to part-time workers.

An employer can legally deduct from a part-time worker’s gratuity in the following situations:

• Unserved notice period: If the employee resigns without completing the contractually agreed notice period, the employer may deduct the salary equivalent of the days not served.
• Outstanding salary advances or loans: Any amounts the employer lent to the worker that have not been repaid can be deducted from the final settlement under Article 135 of UAE Labour Law.
• Documented damages to company property: If the worker caused verified damage to equipment or property owned by the employer, the cost can be deducted — but only if properly documented and agreed upon or adjudicated.

Employers cannot deduct from gratuity for performance issues, subjective dissatisfaction, failure to meet targets, or any reason not explicitly permitted under UAE law. Any employer who attempts to reduce or withhold gratuity on those grounds is in breach of the law.

What to Do If Your Employer Does Not Pay

Under Article 53 of Federal Decree-Law No. 33 of 2021, employers must pay all end-of-service entitlements — including gratuity — within 14 days of the worker’s last working day. This applies equally to part-time employees. The law does not create a longer timeline for part-time workers or any reduced obligation.

If your employer has not paid within 14 days, you have three options for filing a complaint:

Option 1: File Online via the MOHRE Website

Visit mohre.gov.ae, navigate to the labour complaint section, and submit your details including employer name, employment dates, salary, and the amount owed. MOHRE will contact the employer for an initial conciliation attempt.

Option 2: File via the MOHRE App

The MOHRE mobile app (available on iOS and Android) allows you to submit a complaint directly. You will need your Emirates ID and employment contract details.

Option 3: Visit a MOHRE Service Centre in Person

Bring your employment contract, payslips (or proof of earnings), resignation letter or termination notice, and your Emirates ID. MOHRE staff will register the complaint and assign it for conciliation.

If conciliation fails — meaning the employer does not agree to pay — the case is escalated to the Labour Court. Employers who fail to pay without valid justification face financial penalties under UAE law.

Documents to prepare before filing:

• Your signed employment contract showing part-time hours and basic salary
• Payslips or bank transfer records showing your salary history
• Your resignation letter or the termination letter from the employer
• Any correspondence about the unpaid gratuity
• Emirates ID and passport copy

Frequently Asked Questions

Are part-time workers entitled to gratuity in UAE?

Yes. Part-time workers employed under formal contracts in the UAE private sector are fully entitled to end-of-service gratuity under Federal Decree-Law No. 33 of 2021. The entitlement is calculated on a pro-rata basis using the Article 51 formula applied to the part-time basic salary. The minimum service requirement is one full year of continuous employment with the same employer.

How is gratuity calculated for part-time workers in UAE?

Part-time gratuity uses the same formula as full-time gratuity. Divide the monthly basic salary by 30 to get the daily wage, then multiply by 21 days for each of the first 5 years. From year 6 onwards, multiply by 30 days per year. The formula is already proportional because the part-time basic salary is lower than a full-time salary — no additional pro-rata adjustment is needed on top of the formula itself.

What is the minimum service period for part-time gratuity in UAE?

One full year of continuous service with the same employer. Part-time workers who leave before completing 12 months — regardless of how many hours per week they worked — receive zero gratuity. There is no partial entitlement for less than a year under standard UAE private sector law.

Can a part-time worker in UAE have two jobs and get gratuity from both employers?

Yes. Federal Decree-Law No. 33 of 2021 explicitly permits part-time workers to work for more than one employer simultaneously. Each employment relationship is treated independently for gratuity purposes. If the worker completes one year of service with each employer, they are entitled to receive separate gratuity payments from each one, calculated individually based on each employer’s salary and service duration.

Is a part-time worker’s gratuity in UAE based on basic salary or hourly rate?

Gratuity is always based on the basic salary — the fixed regular component of earnings, excluding allowances and overtime. If the contract states a monthly basic salary, that figure is used directly. If the worker is paid hourly, the average regular monthly earnings (excluding overtime) are used as the equivalent basic salary for the gratuity formula. Overtime, bonuses, and allowances are excluded in all cases.

Key Points: Part-Time Gratuity in UAE at a Glance

• Part-time workers are legally entitled to gratuity under Federal Decree-Law No. 33 of 2021
• The minimum eligibility threshold is one full year of continuous service
• The Article 51 formula applies — 21 days per year for the first 5 years, 30 days per year beyond that
• The gratuity is proportional to hours worked because the basic salary is already proportionally lower
• Workers with two part-time jobs receive separate gratuity from each employer
• The 14-day payment deadline applies to part-time workers exactly as it does to full-time staff
• Disputes can be raised with MOHRE online, by app, or in person

To calculate your exact gratuity as a part-time employee, enter your basic salary and employment dates into our free UAE Gratuity Calculator. The same formula applies regardless of whether you work full time or part time — what changes is only the salary figure you enter.

Disclaimer: This article is for informational purposes and reflects Federal Decree-Law No. 33 of 2021 as in force in July 2026. It does not constitute legal advice. For disputes, complex arrangements, or free-zone employment, consult a qualified UAE employment lawyer or contact MOHRE directly at mohre.gov.ae.