Global Star Rating System for Services Global Star Rating System for Services whatsapp Whatsapp
  • Close

    Accessibility options

  • Listen to page

  • Select Color Theme

  • Translate Website

    Ministry is not responsible for the translated output from google

  • Reset Settings

Based on the keenness of the Ministry of Human Resources and Emiratisation to involve the public in developing and improving its services and policies, topics are periodically raised on the website sharik.ae

Work Patterns


As of Wednesday  February 2  2022, the Ministry of Human Resources and Emiratisation has started the procedures for activating Federal Law No. 33 of 2021 regulating labour relations for all establishments, employers and workers in the private sector in the country; replacing the work of Federal Law No. 8 of 1980 regarding regulating Labour relations, in order to enhance the position of the UAE labour market as one of the most prominent and important global labour markets, which is characterized by flexibility, efficiency, ease of work and attracting talent, expertise and skills- while providing protection and guaranteeing the rights of both parties to the labour relationship in a balanced manner.

The new law provided options for employers and workers to determine the form and pattern of the contractual work relationship in line with the desire of the two parties within 6 types of work patterns under which contractual work relationships are established, within terms, controls and obligations on both the employer and the worker, and according to each pattern and in the interest of parties to the employment contract. The six types of work include the following patterns: 1-Full-time, which is working for one employer for the full daily working hours throughout the working days.

2- Part-time, which is working for an employer or employers for a specified number of working hours or days designated for work.

3- Temporary work, which is work that requires its implementation for a specific period, or focuses on a specific task and ends with its completion.

 4- Flexible work, which is work in which hours or working days change according to the volume of work and the economic and operational variables with the employer. The worker may work for the employer at variable times according to work conditions and requirements.

 5- Remote work, where all or part of the work is performed outside the workplace, and the communication between the worker and the employer is electronic instead of being physically present, whether the work is part-time or full-time.

6- Job-sharing pattern whereby tasks and duties are divided between more than one worker to perform the tasks agreed upon in advance, and it is reflected in the value of the wage due to each of them so that it is proportionate. They are dealt with according to part-time rules. The decree-law and its executive regulations also specify the amount of the end-of-service gratuity and annual leave in accordance with the work pattern in a manner that guarantees the rights of both parties to the contract

This advice aims to monitor the awareness and observations of respondents about work patterns (full-time / part-time / temporary work / flexible work / telecommuting / job-sharing pattern).

Expected Decisions of implementation:
Supportive mechanisms to implement work patterns effectively and efficiently


*Implementation of a study on the awareness of customers about the new labor law
* Development of marketing mechanisms for work patterns to enhance the use of private sector enterprises and thus the competitiveness of the labor market

Download outcome document

View Consultation


  • Opening on
  • Closing on
Back to top