Correction, 7 October 2026: This guide has been revised to remove unsupported salary-band calculations, automatic old/new-law splits and assumptions that DIFC and ADGM share the same benefits system.
Part-time employees can have gratuity rights under federal law, but being a freelancer or holding a permit does not by itself establish an employment entitlement.
Use the contractual annual-hours ratio
The UAE Government guide, citing Article 30 of Cabinet Resolution 1/2022 describes the ratio of annual hours in the part-time contract to annual hours in a full-time contract, multiplied by the benefit due under the full-time contract. Obtain both contracts or a written payroll explanation of the comparison basis.
Avoid double-prorating
Do not reduce the wage for part-time hours and then apply another hours reduction without checking the full-time benefit basis. Do not replace the contractual ratio with an unsupported estimate of days attended. Salary-band segmentation is not the standard federal wage rule.
Flexible work needs its own facts
Confirm employee status, contract model, qualifying continuity, unpaid absence and the applicable law. Separate self-employed contracting, temporary work, DIFC, ADGM and savings schemes. The settlement checker does not calculate this arrangement until those inputs are properly reviewed.
Check which rules apply before using a calculator
DIFC’s DEWS or another qualifying scheme, ADGM employment regulations and the federal alternative Savings Scheme have distinct rules. Part-time work needs its contractual hours ratio; domestic, government and pension-covered employment are outside this standard calculation. Use the free-zone comparison to identify your arrangement.
The Final Settlement Checker deliberately excludes this arrangement.
Reviewed 7 October 2026. General information, not personalised legal advice. If the contract, service continuity, salary change or deduction is disputed, confirm the facts with the relevant authority or a qualified employment adviser.