In today’s economic environment, many individuals seek multiple sources of income to achieve greater financial stability and maintain the lifestyle they desire. Others pursue secondary employment to explore personal passions, develop new skills, or create financial security in the event they lose their primary job.

This growing trend, commonly referred to as “moonlighting,” raises an important legal question in the UAE: is it permissible for an employee to work in more than one job at the same time?

Legal Framework Governing Secondary Employment in the UAE

The UAE labour framework allows employees to undertake secondary or part-time employment, provided they comply with the applicable regulations. Over the years, the UAE has introduced more flexible employment structures to accommodate evolving workforce trends and economic realities.

Part-Time Employment Under UAE Labour Law

  1. The UAE labour framework has allowed employees to engage in part-time employment alongside their primary full-time job since 2010, subject to certain legal requirements.
  2. Employees intending to work for another employer must obtain a part-time work permit issued by the Ministry of Human Resources and Emiratisation (“MoHRE”).
  3. The fees associated with obtaining a part-time work permit include:
    • an application fee of AED 100; and
    • an approval fee of AED 500.

Requirement of Official Work Permit

  1. Undertaking secondary employment without an official permit may lead to legal consequences.
  2. Pursuant to Federal Decree Law No. 2 of 2007, if an expatriate employee is found working for another company without a permit, the hiring company may face a fine of AED 50,000, in addition to further penalties in the event of repeated violations.

Secondary Employment for Individuals on a Work Visa

  1. Emirati nationals, GCC nationals, and expatriates residing in the UAE under a work visa may legally undertake a second job after obtaining a part-time work permit from MoHRE.
  2. Under the part-time work system, employees may work for another employer simultaneously while maintaining their primary employment, provided that the additional work remains on a part-time basis for less than eight hours per day.

Secondary Employment for Individuals on a Family Visa

  1. Individuals residing in the UAE on a family-sponsored visa may also have a secondary employment after obtaining a No Objection Certificate (“NOC”) from their sponsor and the relevant permit.
  2. Such permits may generally be given to individuals between the ages of 18 and 65 years.

Introduction of the Part-Time Contract System

In 2018, the Ministry of Human Resources and Emiratisation implemented a new framework under Ministerial Decree No. 31 of 2018 Concerning the Introduction of Part-Time Employment Contracts, allowing companies to recruit employees under a part-time contract system.

This system applies specifically to skilled workers, including:

  1. holders of university degrees or higher qualifications; and
  2. individuals holding two- or three-year diplomas in technical or scientific fields.

Employees are required to obtain the necessary permits from MoHRE. However, under this framework, they are not required to obtain approval from their original or secondary employer.

Employer Interests, Contractual Obligations, and Legal Risks

Even though secondary employment is permitted in the UAE, employees must continue to comply with their legal and contractual obligations toward their primary employer. Important considerations include:

  1. If the employment contract with the original employer restricts outside employment or requires prior approval, violating such provisions may lead to disciplinary action or termination.
  2. Employees must avoid conflicts of interest, particularly where the second job involves a competing business.
  3. Secondary employment should not negatively affect the employee’s performance, productivity, or responsibilities toward the primary employer.
  4. Employees remain bound by confidentiality obligations and must not disclose or misuse:
    • trade secrets,
    • client information,
    • internal business data, or
    • other confidential information.

Conclusion

The UAE labour framework permits employees to undertake additional work opportunities, provided they comply with the relevant labour laws, permit requirements, and contractual obligations. As flexible work arrangements continue to evolve, employees and employers must ensure that secondary employment is carried out in a legally compliant manner while protecting business interests and maintaining professional responsibilities.

We at Ayesha Aldhaheri Advocates and Legal Consultants

We at Ayesha Aldhaheri Advocates and Legal Consultants advise both employers and employees on UAE labour law matters, including employment contracts, workplace compliance, part-time work arrangements, and employment-related disputes.