UAE Working Days And Hours As Per Labour Laws

UAE Working Days And Hours As Per Labour Laws

In the fast-paced world of the UAE, understanding working days is crucial, especially during the recruitment process in UAE. Imagine you're hiring for a key position, and the candidate has misunderstandings about work hours. These mix-ups can lead to frustration and lost productivity. This article will clarify UAE working days and hours according to labour laws.

Using Cercli, companies can hire in UAE, within MENA and globally and so can customise working hours per country, per type of hire from direct employee, contractor, to employer of record - the platform is customised and localised to countries, entities and jurisdictions.

UAE Working Days And Hours As Per Labour Laws

When hiring or working in the UAE, it’s essential to understand how the workweek is structured across both public and private sectors. The country has undergone a significant shift in recent years to align its business calendar more closely with global markets, while also ensuring employee wellbeing and operational efficiency. These changes, governed by federal laws and ministerial resolutions, are central to workforce planning and employee contract structuring.

Public Sector Working Hours

The UAE federal government officially transitioned to a four-and-a-half-day workweek starting 1 January 2022. This was a landmark change aimed at increasing productivity, enhancing work-life balance, and bringing the UAE more in sync with international business practices. Employees working in federal government entities now follow this schedule:

• Monday to Thursday: 7:30 AM to 3:30 PM (eight hours per day)
• Friday: 7:30 AM to 12:00 PM (a half-day of work)
  

Saturday and Sunday are recognised as official weekends across the federal public sector. This model provides a unique hybrid week, giving employees a midday break on Friday in recognition of its cultural and religious significance, while preserving alignment with the global Monday–Friday business rhythm.

Local governments across the emirates have largely adopted similar workweek structures. For example, government employees in Abu Dhabi, Dubai, Ajman, Umm Al Quwain, Ras Al Khaimah, and Fujairah follow the same schedule as the federal government.

However, Sharjah has implemented another progressive model: Sharjah Government employees work four days a week, from Monday to Thursday (7:30 AM to 3:30 PM), and enjoy a three-day weekend — Friday through Sunday. This positions Sharjah as a standout in terms of employee-centric policy, offering one of the shortest government workweeks globally.

Private Sector Working Hours

The private sector is regulated under Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations, which establishes a different structure. According to Article 17 of the law:

• The standard working hours for private sector employees are 8 hours per day, or 48 hours per week.
• During Ramadan, working hours are reduced by 2 hours daily, unless the job by nature necessitates longer hours.
• Employees working more than five consecutive hours are entitled to at least one hour of break, which is not included in the total working hours.
• If an employee works for multiple employers, no employer may require them to exceed their contractual hours without written agreement from the employee.
• Employers must define specific working hours when employees work remotely — either from within the UAE or from abroad.
  

These regulations emphasise flexibility and clarity in employment arrangements, particularly in hybrid or remote work environments.

It’s also worth noting that commuting time is not considered part of working hours, unless the employee is in a category where the Executive Regulations stipulate otherwise — such as certain field or offsite workers.

Midday Break Rule During Summer

In recognition of the extreme summer temperatures, the UAE enforces a mandatory midday break policy to safeguard outdoor workers. According to Ministerial Resolution No. 44 of 2022:

• All outdoor work is prohibited between 12:30 PM and 3:00 PM from 15 June to 15 September each year.

This rule applies primarily to industries such as construction, landscaping, and logistics, where employees are exposed to direct sunlight and high heat levels. Employers must reorganize shifts to accommodate this rule and avoid significant penalties for non-compliance.

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Overtime Calculation And Employee Rights In UAE

Overtime pay is a critical component of the employment relationship, ensuring that employees are compensated fairly for additional hours worked. UAE labour laws define overtime clearly, outlining when it applies, how it’s calculated, and the rights of employees. Understanding these provisions helps employers maintain compliance and build a positive workplace culture.

Overtime Regulations

Under Federal Decree Law No. 33 of 2021, an employer may request an employee to work beyond the standard working hours, but such extensions come with clear boundaries:

• Maximum Overtime Per Day: Employees may be instructed to work up to two additional hours per day beyond the standard work hours.
• Absolute Cap: Even with extended hours, total working hours must not exceed 144 hours over any consecutive three-week period. 
• Exceptions: Any overtime beyond two hours per day must strictly adhere to the conditions set out in the Executive Regulations of the law, ensuring it's not abused or unreasonably enforced.

These stipulations are designed to prevent fatigue, overwork, and exploitation — while allowing operational flexibility in high-demand sectors.

Overtime Compensation

The law mandates different rates of pay depending on when overtime is performed:

• Regular Overtime (Daytime): If employees work overtime during regular hours, they must receive:
  
  • Their basic wage for the additional hours, plus a minimum 25% premium on that wage. 
  • For example, if an employee’s basic hourly wage is AED 50, they would be paid AED 62.50 per overtime hour.
• Night Overtime (10:00 PM – 4:00 AM): If overtime falls during this night window, the compensation increases:
  
  • Employees must be paid their basic wage plus at least a 50% premium. 
  • Using the same example, a night overtime hour would fetch AED 75. 
  • Note: Workers on shift-based contracts are excluded from this night premium clause, recognizing the pre-scheduled nature of their working hours.

Weekend Work

Work during rest days or weekends receives special treatment under UAE law:

• If an employee is required to work on a weekend as defined in their employment contract or workplace policy, they must either:
  
  • Be granted a substitute day off, or 
  • Receive the regular daily wage plus at least 50% of their basic daily wage. 
  • For instance, if the daily basic wage is AED 400, the employee should receive AED 600 for that weekend day worked.
    

Additionally, employees cannot be asked to work more than two consecutive weekends, ensuring that workers have access to regular and restorative time off. Day-rate workers are an exception to this rule, given the nature of their contractual terms.

Enforcement and Compliance

Overtime regulations are not optional. Employers are required to document overtime hours, provide clear visibility in payslips, and ensure written consent from the employee when exceeding agreed hours — particularly for those with multiple jobs. Violations may lead to fines, legal liability, and reputational damage.

For employees, the law provides recourse through the Ministry of Human Resources and Emiratisation (MoHRE) if they believe they have been denied rightful compensation.

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Employee Rights On Leave And Holidays

Annual leave and public holidays are fundamental entitlements that play a critical role in employee well-being and work-life balance. The UAE’s labour law offers a structured and employee-centric framework around time off, ensuring workers are given fair rest periods while allowing employers to manage operational needs effectively.  

Public Holidays and Work During Holidays

Employees in the UAE are entitled to fully paid leave on official public holidays, as designated by Cabinet resolution. These typically include national days, religious festivals like Eid, and other state-recognized observances. 

If an employer requires an employee to work on any of these holidays, the law mandates two forms of compensation:  

• A substitute day off, or
• Additional compensation equal to a full day’s wage, plus at least 50% of the employee’s basic wage.

For example, if an employee’s daily basic wage is AED 400 and they work on a public holiday, they must either receive a compensatory off day or be paid AED 600 for that day. This regulation ensures that holiday work is voluntary and fairly compensated, reinforcing respect for rest and personal time.  

Annual Leave Entitlements

Employees accrue the right to annual leave as part of their service, and the UAE Labour Law outlines specific thresholds: 

• 30 calendar days of fully paid annual leave for every completed year of service.  
• 2 days of paid leave per month for employees who have completed more than 6 months but less than one year.  

If the employment is terminated before the employee uses their full leave, they are entitled to compensation for unused leave, including a proportional calculation for partial years worked. This entitlement applies to full-time employees, while part-time workers earn leave based on actual hours worked, as defined in their employment contracts and governed by the Executive Regulations.

Important Provisions and Flexibility

The UAE Labour Law also includes several flexible and protective clauses: 

• During Probation: Employers may grant annual leave during the probation period, but if the worker fails to complete probation, they are still entitled to compensation for any unused leave balance.  
• Leave Scheduling: Employers have the right to determine leave dates based on business requirements, but they must provide the employee with at least one month’s notice.  
• Carry Forward: Employees may carry forward their unused annual leave into the following year with the employer’s consent. However, the employer cannot block the employee from using leave that has accrued for more than two years, unless the employee opts to defer it or cash it out.  
• Holiday Overlap: If public holidays fall within an employee’s annual leave, they are counted as part of the leave period, unless the employment contract or internal company policy offers a more favorable alternative.  

Leave Upon Termination

If an employee resigns or is terminated before utilising all of their annual leave entitlement, they are still entitled to monetary compensation for unused leave, calculated strictly based on their basic wage. This ensures that accrued leave remains a protected and payable right, regardless of the circumstances of exit.  

Special Working Conditions For Employees In The UAE

Reduced Working Hours During Ramadan

In the UAE, Ramadan means shorter workdays — especially for Muslim employees. Private-sector workers who are fasting usually work no more than six hours per day during this holy month. The idea is to make space for spiritual duties and lessen physical strain while fasting.

Interestingly, while the law primarily mandates this for Muslims, many companies extend the reduced hours to all employees for fairness and consistency. However, free zones like DIFC and ADGM may have their own guidelines, so things can vary a bit depending on where you work. 

Working Conditions for Women

There are specific legal safeguards in place to protect women in the workforce. Firstly, women are generally not allowed to work night shifts — defined as working between 10 p.m. and 7 a.m. There are exceptions, of course, such as in healthcare or specialised roles where night work may be essential. But even in those cases, employers must ensure the work environment is safe and supportive.

On top of that, women are not allowed to work in jobs deemed hazardous, such as those involving toxic substances, heavy lifting, or environments that could harm their health. Employers are responsible for keeping these working conditions safe — and if they don’t, they could face legal action. 

Rest Periods, Meals, and Prayers

It is necessary to provide rest periods, meals and prayer time to employees to ensure that employees get sufficient rest time to recover. The following are the rest period rules according to UAE Labour Law:

Workers should not work continuously for five hours without stopping for rest, meals or prayers as it can result in health issues. The total period for this should not be less than one hour. For jobs that involve continuous hours of work without interruption, the Ministry of Labour regulates the rest periods, meals and prayers for them.

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Book a Demo to Speak with Our Team about Our Global HR System

Cercli is the only HR platform designed specifically for MENA businesses. Our solution unifies all your workforce management needs in one powerful system, so you can finally eliminate the complexity of using multiple fragmented tools. 

With Cercli, you’ll enjoy a single source of truth that simplifies every aspect of HR while keeping your business compliant with local regulations. 

Whether you’re managing a growing team of 25 or coordinating 500+ employees across different countries, Cercli provides the localised expertise and streamlined processes that UAE businesses need to scale confidently. 

‍Book a demo today to see how we can help you transform your HR operations. 

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