UAE labour law sets a standard working week of 48 hours, 30 calendar days of paid annual leave after one year of service, and notice periods between 30 and 90 days. The framework is Federal Decree-Law No. 33 of 2021, which replaced the previous law in February 2022.
This guide covers the provisions that matter day to day for private-sector employees — hours, leave, overtime, notice and probation.
Key Provisions at a Glance
| Entitlement | Standard |
|---|---|
| Working hours | 8 hours per day, 48 hours per week |
| Ramadan | Reduced by 2 hours per day |
| Annual leave | 30 calendar days after 1 year of service |
| Probation | Maximum 6 months |
| Notice period | 30–90 days |
| Sick leave | Up to 90 days per year, on a sliding pay scale |
| Maternity leave | 60 days (45 full pay, 15 half pay) |
| End-of-service gratuity | After 1 year of continuous service |
Working Hours and Overtime
The statutory maximum is eight hours per day or 48 hours per week. Certain sectors — hospitality, security, retail — may operate up to nine hours daily under specific approvals.
During Ramadan, working hours reduce by two hours per day. This applies to all employees, not only those fasting.
Overtime pay
- Standard overtime: basic wage plus 25 percent
- Between 10:00 PM and 4:00 AM: basic wage plus 50 percent (shift work arrangements can be treated differently)
- Rest day work: a substitute rest day, or basic wage plus 50 percent
- Cap: overtime should not exceed two hours per day except in defined circumstances
Annual Leave
After one year of continuous service you are entitled to 30 calendar days of paid annual leave per year. Note that this is calendar days, not working days — weekends falling inside your leave count towards it.
Employees with between six months and one year of service accrue two days of leave per month. Unused leave is normally encashed on termination, calculated separately from your end-of-service gratuity.
Sick Leave
After probation, employees may take up to 90 days of sick leave per year, structured as:
| Period | Pay |
|---|---|
| First 15 days | Full pay |
| Next 30 days | Half pay |
| Remaining 45 days | Unpaid |
A medical certificate from an approved healthcare provider is required. Sick leave during probation is generally unpaid unless the employer agrees otherwise.
Maternity and Parental Leave
- Maternity leave: 60 days total — 45 days at full pay, followed by 15 days at half pay
- Additional unpaid leave: up to 45 days for pregnancy-related illness
- Nursing breaks: two paid breaks daily for six months after returning
- Parental leave: 5 working days for both parents, within six months of birth
Probation Periods
Probation cannot exceed six months. During this period:
- The employer must give 14 days’ written notice to terminate
- An employee moving to another UAE employer must give 30 days’ notice
- An employee leaving the UAE entirely must give 14 days’ notice
An employer cannot place the same employee on probation twice in the same company.
Notice Periods and Resignation
Standard notice is between 30 and 90 days, set out in your contract. Both parties are bound by it — an employer terminating your contract must give the same notice you would.
If either side fails to serve notice, they owe compensation equal to the wage for the unserved period. This is the ‘payment in lieu of notice’ that appears in final settlements.
Contract Types
All private-sector employment contracts in the UAE are now fixed-term. Unlimited contracts were phased out, with full transition completed by February 2023.
This matters for gratuity: the old reductions that applied when resigning from an unlimited contract no longer exist. Complete one year of service and you receive the full entitlement regardless of who ends the relationship.
Termination and Dismissal
An employer may terminate for valid reasons with proper notice. Summary dismissal without notice or gratuity is only permitted for serious misconduct under Article 44, which includes:
- Fraud or forgery
- Assault on colleagues or management
- Intoxication at work
- Disclosure of confidential business information
- Unauthorised absence for more than 7 consecutive days, or 20 non-consecutive days in a year
Arbitrary dismissal — termination for an invalid reason, such as filing a legitimate complaint — can entitle the employee to compensation of up to three months’ wage.
Wage Protection
Salaries must be paid through the Wages Protection System (WPS), an electronic transfer system that lets MOHRE monitor whether employers are paying on time. Employers who fail to pay within the required window face penalties, including suspension of new work permits.
How to File a Complaint
- Raise the issue with your employer in writing first — keep a record
- File a complaint with MOHRE through the app, website or by calling 600 590000
- MOHRE will attempt an amicable settlement between the parties
- If unresolved, the case is referred to the competent labour court
Filing a labour complaint is free. Employers cannot lawfully retaliate against an employee for doing so.
Public Holidays
Employees are entitled to paid public holidays as announced by the Cabinet each year. These typically include New Year’s Day, Eid Al Fitr, Arafat Day and Eid Al Adha, Islamic New Year, Prophet Muhammad’s birthday, and UAE National Day.
Islamic holiday dates shift each year with the lunar calendar. If you are required to work on a public holiday, you are entitled to a substitute day off or additional pay.
Non-Compete Clauses
Non-compete clauses are enforceable in the UAE but must be reasonable in scope, geography and duration — generally no longer than two years. A clause that effectively prevents you from working in your profession at all is unlikely to hold up.
In practice, many non-compete disputes are resolved by negotiation rather than litigation. If you are moving to a competitor, get advice before signing anything that waives your position.
Working From Home and Flexible Arrangements
The 2021 law formally recognises several work models beyond traditional full-time employment: part-time, temporary, flexible and remote arrangements. Each requires a MOHRE-registered contract specifying the model.
Your statutory entitlements — leave, gratuity, notice — still apply, calculated proportionally where you work reduced hours.
Practical Advice for Employees
- Keep a copy of your MOHRE-registered contract. The registered version is what counts in a dispute, not an offer letter.
- Check your basic salary figure. It determines your gratuity calculation and overtime rate.
- Document everything in writing. Verbal agreements are difficult to enforce.
- Do not sign a final settlement until you have a written breakdown and the money has arrived.
- Know your notice period before you resign — leaving early costs you the unserved portion.
If you are job hunting, our guides to getting a job in Dubai and high-paying jobs in the UAE cover the market side of the equation.
Frequently Asked Questions
What are the working hours under UAE labour law?
Eight hours per day or 48 hours per week is the standard maximum, reduced by two hours per day during Ramadan. Some sectors may work up to nine hours daily under specific approvals.
How many annual leave days do you get in the UAE?
30 calendar days per year after completing one year of continuous service. Employees with six to twelve months of service accrue two days per month.
What is the notice period in the UAE?
Between 30 and 90 days as specified in your contract. During probation it is 14 days for the employer, and 30 days if you are moving to another UAE employer.
How is overtime calculated in the UAE?
Basic wage plus 25 percent for standard overtime, or basic wage plus 50 percent for work between 10:00 PM and 4:00 AM. Rest day work earns a substitute day off or basic wage plus 50 percent.
Can my employer terminate me during probation?
Yes, with 14 days’ written notice. Probation cannot exceed six months and the same employee cannot be placed on probation twice by the same company.
How much sick leave am I entitled to?
Up to 90 days per year after probation: 15 days at full pay, 30 days at half pay, and 45 days unpaid. A medical certificate from an approved provider is required.
Do unlimited contracts still exist in the UAE?
No. All private-sector contracts became fixed-term, with the transition completed by February 2023.
Figures verified against official sources in August 2026. UAE fees and rules change often — always confirm the current amount with the relevant authority before you pay or travel.
