Working Hours and Leave Entitlements in the UAE for NRIs

UAE employment law sets minimum standards for working hours, overtime, and leave entitlements under Federal Decree-Law No. 33 of 2021. This guide covers what MOHRE-governed mainland employees are entitled to, including overtime rates, annual leave, sick leave, and parental leave.

Working Hours and Leave Entitlements in the UAE

UAE employment law sets minimum standards for working hours, overtime, and leave entitlements that apply to all employees under MOHRE-governed mainland contracts. Understanding what you are entitled to — and equally, what is common practice beyond the legal minimum — helps NRI professionals negotiate fair employment contracts and exercise their rights confidently.

The Regulatory Framework

The primary legislation governing employment in the UAE mainland is Federal Decree-Law No. 33 of 2021 (the UAE Labour Law), which came into force on 2 February 2022 and replaced the previous Labour Law No. 8 of 1980. This law governs all private sector employees in the mainland whose contracts are registered with MOHRE.

Employees working in free zones (DIFC, ADGM, JAFZA, and others) are governed by their respective free zone authority's employment regulations, which may differ in specific provisions. The DIFC, for example, operates under its own Employment Law (DIFC Law No. 2 of 2019, as amended). This article covers mainland MOHRE-governed contracts unless otherwise noted.

Working Hours

Standard hours: The UAE Labour Law sets the maximum ordinary working hours at 8 hours per day and 48 hours per week for most employees. During the holy month of Ramadan, working hours for Muslim employees are reduced by two hours per day; many employers apply this reduction to non-Muslim employees as well as a common courtesy practice.

Friday and public holidays: Friday is the weekly rest day for most mainland employees under the traditional five-and-a-half or six-day working week. However, the UAE government moved to a Saturday–Sunday weekend for government employees in 2022; some private sector employers have followed. Verify your employer's weekly rest day in your contract.

Shift workers: Employees in roles classified as hazardous or physically demanding may have different hour limits under ministerial decisions issued pursuant to the Labour Law.

Overtime

When an employee is required to work beyond the standard 8 hours per day, the additional hours are overtime and must be compensated.

Overtime rules under Federal Decree-Law No. 33/2021:

  • Overtime is paid at a minimum of 125% of the basic hourly wage.
  • Overtime worked between 9:00 PM and 4:00 AM is paid at a minimum of 150% of the basic hourly wage.
  • Total working time including overtime generally should not exceed 144 hours in any three-week period (equivalent to 48 hours/week averaged).

[CAUTION_FLAG: Overtime rates and hour limits are set by the UAE Labour Law and may be updated by ministerial decision. Always verify current rates and limits at mohre.gov.ae before signing an employment contract.]

Certain categories of employees may be exempt from ordinary working hour limits — including managerial and supervisory staff, staff in roles that by nature require presence outside fixed hours, and those in certain industries covered by specific ministerial orders.

Annual Leave

Under the UAE Labour Law, the minimum annual leave entitlement is:

  • 30 calendar days per year for employees with one or more years of continuous service.
  • 2 calendar days per month for employees who have completed six months but not yet one full year.
  • Employees who have not completed six months of service are not entitled to annual leave under the law, though some contracts may grant it earlier.

Leave must be taken in the year it is due unless the employer and employee agree in writing to carry it forward. Carry-forward periods and encashment rules vary by employer and contract.

[DATAGAP: aeleaveencashmentrules — whether and how accrued leave is encashed on termination depends on contract terms and MOHRE guidance; verify specific encashment obligations with your employer or at mohre.gov.ae]

Public holidays (announced annually by the UAE government) are separate from annual leave entitlement. If an employee is required to work on a public holiday, they are entitled to a replacement day off or additional pay under the Labour Law.

Sick Leave

UAE employees are entitled to sick leave after completing their probation period. The sick leave entitlement under Federal Decree-Law No. 33/2021 is:

  • First 15 days: full pay
  • Next 30 days: half pay
  • Further 45 days (up to 90 days total): unpaid

Sick leave requires a medical certificate from a registered healthcare provider. Extended or repeated sick leave without valid certification may trigger specific procedures under the Labour Law.

Parental Leave

Federal Decree-Law No. 33/2021 introduced formal parental leave rights:

  • Maternity leave: 60 calendar days — the first 45 days at full pay, the remaining 15 days at half pay. Additional unpaid leave of up to 45 days (immediately following the paid period) is available for specified medical conditions related to the birth.
  • Paternity leave: 5 working days, to be taken within six months of the child's birth.

[CAUTION_FLAG: Parental leave provisions are governed by the UAE Labour Law, which may be updated. Verify current entitlements, particularly for extended illness-related leave and adoption scenarios, at mohre.gov.ae or consult your HR department.]

Maternity Leave in Free Zones

Free zone employees (DIFC, ADGM, and others) should consult their specific free zone employment regulations, as maternity and parental leave provisions in some free zones (particularly DIFC and ADGM) may be more generous than the mainland minimums.

Practical Guidance for NRI Employees

When reviewing or negotiating your employment contract:

  • Confirm your working hours and the weekly rest day pattern — this varies by industry and employer.
  • Ensure overtime terms are explicitly stated, including the rate and the approval process for authorised overtime.
  • Check whether your annual leave can be carried forward and, if so, for how long.
  • Ask your employer how sick leave is processed and what medical documentation is required.
  • Understand your probation period — sick leave rights, end-of-service gratuity, and some other protections do not apply during probation for certain provisions.

If you believe your employer is not complying with your working hours or leave entitlements, you can file a complaint through the MOHRE app, the ministry's website at mohre.gov.ae, or by calling the MOHRE helpline.

This article covers general principles under the UAE Labour Law applicable to MOHRE-registered mainland contracts. It does not constitute legal advice. Free zone regulations and specific industry rules may differ.