UAE law: max 8 hrs/day, 48 hrs/week. Overtime = basic salary × 1.25. Night shift (10pm–4am) = × 1.5.
Overtime pay owed
0
AED
Hourly rate (basic ÷ 26 days ÷ 8 hrs)—
Overtime multiplier—
Overtime hours—
Total overtime pay—
Note: UAE law uses 26 working days per month for hourly rate calculations.
UAE law: 30 calendar days/year after 1 year service. 2 days/month if service is 6 months to 1 year.
Annual leave encashment
0
AED
Daily rate (basic ÷ 30)—
Unused leave days—
Annual entitlement—
Total leave pay—
Leave pay is calculated on basic salary (not total package). Employees cannot be forced to forfeit unused leave.
If asked to work on a UAE public holiday, you are entitled to an additional day's pay + time-off compensation.
Public holiday pay owed
0
AED
Daily rate—
Days worked on holiday—
Holiday premium (×1.5 if no lieu)—
Total additional pay owed—
If the employer does not provide a day off in lieu, they must pay 150% of the daily wage for the holiday worked.
Useful for part-time work, unpaid leave deductions, and contract day rate calculations.
Your daily rate
0
AED / day
Monthly salary—
Daily rate (÷ 30 calendar days)—
Hourly rate (÷ 8 hrs)—
Annual salary—
Overtime rate (×1.25)—
Your key rights under UAE Labour Law 2021
⏰ Working hours
Max 8 hours/day, 48 hours/week. Ramadan: 6 hours/day for Muslim employees.
🌴 Annual leave
30 calendar days after 1 year. 2 days/month if 6–12 months service. Cannot be waived.
🤒 Sick leave
15 days full pay + 30 days half pay + 45 days unpaid per year after probation.
👶 Maternity leave
60 days: 45 days full pay + 15 days half pay. Additional 45 days unpaid if ill.
👨 Paternity leave
5 working days paid paternity leave within 6 months of birth.
📋 Probation
Max 6 months. Both parties can end employment during probation with 14 days notice.
📝 Notice period
Minimum 30 days for contracts over 6 months. Can be longer as agreed in contract.
💰 Gratuity
21 days basic per year (first 5 years), 30 days thereafter. Max 2 years basic salary.
🛡️ Unemployment Insurance
Mandatory Daman scheme (since Jan 2023): 60% of last basic salary (capped AED 20,000/month) for up to 3 months if made redundant. AED 5/month (salary ≤ AED 16,000) or AED 10/month.
🤱 Nursing Breaks
Mothers returning from maternity leave are entitled to 2 nursing breaks of 30 minutes each per working day for up to 6 months (Article 31, Federal Decree-Law 33/2021).
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UAE Labour Law — Complete Rights & Obligations Guide 2026
General guidance only. This information is provided for educational purposes and does not constitute legal advice. For employment disputes or specific situations, consult MOHRE (800-60) or a qualified UAE employment lawyer. Related tools: Gratuity Calculator · Notice Period Calculator · Salary Calculator.
The UAE enacted a major overhaul of its employment law with Federal Decree-Law No. 33 of 2021 ("the new Labour Law"), which came into effect on 2 February 2022. This law significantly strengthened employee rights, abolished the distinction between limited and unlimited contracts (all contracts are now fixed-term, renewable), introduced flexible working arrangements, and enhanced protections against discrimination and workplace harassment.
Key Employee Rights Under UAE Labour Law 2022
Right
What the Law Says
Annual Leave
30 days/year after 1 year; 2.5 days/month in first year. Leave must be paid at basic salary + allowances.
Sick Leave
90 days/year: first 15 days full pay, next 30 days half pay, remaining 45 days unpaid. Requires medical certificate.
Maternity Leave
60 days (45 full pay, 15 half pay). Plus 45 days unpaid extension if illness related to childbirth.
Paternity Leave
5 working days paid leave within first 6 months of child's birth (new under 2022 law).
Study Leave
10 days/year for employees studying at a UAE school/university (for exams).
Bereavement Leave
3–5 days depending on relationship. UAE nationals: 5 days for spouse's death.
Overtime
1.25× basic hourly rate. Work between 10pm–4am: 1.5× rate.
Equal Pay
New 2022 provision: same pay for same work regardless of gender.
Nursing Breaks
2 nursing breaks of 30 minutes each per day for up to 6 months after returning from maternity leave (Article 31).
Unemployment Insurance
Mandatory Daman scheme (Federal Decree-Law No. 13/2022): 60% of last basic salary (max AED 20,000/month) for up to 3 months if made redundant. AED 5–10/month employee contribution. Cannot be claimed if resigned or terminated for gross misconduct.
Non-Compete Clause
Enforceable for up to 2 years after employment ends. Must be limited in geography, time, and type of work. Cannot be used to prevent basic livelihood.
Working Hours Under UAE Labour Law
Period
Maximum Hours
Notes
Normal working day
8 hours/day
Some sectors may have 9-hour days by regulatory approval
Normal working week
48 hours/week
5.5 or 6 working days maximum
Ramadan (Muslim employees)
6 hours/day
2 hours less per day for all employees during Ramadan
Maximum daily with overtime
10 hours
With overtime, not to exceed 10 hours total (with some exceptions)
Rest break
1 hour minimum
After 5 consecutive working hours
New Work Models Under UAE Labour Law 2022
The 2022 Labour Law introduced several new employment models not previously recognised:
Full-time: Traditional employment with one employer. Standard benefits apply.
Part-time: Working for one or more employers for fewer hours. Benefits are pro-rated. An employer must obtain approval from MOHRE for part-time work arrangements.
Temporary: Employment for a specific project or duration. Automatically ends when the project/period ends.
Flexible: Hours and days vary based on employer needs. Particularly relevant for service industries.
Remote/Work from Home: Now formally recognised. The employment contract may specify remote work arrangements.
Job sharing: Two employees sharing one full-time role. Each receives pro-rated benefits.
UAE Labour Law — Employer Obligations
Employers in the UAE must by law:
Provide a written employment contract in Arabic (and a translation if the employee's language differs)
Register employees with MOHRE and issue labour cards/work permits
Pay salaries on time via the Wage Protection System (WPS)
Provide mandatory health insurance (Abu Dhabi and Dubai — varies by emirate)
Provide a safe working environment free from harassment and discrimination
Sponsor the employee's residence visa and cover related costs
Pay end-of-service gratuity upon termination or resignation after 1 year
Pay repatriation costs (air ticket home) at end of employment
UAE Labour Law — Anti-Discrimination Provisions (2022)
The new Labour Law added explicit anti-discrimination provisions. Employers cannot discriminate based on: race, nationality, religion, gender, disability, or social status. Specific new protections include:
Equal pay for equal work regardless of gender (previously not explicit in the law)
Protection against sexual harassment, bullying, and verbal abuse in the workplace
Protection for employees who report violations (whistleblower protection)
Protection against termination for making a good-faith complaint to MOHRE
Free Zone Exceptions: The UAE Labour Law applies to all employees in UAE mainland companies. Some free zones (DIFC, ADGM) have their own employment regulations. JAFZA, DAFZA and most other free zones apply federal UAE Labour Law. Always check your specific free zone authority's employment regulations if you work in a free zone.
UAE Labour Law — 10 Most Asked Questions
What is the maximum probation period in UAE?
Under UAE Labour Law, the maximum probation period is 6 months (180 days). Employers cannot extend probation beyond 6 months or use repeated 3-month probation periods to circumvent the limit. During probation, either party can terminate employment with 14 days notice (employee) or 14 days notice (employer). If you reach the end of 6 months without being terminated, you automatically become a confirmed employee under the standard terms of your contract.
Can an employer change my job description or salary without consent?
No. Under UAE Labour Law, an employer cannot unilaterally change your role, salary, or other fundamental contract terms without your written consent. Any amendment requires both parties to agree and sign an updated contract or addendum. If an employer imposes changes without consent — such as reducing salary, significantly changing duties, or relocating you without agreement — this constitutes a breach of contract and grounds for a constructive dismissal claim.
How do I file a labour complaint in UAE?
File a complaint through MOHRE (Ministry of Human Resources and Emiratisation): (1) MOHRE app — fastest, available 24/7; (2) MOHRE website (mohre.gov.ae); (3) MOHRE call centre: 800-60; (4) In person at any MOHRE service centre (also called Tasheel). The complaint process starts with an MOHRE conciliation meeting. If not resolved, the case is referred to the labour court. The conciliation process is free and typically happens within 2 weeks of filing. Most straightforward cases are resolved at conciliation.
What is an arbitrary dismissal in UAE and what compensation applies?
Arbitrary dismissal (unfair dismissal) occurs when an employee is terminated for reasons not related to their work performance — such as filing a complaint against the employer, being pregnant, or for discriminatory reasons. Under the 2022 Labour Law, employees who prove arbitrary dismissal are entitled to compensation of up to 3 months' total salary (basic + allowances) in addition to the standard end-of-service entitlements. The claim must be filed within one year of the dismissal date.
Does UAE Labour Law apply to domestic workers (maids, drivers, nannies)?
Domestic workers are covered by a separate law — Federal Law No. 10 of 2017 (Domestic Workers Law). Key rights under this law: 12-hour rest period per day, 1 paid rest day per week, 30 days annual leave per year, medical coverage, 3 months' notice period (or payment in lieu), end-of-service gratuity (calculated similarly to standard employees). Employers who violate domestic worker rights face fines and can lose the right to sponsor domestic workers.
Can I work a second job in UAE while employed?
Yes, since the 2022 Labour Law reform, UAE employees can work for multiple employers simultaneously provided: (1) the first employer does not object (check your contract for exclusivity clauses); (2) you obtain a secondary permit from MOHRE (for part-time work with another employer); (3) the second job does not conflict with your primary employer's business interests. Previously this was heavily restricted. Now the law explicitly permits flexible and multi-employer work arrangements.
What is the UAE Labour Law for outdoor workers in summer?
The UAE bans outdoor work between 12:30pm and 3:00pm from 15 June to 15 September every year. This applies to all workers (construction, landscaping, delivery). Employers who violate this rule face fines of AED 5,000–50,000 per worker. The Ministry of Human Resources conducts surprise inspections during this period. Workers forced to work during banned hours can report violations to MOHRE anonymously via the app. This rule has been in place since 2005 and is strictly enforced.
What is a limited vs unlimited contract in UAE and are they still valid?
Under the old UAE Labour Law, contracts were either "limited" (fixed end date) or "unlimited" (open-ended). These distinctions significantly affected gratuity calculations if you resigned. The 2022 Labour Law abolished this distinction — all new contracts from 2 February 2022 are fixed-term (up to 3 years, renewable). Existing unlimited contracts were automatically converted to fixed-term by 2 February 2023. Today all UAE employment contracts are fixed-term renewable, and gratuity is the same regardless of how you leave (resignation or termination) — proportionally for under 5 years.
Can a UAE employer deduct money from my salary?
UAE Labour Law limits salary deductions to specific permitted reasons: (1) loan repayments/advances (cannot exceed 25% of monthly salary); (2) any debts legally owed to the employer (with written agreement); (3) fines for violations stipulated in the company's disciplinary policy (which must be MOHRE-registered) — capped at 5 days' salary per month; (4) statutory deductions (GPSSA for UAE nationals). Deducting salary for training costs, work-from-home equipment, or as punitive measures is illegal without prior written agreement.
What are my rights if my UAE employer goes bankrupt or shuts down?
If your employer closes or becomes insolvent, your unpaid wages and end-of-service entitlements are priority claims under UAE insolvency law — they rank before most other creditors, including banks. File an immediate complaint with MOHRE to register your claim. MOHRE has a Priority Fund (Workers' Support and Insurance Programme) that can pay unpaid wages and entitlements to employees of bankrupt companies, funded by employer contributions. Your visa status is protected for 30 days after the company's closure, giving you time to find new employment or depart.
What is Daman unemployment insurance and am I entitled to it?
Daman (UAE Unemployment Insurance) is a mandatory scheme under Federal Decree-Law No. 13 of 2022, effective 1 January 2023. All private sector employees (and most federal government employees) must enroll. The premium is AED 5/month if your salary is AED 16,000 or below, or AED 10/month if above AED 16,000. If you are made redundant (not if you resign or are terminated for misconduct), you can claim 60% of your last insured basic salary for up to 3 months, capped at AED 20,000/month. You must have been enrolled for at least 12 months before claiming and must file within 30 days of becoming unemployed. Enroll via the MOHRE app, Daman website (iloe.ae), or through your bank.
Source & Methodology
All calculations on Vizabolt are derived from primary government sources: UAE Federal Labour Law (No. 33 of 2021), the UAE Federal Tax Authority, RERA/Dubai Land Department, ICP/GDRFA, and IRCC Canada where applicable. Formulas are reviewed and updated whenever the relevant legislation changes. Learn more about our research methodology →
Disclaimer
For estimation purposes only. Not legal or financial advice. Verify with the relevant authority before making decisions. Editorial Policy
