Federal Decree Law No. 33 of 2021 Regarding the Regulation of the Employment Relationship, as amended in 2023 and 2024, is now the core framework for employee rights in the private sector in the UAE. This guide explains how that law applies to UAE nationals and expatriates working in private businesses and summarises the main protections in clear, practical language.
The article focuses on the regulation of employment relationships in the UAE private sector: who is covered, how contracts must be structured, your rights on working hours, wages, leave, equality, health and safety, end‑of‑service benefits and what to do in case of a dispute. EGSH supports clients in navigating related government procedures correctly and in line with the Ministry of Human Resources and Emiratisation (MOHRE) requirements
Overview of UAE Labour Law 2025 – Scope and Main Rules
The current UAE employment law regime is based on Federal Decree-Law No. 33 of 2021, which came into effect on 2 February 2022, together with subsequent amendments introduced by Federal Decree-Law No. 20 of 2023 and later amending instruments issued in 2024. While the core framework has applied since February 2022, later amendments take effect from their respective issuance dates and do not necessarily apply retroactively.
Taken together, these provisions standardise most employee rights in the private sector across all emirates, subject to the specific effective dates and transitional rules applicable to each amendment.
Main Legislation and Latest Amendments
The law sets out the basic rules on contracts, working time, wages, leave, health and safety, and termination. The 2023 and 2024 amendments refined areas such as dispute procedures, time limits for claims and penalties for serious violations, and are now an integral part of the MOHRE labour law 2026 enforcement.
Sectors and Workers Covered / Excluded
This UAE private sector labour law applies to all employees in the private sector, whether Emirati or foreign. It does not apply to federal or local government employees, armed forces, police, security bodies or domestic workers. Domestic workers such as housekeepers and drivers are instead covered by Federal Decree Law No. 9 of 2022 Concerning Domestic Workers and its 2023 amendment.
Role of the Ministry of Human Resources and Emiratisation
MOHRE is the federal authority responsible for supervising employer–employee relations and maintaining labour rights in the private sector. It issues work permits and approvals, conducts inspections, manages systems such as WPS and Taa‑meen, mediates labour disputes and can refer cases to court. MOHRE also operates a 24/7 call centre and an email channel for employment‑related inquiries and complaints.
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Employment Contracts, Job Offers and Work Models
Under the UAE Labour Law, private‑sector employment must be based on a written job offer and a corresponding employment contract. The terms of the contract must match the job offer, and once both parties sign, the employer cannot unilaterally change them; any change requires your consent and must comply with the Labour Law and MOHRE regulations.
Job offers must provide a clear description of rights and obligations and be available in at least Arabic and English. For many low‑skilled roles, MOHRE requires job offers, contracts and annexes to be available in a third language that the worker understands, chosen from nine specified languages (including Hindi, Urdu, Bengali, Chinese, Malayalam, Nepalese, Sinhalese, Tamil and Dari).
Employers must bear all recruitment and work‑permit costs and are prohibited from recovering these expenses from workers directly or indirectly. Passport retention prohibited by UAE labour law rules means an employer cannot lawfully keep your original passport or force you to leave the UAE when the contract ends.
All private‑sector contracts in the UAE are now fixed-term employment contracts; the previous “unlimited” contracts have been abolished. A fixed‑term contract may run for up to three years and can be renewed or extended for the same or a shorter period by mutual agreement; if both parties continue working after the expiry date without signing a new contract, the original contract is deemed extended on the same terms.
The Labour Law recognises several work models – full‑time, part‑time, temporary, flexible, remote work, and job‑sharing – each of which affects how working hours, leave, and other entitlements are calculated. A probationary period is allowed but may not exceed six months for any worker.
Working Hours, Overtime and Rest
UAE labour law working hours 2026 rules state that normal working time for private‑sector employees may not exceed eight hours per day or 48 hours per week. During Ramadan, daily working hours for Muslim and non‑Muslim employees are reduced by two hours per day, unless a more favourable internal policy applies.
A worker who performs five consecutive hours of work is entitled to one or more rest breaks totalling at least one hour; these breaks are not counted as working time and are intended for rest, prayer and meals. All private‑sector employees are entitled to at least one paid weekly rest day, though employers may grant more than one weekly rest day depending on their policies and work requirements.
Overtime is permitted, but extra hours usually cannot exceed two hours per day, and total working hours, including overtime, must not exceed 144 hours over any three‑week period. Under UAE labour law, overtime beyond normal hours is paid at the basic‑wage hourly rate plus at least 25%, or at least 50% if worked between 10:00 p.m. and 4:00 a.m. (excluding shift workers).
If you work on your weekly rest day or on an official holiday, you are entitled either to a substitute rest day or to pay at the basic wage for normal hours plus at least 50% extra, and in some cases, pay may reach 150% of the basic wage when no substitute rest is granted.
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Wages, Wage Protection System and Currency
All establishments registered with MOHRE must pay wages through the UAE Wage Protection System WPS, an electronic system supervised by MOHRE and the Central Bank. WPS allows the authorities to monitor whether employers pay salaries in full and on time and to impose penalties and restrictions on non‑compliant establishments, such as freezing new work permits.
Wages become due on the first day of the month following the period specified in the contract; if no period is specified, wages must be paid at least once a month. An employer is treated as late if wages are not paid within 15 days after the due date, unless a shorter period is agreed in the contract.
The Labour Law does not set a statutory minimum wage in the UAE, but requires that wages be sufficient to meet employees’ basic needs in line with the job category and market practices. Salaries can be paid in UAE dirhams or another currency if both parties agree, and the chosen currency is clearly recorded in the employment contract.
Leave Entitlements and Public Holidays
Under UAE labour law annual leave 2026, private‑sector employees who have completed one year of service are entitled to at least 30 days of paid annual leave for each year of service. If you have completed more than six months but less than one year, you are entitled to two days of paid leave for each month of service. When your employment ends, you are entitled to payment in lieu of any accrued but unused annual leave for the last year or part year of service, calculated based on your basic wage.
Employees who have completed their probationary period are entitled to up to 90 days of sick leave (continuous or intermittent), with pay levels for different segments of this period set out in the Labour Law and its executive regulations. Under the UAE maternity leave private sector regime, female employees are entitled to 60 days of maternity leave per childbirth (45 days with full pay and 15 days with half pay), plus additional unpaid days if a pregnancy‑ or childbirth‑related illness is certified. Either parent in the private sector has a right to five working days of paid leave to care for a newborn, which must be taken continuously or intermittently within six months of the child’s birth.
Employees are also entitled to paid compassionate (bereavement) leave of five days on the death of a spouse and three days on the death of a parent, child, sibling, grandchild or grandparent, counted from the date of death. Those who have completed at least two years of service and are enrolled in an approved educational institution are entitled to 10 working days of paid study leave per year to sit examinations.
The Labour Law further recognises one Hajj leave (generally unpaid) during service and a paid national service sabbatical for eligible Emirati employees performing mandatory national service. Cabinet‑announced UAE public holidays, private sector—including New Year’s Day, Eid Al Fitr, Arafah Day and Eid Al Adha, Hijri New Year, the Prophet Muhammad’s birthday and National Day—apply equally to both public and private sectors.
Summary of Main Leave Types
| Leave Type | Eligibility | Duration | Paid / Unpaid* |
|---|---|---|---|
| Annual leave | >6 months–1 year service | 2 days per month | Paid |
| Annual leave | ≥1 year service | 30 days per year | Paid |
| Sick leave | After probation | Up to 90 days per year | Mix of paid / half‑paid / unpaid |
| Maternity leave | Female employees, conditions in law | 60 days (45 full pay + 15 half pay) | Paid as per law |
| Parental leave | Either parent in private sector | 5 working days within 6 months of birth | Paid |
| Bereavement leave | On death of close relative (as defined in the law) | 5 or 3 days, depending on relation | Paid |
| Study leave | ≥2 years’ service + enrolled in approved institution | 10 working days per year (for exams) | Paid |
| Hajj leave | Once during employment with same employer | Period specified in Labour Law | Generally unpaid |
| National service | Eligible Emirati employees | As per national service regulations | Paid sabbatical |
Equality, Dignity and Health and Safety at Work
The Labour Law contains strong anti-discrimination in employment provisions in the UAE. Employers may not discriminate in relation to access to employment, continuation in employment, promotion, or the enjoyment of rights on grounds such as race, colour, sex, religion, national or social origin, or disability. The law also guarantees equal pay for men and women in the UAE for the same work or for work of equal value, with the criteria for “work of equal value” to be determined by Cabinet decision.
The Labour Law expressly prohibits harassment and bullying at work in the UAE: employers, supervisors, and co-workers must not engage in sexual harassment or any verbal, physical, or psychological violence against a worker. There is also a clear prohibition on forced labour in the UAE; employers may not use any means to compel a worker to perform work or provide a service against their will, under threat of penalty. These rules apply to the recruitment phase and throughout the employment relationship.
On occupational safety, employers are obliged to provide a safe and appropriate working environment and comply with all occupational health and safety requirements issued by MOHRE and competent authorities. This includes providing necessary protective equipment, conducting safety training, displaying safety instructions in visible locations and performing periodic evaluations of compliance. Workers, in turn, must use the provided protective equipment and clothing, follow safety instructions, and avoid any actions that could compromise safety measures or damage protective devices.
In certain sectors, climate‑related protections also apply. Under the midday break rule in the UAE, from 15 June to 15 September, work performed directly under the sun or in open spaces is prohibited between 12:30 p.m. and 3:00 p.m. each year, subject to limited exceptions for emergency work. In cases of work‑related injury or death, the employer must notify MOHRE within 24 hours and provide details such as the worker’s name, labour card number, workplace location, date of injury and contact information.
Employers must report work‑related injuries causing at least three days’ absence, injuries or deaths occurring during work or commuting, and occupational diseases listed under the Labour Law. Affected workers are entitled to medical care and work-injury compensation under UAE labour law, based on the degree of disability and wage level.
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End‑of‑Service Benefits, Insurance and Savings
Under the UAE end-of-service gratuity rules, foreign workers employed full‑time in the private sector who complete at least one continuous year of service are entitled to a statutory end‑of‑service gratuity based on their last basic wage. Workers with less than one year of continuous service are not entitled to this statutory gratuity, although an employer may choose to pay more generous benefits under company policy or contract.
For eligible foreign full‑time workers, end‑of‑service gratuity is calculated at 21 days’ basic wage for each of the first five years of service and 30 days’ basic wage for each subsequent year, subject to the conditions and caps set out in the Labour Law and applicable social security legislation.
An optional alternative end-of-service savings scheme in the UAE allows participating private‑sector employers to invest amounts allocated for end‑of‑service benefits into approved investment funds to grow employees’ savings, rather than applying the traditional gratuity formula; in such cases, entitlements are determined by the scheme's rules.
All private‑sector workers are covered by Taameen workers' insurance UAE (Taa‑meen), which can provide up to AED 20,000 per worker to protect entitlements such as unpaid wages and end‑of‑service benefits if the employer becomes insolvent or fails to pay dues. If the insurer pays the worker, the employer must reimburse the insurer.
In addition, the UAE unemployment insurance scheme is mandatory for most employees in the federal government and private sector and provides temporary financial support to insured Emiratis and residents who lose their jobs due to termination by the employer, provided they are subscribed, have paid contributions for the required period and meet the scheme’s conditions.
Labour Disputes and 2024–2025 Enforcement Measures
If a dispute arises, the standard UAE labour dispute MOHRE complaint route requires workers first to submit their complaint to MOHRE, which will attempt to mediate between the parties. If an amicable settlement is not reached, MOHRE may refer the case to the competent court, and the worker must file the claim with that court within 14 days from the date of MOHRE’s approval of the referral.
Under the 2024 amendments, labour disputes escalated from MOHRE are now brought before the Court of First Instance rather than the Court of Appeal. Furthermore, courts will not proceed with claims filed more than two years after the termination of the employment relationship.
The 2024 amendments also strengthened enforcement. Employers who illegally employ workers without proper permits, misuse work permits, employ minors in breach of the law or close or suspend a business without settling workers’ rights face fines for illegal employment under the UAE 2024 amendments, ranging from AED 100,000 to AED 1,000,000, multiplied by the number of workers involved. Ministerial resolutions further allow MOHRE to suspend work permits for establishments that violate the law in serious cases, such as grave accommodation violations, human‑trafficking allegations, or the abuse of electronic access to MOHRE systems.
In parallel, the state continues to enforce the UAE Emiratisation requirements 2025. Companies with 50 or more employees must increase Emirati employment in skilled roles by 1% every six months to meet annual targets, and many companies with 20–49 workers are required to hire at least one Emirati in 2024 and another in 2025. Establishments that do not comply may face financial contributions (penalties), classification changes and other regulatory measures, enforced through MOHRE’s inspection and licensing powers.
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What to Do If Your Rights Are Not Respected
If you believe your UAE employee rights 2025 are being breached, start by reviewing your employment contract, offer letter and any internal policies to understand what was agreed. Collect evidence such as payslips, WPS salary transfer records, attendance data and written communications, and where appropriate, raise the issue internally with HR or management in writing.
If the issue is not resolved, you should use official MOHRE channels. You can call the MOHRE 24/7 call centre 600590000 for guidance, email ask@mohre.gov.ae, use MOHRE’s smart services or visit an authorised service centre such as Tasheel to register a complaint. Deadlines are strict—particularly the 14‑day window after MOHRE’s referral to court and the overall two‑year limit after termination—so early action is advisable. EGSH’s consultants can help you understand procedural requirements, organise documentation and coordinate with MOHRE or other authorities for related government services, while final decisions remain with the competent bodies.
Key Takeaways for Employees in 2025
For private‑sector workers, the UAE Labour Law 2025 provides a unified framework that applies to both UAE nationals and expatriates and covers the full employment cycle from recruitment and contracts to working hours 2025, wages, WPS monitoring, extensive leave entitlements, equality and safety protections, and end‑of‑service benefits and insurance. Recent amendments have strengthened enforcement by introducing clearer dispute pathways, time limits, higher fines for serious violations, and closer scrutiny of work‑permit use and Emiratisation compliance.
The information above is a general guide based on current official UAE sources and does not replace the Labour Law text or personalised legal advice. For complex situations, you should consult MOHRE directly or seek qualified legal counsel; through EGSH, individuals and companies can access structured support in preparing and submitting applications and requests to the relevant government authorities in line with these rules.
FAQ
What are my rights as an employee in the UAE 2025 under the Labour Law?
You are entitled to a written job offer and fixed‑term contract, clear working‑time limits, at least one weekly rest day, paid annual leave, sick leave and, if eligible, maternity or parental leave and end‑of‑service gratuity. You also benefit from protections against discrimination, harassment, forced labour and unsafe workplaces, and you may file complaints through MOHRE if these rights are not respected.
Does UAE labour law apply to domestic workers, or are they under a different law?
The main private‑sector Labour Law (Federal Decree-Law No. 33 of 2021) does not apply to domestic workers, such as housekeepers, nannies, or drivers. Domestic workers are instead governed by Federal Decree Law No. 9 of 2022 Concerning Domestic Workers and its 2023 amendment, which set out separate rules on contracts, time off, wage payment, and dispute resolution for that category.
What are the maximum working hours under the UAE Labour Law, and how is overtime calculated?
Normal working hours are capped at eight hours per day or 48 hours per week, reduced by two hours per day during Ramadan, and you must take at least one hour of unpaid rest after working five consecutive hours. Overtime beyond these hours is generally limited to two hours per day and must be paid at your basic‑wage hourly rate, plus at least 25%, or plus at least 50% for night‑time overtime between 10:00 p.m. and 4:00 a.m., excluding shift workers.
How much annual leave am I entitled to in the private sector in the UAE?
If you have completed more than six months but less than one year of service, you are entitled to two days of paid annual leave per month. Once you complete one full year, you are entitled to at least 30 days of paid annual leave per year, and if your employment ends, you must be paid in lieu of any accrued but unused annual leave for the last year or part year of service.
How is the end-of-service gratuity calculated in the UAE for foreign workers?
Foreign full‑time private‑sector employees who complete at least one year of continuous service are normally entitled to gratuity based on their last basic wage. The standard formula grants 21 days’ basic wage for each of the first five years and 30 days’ basic wage for each subsequent year, subject to maximum caps and any participation in an approved alternative end‑of‑service savings scheme.
How to file a labour complaint with MOHRE, and what is the deadline to go to court?
You can lodge a labour complaint with MOHRE through its call centre, online platforms or authorised service centres, providing your Emirates ID, contract details and supporting documents. If MOHRE cannot resolve the dispute amicably, it may refer the case to the court, and you must file your claim with the Court of First Instance within 14 days of that referral; courts will not proceed with claims submitted more than two years after termination of the employment relationship.
What happens if my employer closes without paying my dues in the UAE?
If an employer shuts down or becomes insolvent without settling workers’ wages or benefits, MOHRE can intervene, and Taa‑meen workers’ insurance may pay amounts owed up to AED 20,000 per worker, with the employer remaining liable to reimburse the insurer. You should promptly register a complaint with MOHRE so that your entitlements can be assessed and, where applicable, processed through insurance or legal channels.
What is the unemployment insurance scheme in the UAE, and who must subscribe to it?
The UAE unemployment insurance scheme is mandatory for most employees in the federal government and the private sector, requiring regular contributions from workers (and, in some cases, employers) to provide income support if they lose their jobs due to employer‑initiated termination. To receive benefits, you must be enrolled, keep contributions up to date, meet minimum contribution periods and submit a claim within the time frame and conditions specified by the scheme’s regulations.
Explained by
Amira Ali Al Hammadi
Labour & Tasheel Services Consultant at EGSH
Amira Ali Al Hammadi is a specialised service provider with nine years of experience delivering MOHRE-related Labour and Tasheel services. Her professional expertise covers establishment and employee procedures, including renewals, cancellations, amendments, fine payments, employment contracts, and compliance support for companies of all sizes.
This article is intended to provide general information based on official UAE sources, and does not constitute personalised legal advice. Before acting, applicants should verify the current rules and fees directly with the relevant authority or an authorised service centre.
