UAE Labour Law: The Rights Every Employee Should Know

If you work in the UAE private sector, your rights are set mainly by Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, which took effect in February 2022, together with its executive regulations. The law replaced the old unlimited contracts with fixed-term ones, changed the rules on notice and bans, and spelled out leave and working hours in more detail than before.

This guide summarises what the law means for an ordinary employee in 2026. It does not cover every special case, and it does not replace advice from the Ministry of Human Resources and Emiratisation (MOHRE) or a lawyer. Our broader working in the UAE labour law guide gives more background.

Who the law covers

The federal law applies to most private-sector employees on the mainland and in many free zones. A few exceptions matter:

• DIFC and ADGM have their own employment laws.
• Domestic workers are covered by a separate law and contract.
• Government employees follow public-sector HR rules, not this law.

If you work in a free zone, ask your HR team which employment law applies to your contract.

Contracts

Employment contracts are now fixed-term and registered with MOHRE. The contract states your role, salary, working hours, location and notice period, and is signed before you begin work.

• A fixed-term contract can run for up to three years and can be renewed.
• The offer letter and the registered contract must match. If the salary or benefits differ, raise it before you sign the final contract.
• Your employer cannot make you sign away statutory rights, such as leave and gratuity.
• Keep a copy of every document.

You can calculate your salary components with our salary breakdown tool.

Probation

A probation period can be set for up to six months, and it cannot be repeated with the same employer.

• Your employer can end your contract during probation with at least 14 days' written notice.
• If you want to leave during probation, you give notice as well. If you are leaving the UAE, the notice period is usually 14 days. If you are moving to another employer inside the UAE, the notice period is longer, typically one month, and the new employer may be asked to cover recruitment costs.
• During probation, you are still entitled to your salary and the contract's other terms.

Check your contract for the exact wording, because it is the document that binds both sides.

Notice periods

After probation, the notice period is set in the contract. It must be between 30 and 90 days, and it must be equal for employer and employee. During the notice period you continue to work and be paid unless the employer agrees to pay in lieu and release you early.

If either side ends the contract without proper notice, the other side may claim compensation equal to the pay for the missing notice days.

An employer can dismiss without notice in a short list of serious cases, such as forgery, assault, serious breach of safety, or a breach that causes major harm. The law sets out these cases in detail. An employer cannot dismiss you for making a complaint to MOHRE or a court.

Working hours and overtime

• The normal maximum is 8 hours a day and 48 hours a week.
• During Ramadan, normal hours are reduced by two hours a day.
• Overtime is limited to two hours a day, and it is paid at your normal hourly wage plus at least 25%. Overtime between 10pm and 4am is paid at least 50% above the normal wage.
• You are entitled to at least one paid rest day a week. If you are asked to work on a rest day, you should get a replacement day or an extra payment of at least 50% on top of the wage.
• Breaks are required: at least one hour of rest after a set number of continuous hours, which does not count as work time.

Some roles, such as security and certain hospitality jobs, may have different working patterns agreed in the contract, but they must still stay within the law's limits.

Annual leave

• After one year of service you are entitled to 30 calendar days of paid annual leave per year.
• If you have worked more than six months but less than a year, you get two days for each month of service.
• Public holidays do not count against your leave. See our UAE public holidays page and the holiday planner.
• Your employer may decide when you take leave, but must give notice and take your wishes into account.

Sick leave

After probation you can take up to 90 days of sick leave per year, with a medical report from a licensed doctor:

Days	Pay
First 15 days	Full pay
Next 30 days	Half pay
Final 45 days	Unpaid

Sick leave days do not need to be taken in one block. Employers may not dismiss an employee because they are on lawful sick leave.

Maternity, paternity and other leave

• Maternity leave: 60 days, of which 45 days are on full pay and 15 days on half pay. Additional unpaid leave of up to 45 days is available for illness linked to pregnancy or birth.
• Paternity leave: 5 working days, which can be used in the six months after the birth.
• Bereavement leave: paid leave for the death of a close family member, with a longer entitlement for a spouse.
• Study leave: up to 10 days a year for exams, for employees who have completed two years' service and are studying at a recognised UAE institution.

Use these entitlements carefully and give the notice your employer needs; ask HR for the exact forms.

End-of-service gratuity

After a full year of service, you are entitled to an end-of-service gratuity when the contract ends:

• 21 days' basic salary for each of the first five years.
• 30 days' basic salary for each year after five.
• The total is capped at two years of salary.

Gratuity is calculated on basic salary only, not on allowances. It is normally payable within 14 days of the end of the employment. Use our gratuity calculator to estimate your amount.

Wage Protection System

Employers on the mainland must pay wages through the Wage Protection System (WPS), which records salary payments through banks and exchange houses and lets MOHRE see whether pay is on time.

• Wages must be paid in dirhams, on the day set in the contract.
• If an employer pays late, MOHRE can apply penalties and block new work permits.
• Keep your payslips and bank statements. They are your evidence in a dispute.

No-objection certificates and labour bans

Under the old system, many people needed their employer's no-objection certificate (NOC) to change jobs and could face a six-month or one-year ban. The new law has largely abolished these restrictions:

• You can move to a new employer after your contract ends, provided you follow the notice requirements and your new employer completes the work permit.
• The automatic labour ban has mostly been removed. A ban can still apply in specific cases, for example if a worker leaves without notice in breach of the contract or in the case of unlawful absence.
• A non-compete clause is allowed only if it is limited in time, place and type of work.

If your employer claims you need an NOC, ask for the clause in your contract and check with MOHRE.

Unemployment insurance (ILOE)

Since 2023, most private-sector and federal government employees must subscribe to the Involuntary Loss of Employment (ILOE) scheme.

• The cost is low: roughly AED 5 a month for most employees, or AED 10 a month if basic salary is above AED 16,000.
• If you lose your job through no fault of your own, you can claim up to 60% of your basic salary, capped, for up to three months.
• You normally need at least a year of subscription, and you are not eligible if you resign or are dismissed for disciplinary reasons.
• Not subscribing can lead to a fine and problems with visa renewal.

Check the details on the MOHRE and ILOE websites.

How to make a complaint

If your employer owes you wages, gratuity, leave pay or other entitlements, here is the process:

1. Talk to HR in writing. Keep copies of your messages.
2. Call MOHRE on 600 590 000 or use the MOHRE app and website to file a complaint.
3. Mediation. MOHRE will contact both sides and try to settle the dispute, usually within about two weeks.
4. Labour court. If mediation fails, MOHRE refers the case to the labour court. Smaller claims are fast-tracked, and the procedure is designed to be low cost.

Gather your contract, offer letter, payslips, bank statements and any messages. Our emergency numbers page lists other helplines.

Frequently asked questions

How long can a probation period last in the UAE?

Up to six months, and it cannot be repeated with the same employer. Either side must give written notice to end the contract during probation.

How many days of annual leave do I get?

30 calendar days per year after one full year of service. In the first year, you get two days for each month worked after six months.

Do I get gratuity if I resign?

Yes, if you have completed at least one year of service you are normally entitled to gratuity, calculated on your basic salary, whether you resign or are terminated, unless you were dismissed for one of the serious reasons the law lists.

Can my employer stop me moving to another job?

Not simply by refusing an NOC. The new law largely removed the old bans, but you must follow the notice terms in your contract.

Where do I complain about unpaid salary?

Call MOHRE on 600 590 000, or use the MOHRE app or website. If mediation fails, the case goes to the labour court.