Working in the UAE: Your Rights Under the Labour Law

Employment in the UAE private sector is governed 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. It applies to most private sector employees on the mainland and to many free zones. This guide summarises the main rights and duties of employees and employers as of 2026. It is general information, not legal advice, so always read your own contract and check with the Ministry of Human Resources and Emiratisation (MOHRE) for specific cases.

Employment contracts

Fixed-term contracts

Under the current law, contracts are fixed-term, with a maximum period of three years that can be renewed. Older "unlimited" contracts were converted to the new system. Part-time, temporary and flexible work arrangements are also recognised.

What a contract must contain

A valid contract is registered with MOHRE and states:

• The job title and duties.
• The salary and its breakdown (basic wage and allowances).
• The working hours, probation period, leave and notice period.
• The place of work and the start date.

A written offer letter is not enough. The registered contract is the binding document, and an employee should receive a copy. Use the salary breakdown tool to understand how basic pay and allowances relate to gratuity.

Probation

• Probation can last up to six months and cannot be repeated with the same employer.
• During probation the employer must give at least 14 days' written notice to end the contract, and an employee who is leaving the UAE also gives 14 days' notice.
• If you leave to join another UAE employer during probation, you must give one month's notice, and the new employer may have to compensate your former employer for recruitment costs.
• If you are dismissed during probation, you are still entitled to your wages and any accrued entitlements.

Working hours and overtime

Item	Rule
Normal hours	8 hours per day, 48 hours per week
Ramadan	Normal hours reduced by 2 hours per day
Rest	At least one rest day per week
Overtime	Up to 2 extra hours per day, paid at the normal hourly rate plus at least 25%
Night overtime	Between 10pm and 4am, paid at the normal rate plus at least 50%
Rest-day work	A replacement day off or a 50% premium

Midday work bans in summer, usually from 12.30pm to 3pm between mid-June and mid-September, protect outdoor workers. Employers must also provide shaded rest areas and water.

Leave entitlements

Leave type	Entitlement
Annual leave	30 calendar days per year after one year of service, and 2 days per month between six months and one year
Sick leave	Up to 90 days per year after probation: the first 15 days on full pay, the next 30 on half pay, the remaining 45 unpaid
Maternity leave	60 days (45 on full pay and 15 on half pay), with extra unpaid leave if the mother or child has a health condition
Paternity leave	5 working days, which can be taken within six months of the birth
Study leave	Up to 10 days per year for an employee with at least two years' service studying at an accredited UAE institution
Bereavement leave	5 days for a spouse, and 3 days for a parent, child, sibling, grandparent or grandchild
Public holidays	Paid, as announced each year. See the holidays page

If you are required to work on a public holiday, you should receive a replacement day or extra pay. Use the holiday planner to plan leave around the calendar.

Wages and the Wage Protection System

Salaries must be paid on time in dirhams through the Wage Protection System (WPS), an electronic system that records every payment through licensed banks and exchange houses.

• Wages should be paid within the period stated in the contract, and delays beyond 15 days of the due date can trigger penalties on the employer.
• An employer cannot deduct from your salary except in cases the law allows, such as recovery of an advance, fines imposed under company rules, or amounts owed by court order. Total deductions are capped.
• An employer should not hold your passport. Keeping an employee's identity documents is prohibited.

End-of-service gratuity

Employees who have completed at least one year of continuous service are entitled to gratuity on leaving. The standard formula for fixed-term contracts is:

• 21 days' basic wage for each of the first five years of service.
• 30 days' basic wage for each year after five years.
• A total cap of two years' basic wage.

It is calculated on the basic wage only, not allowances, and pro-rated for partial years. Gratuity is generally paid within 14 days of the end of the contract. Calculate your own figure with the gratuity calculator.

Notice and termination

Notice periods

The notice period is stated in your contract and must be between 30 and 90 days. During the notice period you continue to work and are paid, or you can be paid in lieu of notice.

Dismissal

An employer can end a contract for valid reasons, which include poor performance, redundancy or restructuring. Immediate dismissal without notice is allowed only for serious misconduct listed in the law, such as forgery, assault, serious breach of safety, or unauthorised absence beyond certain limits.

Arbitrary dismissal

If a dismissal is found to be arbitrary, the employee may be awarded compensation of up to three months' total wage, decided case by case. An employee who resigns because of employer breach, such as repeated unpaid wages, can leave without notice and claim their entitlements.

Moving to a new job

The old one-year ban on working for a competitor has largely gone, and the employee is free to move to a new employer, subject to proper notice and any valid non-compete clause (which has limits). Your new employer applies for a new work permit.

Unemployment insurance

Since January 2023, employees in the private sector and federal government must subscribe to the Involuntary Loss of Employment (ILOE) scheme. It pays a monthly cash benefit of around 60% of basic salary for up to three months, capped at AED 10,000 per month for the lower salary category and AED 20,000 for the higher one while you look for a new job, provided you meet the conditions.

• The cost is low: AED 5 per month for basic salaries up to AED 16,000, and AED 10 per month above that, paid annually or as an instalment.
• Domestic workers, investors, temporary workers, retirees and people under 18 are exempt.
• Failure to subscribe can lead to a fine and block visa renewal.

Making a complaint

If you have a dispute about wages, leave, termination or conditions, follow these steps.

1. Talk to your employer and keep a written record.
2. File a complaint with MOHRE. Use the MOHRE app, website or call centre (600 590000). A mediator tries to settle the dispute amicably within about two weeks.
3. Go to court. If the settlement fails, MOHRE refers the case to the labour court. Small claims under AED 50,000 are handled on a fast track.

Keep copies of your contract, offer letter, payslips and bank statements. They are your evidence.

Free zones and special regimes

Many free zones, such as those in Dubai and Sharjah, apply the federal labour law or a close variant, with permits issued by the free zone authority. Two financial centres have their own employment law and courts.

Regime	Law	Notable differences
DIFC (Dubai International Financial Centre)	DIFC Employment Law	Own courts and rules, and a workplace savings plan (DEWS) replaced the traditional gratuity for service after early 2020
ADGM (Abu Dhabi Global Market)	ADGM Employment Regulations	Own rules and courts, with a separate set of employment regulations
Other free zones	Federal law, with local procedures	Permits and disputes may go through the free zone authority

Always check which authority covers your employer. It affects which law applies and where you file a complaint.

Domestic workers

Domestic workers (maids, nannies, drivers, cooks and similar) are covered by a separate law, Federal Decree-Law No. 9 of 2022. Key protections include:

• A written contract through a licensed agency, with a clear job description and wage.
• A paid weekly rest day, 30 days of paid annual leave, and paid sick leave.
• At least 12 hours of rest per day, including 8 consecutive hours.
• Employers must pay for health insurance, return travel in specified cases, and must not keep the worker's passport.
• A route to complain to MOHRE.

Frequently asked questions

Can my employer change my contract terms without my consent?

No. Material changes need your agreement and must be updated through MOHRE. If you are asked to sign a new contract, read it carefully and keep a copy.

How much notice must I give if I resign?

You must give the notice period stated in your contract, which is between 30 and 90 days. If your employer has breached the contract, for example by not paying wages, you may be allowed to leave without notice.

Do I get gratuity if I resign?

Yes, if you have completed at least one year of service. The 2021 law pays full gratuity on resignation, regardless of whether you resign or are dismissed, apart from specific misconduct cases.

What happens to my visa if I lose my job?

Your employer cancels your work permit and residence visa, and you have a grace period to find a new job, change status or leave. The visas and residency guide explains the grace periods in more detail.

Does the labour law apply to government employees?

No. Federal and local government employees are covered by separate civil service laws. The labour law is for private sector workers, with the exceptions above for DIFC, ADGM and domestic workers.