Topic Summary
Your Contract Must Be Registered With MOHRE
Every private-sector employer must issue a written, MOHRE-registered contract before or on your start date. Without registration, the employer has no legal standing if a dispute arises.
Standard Working Week Is Capped at 48 Hours
UAE law limits the standard working week to 48 hours for full-time employees. Any work performed between 10 pm and 4 am qualifies for a 50% overtime wage premium.
Annual Leave Accrues From Your First Six Months
Employees earn 2 days of annual leave per month between months six and twelve, rising to 30 fully paid calendar days per year after completing one year of service.
End-of-Service Gratuity Starts Accruing Immediately
Gratuity builds at 21 days of basic wage per year for the first five years of employment. This entitlement begins from day one, not after a probationary period ends.
Sick Leave Comes in Three Distinct Tiers
Employees are entitled to 90 days of sick leave per year: the first 15 days are fully paid, the next 30 are paid at 50%, and the final 45 days are unpaid.
Minimum Notice Period Is 30 Days
Both employees and employers must provide at least 30 days' notice before ending an employment relationship. Any contract clause that waives this statutory minimum is automatically void.
MOHRE's Helpline Offers Multilingual Support
Employees can contact MOHRE's 800-60 helpline in multiple languages to ask questions or begin a formal complaint. This channel is available to all private-sector workers covered under Federal Decree-Law No. 33 of 2021.
In 2026, the UAE's Ministry of Human Resources and Emiratisation (MOHRE) oversees more than 900,000 registered private-sector establishments (MOHRE, 2026). The standard working week is capped at 48 hours [1]. Overtime between 10 pm and 4 am attracts a 50% wage premium [2]. End-of-service gratuity accrues at 21 days of basic wage per year for the first five years [3]. The minimum notice period is 30 days [4]. And MOHRE's 800-60 helpline operates in multiple languages [5]. Yet a significant share of employees still begin a new role without knowing these numbers apply to them from day one.
This guide breaks down what every employee and every employer must know about labour rights in the UAE: the governing law, the core entitlements, the enforcement channels, and the step-by-step process for raising a formal complaint when something goes wrong.
What Are Labour Rights in the UAE and Why They Matter
Labour rights in the UAE are the legally protected entitlements granted to private-sector employees under Federal Decree-Law No. 33 of 2021. They cover contracts, wages, leave, working hours, end-of-service gratuity, and termination rules. MOHRE administers and enforces these rights across all Emirates for non-domestic workers.
The Governing Law: Federal Decree-Law No. 33 of 2021
Federal Decree-Law No. 33 of 2021 replaced the 1980 Labour Law (Federal Law No. 8 of 1980) and took effect on 2 February 2022 (u.ae, 2022). It modernised the framework significantly, introducing flexible and part-time contract types alongside the traditional full-time model. That matters because it means your contract type now shapes which specific rules apply to your hours and leave calculations.
All private-sector employees on the UAE mainland are covered. Free zone employees fall under the same law unless their free zone authority has enacted its own binding employment regulations. Domestic workers sit outside this framework entirely, governed instead by Federal Law No. 10 of 2017.
Take a practical example: a project manager hired on a full-time contract in Dubai falls under Federal Decree-Law No. 33 of 2021 from day one, meaning the employer must issue a written MOHRE-registered contract before or on the start date. No registration, no legal standing for the employer if a dispute arises.
Who Is Covered and Who Is Exempt
Knowing whether the law applies to you is the first step when you want to know labour rights in the UAE. Here's the breakdown:
Covered: All private-sector workers employed on the UAE mainland, regardless of nationality
Covered (conditionally): Free zone employees, unless the free zone authority has issued its own binding employment regulations
Exempt: Domestic workers (Federal Law No. 10 of 2017 applies), armed forces members, police, and government employees under Federal or Emirate civil service laws
An IT consultant working inside a UAE free zone that has not enacted its own labour regulations defaults to MOHRE oversight under Federal Decree-Law No. 33 of 2021. Worth flagging: any contract clause that waives a minimum right granted by the law is void from the outset. The employer cannot contract out of the statutory floor.
UAE Employee Leave Entitlements at a Glance
Leave Type | Entitlement |
|---|---|
Annual leave (after 1 year of service) | 30 calendar days, fully paid |
Annual leave (months 6 to 12) | 2 days per month accrual |
Sick leave | 90 days per year: first 15 fully paid, next 30 at 50%, final 45 unpaid |
Maternity leave | 60 calendar days: 45 fully paid, 15 at 50% |
Weekly rest | 1 day (Friday standard); 50% wage premium or substitute rest day if worked |
For a detailed walkthrough of how to use MOHRE's online services, see the MOHRE inquiry system UAE guide on the Dubai South Business Hub blog.
Core Labour Rights Every Employee Must Know in the UAE
Core UAE labour rights include a written registered contract, a maximum 48-hour standard working week, 30 calendar days of annual leave after one year, end-of-service gratuity from the start of year two, and Wage Protection System salary transfers. Violations can be reported directly to MOHRE.
Contracts, Working Hours, and Overtime
Every contract must be in writing, in Arabic, and registered with MOHRE. If you request a translation, the employer must provide one. The numeric rules are specific and non-negotiable:
Standard hours: 8 hours per day or 48 hours per week
Ramadan reduction: 6 hours per day for Muslim employees
Standard overtime premium: 25% above basic wage
Night shift overtime (10 pm to 4 am): 50% above basic wage
Friday work: 50% overtime premium or a substitute rest day
Probation cap: 6 months maximum; 14 days notice from employee, 1 month from employer during this period
An accounts officer who regularly works until 11 pm is entitled to a 50% overtime premium on basic wage for every hour worked after 10 pm, regardless of what a poorly drafted contract may say. The law overrides the contract on this point every time.
Wages, Leave, and End-of-Service Benefits Explained
The Wage Protection System (WPS) requires employers to transfer salaries electronically within 10 days of the due date. A delay beyond that window triggers automatic MOHRE escalation, not a grace period. Leave entitlements work as follows:
Annual leave: 30 calendar days after one full year; 2 days per month accrual from months 6 to 12
Sick leave: 90 days per year (first 15 fully paid, next 30 at 50%, final 45 unpaid)
Maternity leave: 60 calendar days (45 fully paid, 15 at 50%)
End-of-service gratuity: 21 days of basic wage per year for years 1 to 5; 30 days per year from year 6 onward, calculated on the last basic wage
Here's a worked example. An employee earning AED 10,000 basic wage who completes 7 years receives: (21 days x 5 years) + (30 days x 2 years) = 165 days of daily basic wage. At AED 10,000 per month, the daily rate is AED 333.33, giving a total gratuity of AED 55,000.
How MOHRE Enforces Your Labour Rights in the UAE
MOHRE enforces UAE labour rights through the MOHRE Smart App, the 800-60 helpline, the online complaint portal, and unannounced labour inspection visits. It can freeze employer WPS access, impose fines, and refer persistent violators to public prosecution. Complaints must be lodged within one year of the alleged violation.
MOHRE Channels for Employees
You have four main routes to raise a complaint:
MOHRE Smart App (iOS and Android): file complaints, track case status, access your registered contract
Helpline 800-60: multilingual, immediate guidance on rights and process
Online portal at mohre.gov.ae: submit and monitor formal complaints
Labour inspection visits: MOHRE inspectors may enter any workplace unannounced to audit records, contracts, and WPS compliance
The escalation path is straightforward. MOHRE first attempts amicable settlement through mediation. If unresolved within approximately 2 weeks, the case is referred to the competent labour court. A logistics supervisor whose employer has delayed salary for 3 months can submit a WPS violation report via the MOHRE Smart App; MOHRE typically freezes the employer's ability to issue new work permits until arrears are cleared.
Employer Penalties for Violating Labour Rights
WPS non-compliance: work permit issuance frozen until salary arrears are paid
Unregistered contracts: administrative fines per employee not registered
Wrongful termination: compensation of up to 3 months' full wage, on top of notice pay and gratuity
Serious violations (forced labour, document confiscation): criminal referral to public prosecution
Repeat violations: MOHRE's establishment classification system moves the employer to a lower compliance band, restricting hiring quotas
An employer who confiscates employee passports faces criminal prosecution, not just an administrative fine. That prohibition is explicit under UAE law, and it's treated differently from a payroll delay. If you need business support in UAE to build compliant HR processes from the ground up, specialist PRO services can help you avoid these exposure points entirely.
5 Steps to Assert Your Labour Rights in the UAE
To assert UAE labour rights: document every breach with written evidence, raise the issue internally in writing, file a formal MOHRE complaint via the app or portal, attend the MOHRE mediation session, and accept referral to the labour court if mediation fails. Keep all records for at least one year.
Step 1: Gather and Preserve Evidence
Before you contact anyone, build your file. Courts and MOHRE mediators work from documented evidence, not verbal accounts.
Collect payslips, bank transfer records, and email exchanges
Screenshot your MOHRE Smart App to confirm your registered contract terms
Note exact dates and amounts for unpaid wages, denied leave, or unlawful deductions
Organise everything chronologically; digital and printed records are both accepted
An employee denied annual leave by a verbal instruction should follow up in writing via email immediately. That creates a timestamped record MOHRE mediators can use, and it shifts the burden of proof firmly onto the employer.
Step 2: Raise the Issue Internally, Then File with MOHRE
The process from internal notice to court referral runs like this:
Send a written notice to HR or your direct manager, naming the specific breach and the remedy you are seeking
Allow 5 to 7 working days for a response before escalating
If unresolved, file via the MOHRE portal, the Smart App, or by calling 800-60
Attend the MOHRE mediation session (mandatory for both parties)
If mediation fails, MOHRE issues a referral letter to the competent labour court; no separate filing fee is required at this stage
A sales representative owed three months of commission can email HR citing the specific contract clause, then escalate to MOHRE if no payment arrives within 7 days. One important limit: complaints must be filed within 1 year of the alleged breach. Miss that window and your case cannot proceed.
For a step-by-step guide to using the MOHRE portal, the MOHRE inquiry system UAE guide covers the full process.
Know Your Labour Rights in the UAE: Termination and Notice Rules
Under UAE labour law, notice periods range from 30 to 90 days depending on contract terms, with a statutory minimum of 30 days. Arbitrary dismissal entitles employees to compensation of up to 3 months' full wage. Employees who resign due to employer breach retain full gratuity rights.
Lawful Termination and Notice Obligations
Minimum notice: 30 days; maximum: 90 days; the contract may specify a longer period but never shorter
During notice: the employee receives full wage and benefits throughout
Payment in lieu: the employer may pay a notice-period allowance instead of requiring the employee to work the notice; employee consent is not required
Gross misconduct termination: 11 defined grounds under Federal Decree-Law No. 33 of 2021; the employer must investigate and notify MOHRE within 48 hours of suspending the employee
An employer who terminates a 4-year employee without notice and without cause owes: 30 days notice pay, plus 3 months arbitrary dismissal compensation, plus end-of-service gratuity for 4 years. That is a significant liability, and it compounds quickly if the employer also failed to register the contract.
Constructive Dismissal and Employee-Initiated Resignation
Constructive dismissal applies when an employer materially breaches the contract, such as through unpaid wages or unsafe working conditions. In that situation, you can resign and still claim full gratuity and compensation, but you must document the breach formally before resigning. A nurse whose employer stops paying salary for two consecutive months may resign, cite constructive dismissal to MOHRE, and retain all end-of-service gratuity rights.
For standard resignations, you either work the notice period or compensate the employer at your daily basic wage rate for the days not worked. On non-compete clauses: they're enforceable only when limited to a maximum of 2 years, a defined geographic scope, and a specific type of work. Broader clauses are unenforceable.
Is end-of-service gratuity affected by resignation?
Under Federal Decree-Law No. 33 of 2021, an employee who completes at least one year of service retains full gratuity entitlement on resignation, calculated on the last basic wage. The previous rules that reduced gratuity for early resignation were removed in the 2022 reform, giving employees stronger protection on exit.
What Employers Must Do to Stay Compliant with UAE Labour Law
UAE employers must register all contracts with MOHRE, enrol in the Wage Protection System, provide a safe workplace, grant statutory leave, pay end-of-service gratuity on time, and never confiscate employee documents. Non-compliance triggers fines, permit freezes, and potential criminal liability.
Contract Registration and WPS Enrolment
Every employment contract must be submitted to MOHRE for registration before or on the employee's first working day. WPS enrolment is mandatory for all private-sector employers; salaries must transfer within 10 days of the due date. The registered contract must be provided to the employee in a language they understand, and any job offer letter must match the registered terms exactly. Discrepancies favour the employee under UAE Labour Law.
A retail chain that delays WPS salary transfers by 15 days will find its new work permit applications automatically blocked by MOHRE until payroll is cleared. That's not a warning letter; it's an immediate operational consequence.
Workplace Safety and Anti-Discrimination Obligations
Safe environment: employers must meet UAE occupational health and safety standards at all times
Summer midday ban: outdoor work is prohibited from 12:30 pm to 3:00 pm, 15 June to 15 September each year
Discrimination prohibition: race, nationality, religion, and gender cannot influence hiring, wages, or promotion (Federal Decree-Law No. 33 of 2021, Article 4)
Harassment: criminal matter under UAE Penal Code provisions, separate from labour law remedies
A construction company that schedules outdoor labour at 1:30 pm in July faces immediate MOHRE inspection and potential project suspension, in addition to fines. If your business operates through a UAE free zone, you should also consult the free zone authority's specific employment guidelines alongside MOHRE requirements. If you're ready to set up a company in Dubai and want to build compliant HR practices from the start, getting the structure right at formation is far cheaper than correcting it later.
References
Frequently Asked Questions
