UAE Employee Rights 2025: What You Need to Know
May 9, 2025
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Navigating the dynamic job market in the UAE means understanding your rights and obligations as an employee is more important than ever 
[3]
[5]
[21]. The legal landscape is primarily shaped by Federal Decree-Law No. 33 of 2021, often called the "New Labour Law," which governs employment relationships in the private sector 
[2][3]
[4]
[16]
[19]
[20]
[22]. This guide breaks down the essential rules for 2025, covering your working hours, various leave entitlements, and the procedures for termination under this law [3][4][5]. We aim to provide clear, actionable information specifically for private sector employees, keeping in mind that government roles and those in free zones like DIFC or ADGM operate under different regulations [2][3][4][5][16][19].
Your Fundamental Rights & Obligations Overview
As an employee in the UAE private sector, you have core rights protected by law [3][5]
[12][21]. These include the right to a written, fixed-term contract, timely payment of wages through approved systems like the Wage Protection System (WPS), a safe working environment, protection from discrimination and harassment, and equal pay for equal work 
[1][2][4][5]
[9]
[17][20][21]
[24]
[25]
[28]
[30]
[36]. You also have rights regarding document retention (employers cannot withhold passports), various types of leave, and end-of-service gratuity [1]
[8][17]
[18][19][22]
[27][36]. Alongside these rights come obligations, such as performing your duties diligently, following lawful instructions, maintaining confidentiality, exhibiting good conduct, and developing your skills 
[6]. The Ministry of Human Resources and Emiratisation (MOHRE) is the key government body overseeing these employment matters [2][18][21]
[23][24][28].
Working Hours, Breaks & Overtime Explained
Understanding the rules around your workday is fundamental [25]. The UAE Labour Law sets clear limits: standard working hours are capped at 8 hours per day or 48 hours per week [2][3][4]
[7][9]
[10]
[14][21][25][36]
[37]. For some industries like hospitality or security, this might extend to 9 hours daily with MOHRE approval [18][25]. A significant point for everyone working during the holy month of Ramadan is the mandatory reduction of the workday by two hours [4][8][14][16][18][20][21]
[35][36].
You're legally entitled to breaks. After working for five consecutive hours, you must receive a break or breaks totaling at least one hour [2][3][8][14][19][36]. Importantly, these break times are not counted as part of your paid working hours [2][14][24][36]. Furthermore, every employee is guaranteed at least one paid rest day per week, as defined in your contract or company regulations [2][3][4][5][7][22][36]. If circumstances require you to work on your designated rest day, you must be compensated. This compensation should be either a substitute rest day off or payment of your normal day's basic wage plus an additional premium of at least 50% of that basic wage [2][5][14][28]
[31][36]. If you work on a rest day and don't get a substitute day off, the premium might be higher, potentially reaching 150% of the basic wage for that day worked [4][28][31][36].
What about working extra hours? Overtime is permitted but regulated [1][16][22][24]. Generally, you shouldn't work more than two extra hours per day [2][3][8][10][14][28][35][36]. The total working hours, including any overtime, usually cannot exceed 144 hours over a three-week period [2][3][4][9][10][12][16][21][36]. Overtime pay is calculated based on your basic salary [12]. For normal overtime hours, you should receive your basic wage plus a 25% premium [3][4][10][14][19][24][25][28][31][36]. If the overtime falls during night hours (specifically between 10 PM and 4 AM), this premium increases to 50% of your basic wage [2][3][4][7][10][14][19][24][25][28][36]. However, this higher night rate doesn't apply if you work in shifts [2][3][4][10][14][36]. Keep in mind that certain roles, like senior management or supervisors, might be exempt from these standard working hour provisions as detailed in the law's Executive Regulations [3][7][10][28][35][36].
Your Leave Entitlements Under UAE Law
Annual Leave: You are entitled to fully paid annual leave [2][17]. After completing six months but less than one year of service, you accrue 2 days per month [2][4][5][12][17][21][25]. Once you've completed a full year of service, you're entitled to 30 calendar days per year [2][4][5][12][17][21][25][36]. If you work part-time, your annual leave is calculated on a pro-rata basis according to your contracted hours [2][4][17][25]
[32]. While your employer usually decides the timing, you generally should take your leave within the year it's earned [7][17]. You can carry forward up to half of your leave to the next year, or potentially agree with your employer to be paid for unused days based on your basic salary [4][22][23][30]. If your employment ends, you must be paid for any unused accrued annual leave, calculated on your basic salary [4][5][7][17][25][32].
Sick Leave: Once you've passed your probation period, you're eligible for up to 90 days of sick leave per calendar year [4][5][12][19][32]. This leave is paid differently depending on the duration: the first 15 days are at full pay, the next 30 days are at half pay, and the final 45 days are unpaid [4][5][12][17][25][32]. You typically need to inform your employer within three working days and provide a valid medical report to justify the absence [12][25][32]. Paid sick leave isn't granted if the illness stems from misconduct or violating safety rules [17].
Maternity Leave: Female employees receive 60 calendar days of maternity leave [5][7][8][9][12][17][19][22][25][27][32]. The first 45 days are paid at your full salary, and the following 15 days are at half salary [5][7][8][9][12][17][19][22][25]
[26][27][32]. After this initial 60-day period, you can take an additional 45 days of unpaid leave if you or your child has an illness related to the pregnancy or birth, confirmed by a medical certificate [5][8][12][17][19][22][27][32]. If you give birth to a sick child or a child with a condition requiring constant care, you are entitled to an extra 30 days of fully paid leave after your standard maternity leave, which can be extended by another 30 days unpaid [5][17][19][22][26][32]. These entitlements also apply in the unfortunate event of a stillbirth after six months of pregnancy or if the infant passes away after birth [5][7][19]. Upon returning to work, you are entitled to paid nursing breaks of up to one hour per day for six months [17][22][27][32].
Other Leaves: Briefly, UAE Nationals may get paid sabbatical leave for National Service [4]. Muslim employees might be granted unpaid Hajj leave (up to 30 days, once per employer) [12][23][26]. Unpaid leave can be taken with employer approval [5][19]. You are also entitled to paid leave on official public holidays; if you work on one, you should receive compensation, typically a substitute day off or your normal wage plus a 50% premium [2][5][17][36].
Termination & Resignation: Procedures and Your Rights
Understanding how employment can end is crucial under the UAE Labour Law [12][37]. A major shift with the New Labour Law (Federal Decree-Law No. 33 of 2021) is that all employment contracts are now fixed-term, meaning they have a specified duration, though they can be renewed [2][3][4][5][6][7][8][9][16][20][22][24][37]. Unlimited contracts were phased out [3][4][7][9][22][37].
Notice Period: When either you or your employer decides to end the contract after probation, a written notice period is mandatory [7][8][12]
[29][30]. This period must be stated in your contract and will be between 30 and 90 days [12]
[15][26][29][37]. Throughout this notice period, the contract remains active, you are expected to work as usual, and you are entitled to your full pay based on your last wage [12][26][29]. If either party doesn't adhere to the notice period, they owe the other party compensation equal to the wage for the notice period missed ('payment in lieu of notice') [12][26]. If your employer initiates the termination, you're entitled to one unpaid day off per week during the notice period to look for a new job [12].
Termination by Employer: An employer can end your contract for a 'legitimate reason' (like performance issues or redundancy) as long as they follow the notice period rules [8][12]. However, Article 44 of the law lists specific, serious grounds where an employer can dismiss you without notice, but only after a written investigation [4][5][10][12]
[13][19][29][37]. These grounds include things like using a false identity, causing significant financial loss to the employer, repeatedly violating safety instructions or failing basic duties despite warnings, revealing confidential company secrets, being found intoxicated at work, assaulting someone at work, or being absent without justification for more than 7 consecutive days or 20 intermittent days in a year [5][10][12][19][29]
[34]. Importantly, even if dismissed under Article 44, you are still entitled to your end-of-service gratuity under the new law [10][19][22][34]. Termination is considered 'arbitrary' or unlawful if it's because you filed a genuine complaint or lawsuit against the employer; in such cases, a court might award you compensation [2][12][13][26][29].
Resignation by Employee: You can resign by providing the written notice period specified in your contract (30-90 days) [8][30]. There are also specific situations under Article 45 where you might be able to resign without notice, such as if your employer seriously breaches their obligations (and fails to fix the issue after you notify MOHRE) or if you face assault or harassment from the employer (provided you report it promptly) [12][26].
Probation Period Termination: Different rules apply during the probation period (maximum 6 months) [1][5][7][8][9][15][16][22]. An employer can end your employment with 14 days' written notice [1][5][7][8][9][15][16][22][27][36]. If you want to resign during probation to join a new employer within the UAE, you must give 30 days' written notice [1][2][5][8][9][15][16]. If you plan to resign during probation and leave the UAE, you need to give 14 days' notice [1][8][15][16]
[33].
Final Settlement: When your employment ends, your employer must pay all your final dues – including your final salary, payment for any unused annual leave, and your end-of-service gratuity – within 14 days of your last day [2][14][22][23]. You also have the right to request an experience certificate, free of charge, detailing your service dates and role [1][33].
End-of-Service Gratuity Explained
For foreign employees working in the UAE's private sector, the end-of-service gratuity is a key benefit you're entitled to upon leaving your job, provided you meet the criteria [8][14][16][18][23]. To be eligible, you must have completed at least one full year of continuous service with your employer [8][14][16][18][23][29].
The calculation is straightforward and based solely on your last basic salary – allowances for housing, transport, etc., are not included [1][2][3][4][8][14][15][16][29]. Here’s the formula: you get 21 days' basic salary for each of the first five years you worked for the company [1][2][3][4][8][12][14][15][16][20][23]. For every year of service after the initial five years, you get 30 days' basic salary per year [1][2][3][4][8][12][14][15][16][20][23]. Any periods of unpaid absence from work are not counted towards your service duration for this calculation [1][14][16].
There's a cap on the total amount: your final gratuity payment cannot exceed the equivalent of two years' total wages [1][16][20][26]. If you work part-time or under other flexible arrangements, your gratuity is calculated proportionally based on the hours you worked compared to a full-time employee [1][2][14][20]. Your employer does have the right to deduct any amounts you legally owe them (like an outstanding company loan) from your final gratuity payment [14][16]. Remember, under the New Labour Law, you are generally entitled to your gratuity even if dismissed for reasons listed under Article 44 [10][19][22][34].
What if Your Rights Are Violated?
If you believe your employer isn't respecting your rights under the UAE Labour Law, you have recourse 
[11][21][24][31]. You have the right to raise grievances [36][11][13][25][28]. The primary channel for this is filing a formal complaint with the Ministry of Human Resources and Emiratisation (MOHRE) [6][11][13][25][28][31]. MOHRE will typically attempt to mediate an amicable settlement between you and your employer, and for certain disputes (like claims under AED 50,000), they now have the power to issue binding decisions [10][11][13][15][24][31]. If settlement isn't possible, MOHRE may refer the case to the labour courts [6][10][11][12].
Knowing your rights regarding working hours, leave, termination procedures, and gratuity is essential for a secure and fair employment experience in the UAE [14][17][18][21]. The framework provided by Federal Decree-Law No. 33 of 2021 aims to balance the needs of employers and employees [3][5][14]. Always refer back to your employment contract for specific terms, utilize the resources provided by MOHRE, and consider seeking legal advice if you face complex situations or disputes [2][5][14][18][23][28].
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