UAE Working Hours: An Employer’s Guide to Labour Law Compliance in 2026
Managing working hours in the UAE involves more than establishing an office schedule. Employers must ensure that working arrangements comply with the applicable limits on daily and weekly hours, rest breaks, overtime, weekly rest days and reduced hours during Ramadan. These requirements also affect employment contracts, internal policies, payroll calculations, attendance records and workforce planning.
For private-sector businesses governed by the UAE Labour Law, the normal maximum working time is eight hours per day or 48 hours per week.
Employees must generally receive breaks when working for more than five consecutive hours, while any additional hours must be managed and compensated in accordance with the overtime provisions.
Different rules or exceptions may apply depending on the sector, employee category and working model. Businesses operating in the Dubai International Financial Centre or Abu Dhabi Global Market are also subject to separate employment frameworks. Employers should therefore identify the legislation governing their workforce before implementing schedules or calculating overtime.
This guide explains the UAE working-hours framework from an employer’s perspective, including normal working hours, breaks, overtime payments, Ramadan schedules, weekly rest, flexible arrangements and the compliance controls businesses should maintain.
Which Employers and Employees Are Covered?
The federal working-hours provisions apply to private-sector establishments, employers and employees across the UAE, including both UAE nationals and expatriates. Mainland businesses regulated by the Ministry of Human Resources and Emiratisation must structure their working arrangements in accordance with Federal Decree-Law No. 33 of 2021 and its Executive Regulations.
The federal Labour Law does not apply to employees of federal or local government entities, members of the armed forces, police and security services, or domestic workers. These categories are governed by separate employment legislation and regulations.
Businesses operating in free zones should also review the employment rules issued by their relevant free-zone authority. While the federal framework applies to most private-sector employment relationships, certain jurisdictions have their own employment regimes. In particular, companies established in the Dubai International Financial Centre and Abu Dhabi Global Market must follow the separate employment laws applicable within those financial free zones.
The applicable rules may also vary according to the employee’s working model, job category or industry. Full-time, part-time, temporary, flexible and remote working arrangements should therefore be reflected accurately in the employment contract and the employer’s internal working-hours policy.
Before establishing schedules or calculating overtime, employers should confirm:
Which employment legislation governs the business
Whether additional free-zone or sector-specific requirements apply
The working model stated in each employee’s contract
Whether the employee’s role falls within an exempt category
Whether any occupational restrictions affect working times or rest periods
Identifying the correct regulatory framework is essential because contractual terms or internal policies cannot reduce the minimum protections established by the applicable employment legislation.
Standard Working Hours in the UAE
Under the UAE Labour Law, the normal maximum working time for private-sector employees is eight hours per day or 48 hours per week. The 48-hour weekly limit is commonly associated with a six-day working week, but the law does not require every business to operate on a six-day schedule.
Employers may establish shorter working hours through the employment contract, internal policy or operational schedule. For example, a business operating five days per week may adopt a 40-hour schedule based on eight working hours per day. The statutory maximum should therefore be treated as a legal ceiling, not as the automatic working schedule for every employee.
When designing working arrangements, employers should consider both the daily and weekly limits. Distributing 48 hours across five days could cause the daily working time to exceed the normal eight-hour limit, potentially creating overtime obligations unless the arrangement is permitted under an applicable working model or sector-specific rule.
Certain economic sectors, employee categories or types of work may be subject to increased or reduced daily working hours under specific regulatory decisions. Employers should not assume that an industry practice overrides the general rule without confirming that an authorised exception applies.
The working schedule should be clearly documented in:
The employment contract
The employee handbook or HR policy
Shift schedules and duty rosters
Attendance and timekeeping records
Payroll and overtime calculations
Where the contractual working hours are lower than the statutory maximum, employers should continue to follow the agreed terms. Additional working time should be assessed against the contract and the applicable overtime provisions rather than treated as part of the employee’s ordinary schedule automatically.
Rest Breaks During the Working Day
Employees should not be required to work for more than five consecutive hours without receiving one or more breaks. The total break period must amount to at least one hour during the working day.
Breaks are generally not included in the calculation of working hours. An eight-hour working schedule may therefore extend across a longer period when an unpaid meal or rest break is added. For example, an employee working from 9:00 am to 6:00 pm with a one-hour break would ordinarily complete eight working hours.
The required hour does not necessarily have to be provided as one continuous break. Employers may divide it into several rest periods, provided that the total break time is at least one hour and the employee is not required to work for more than five consecutive hours without a break.
A break should represent an actual interruption of work. If an employee must continue responding to customers, monitoring equipment, attending calls or performing other duties, the employer should not automatically treat that period as unpaid break time.
Different arrangements may apply to shift-based establishments or roles where the technical or operational nature of the work requires continuity. Any alternative arrangement should be supported by the applicable regulatory provisions rather than introduced solely through company policy.
Employers should specify break arrangements in their working-hours policy and ensure that supervisors apply them consistently. Attendance systems should also distinguish between working time and scheduled breaks so that ordinary hours and overtime can be calculated accurately.
What Counts as Working Time?
Working time should include the periods during which an employee is required to perform duties for the employer. This may include scheduled operational work, mandatory meetings, required training, handover procedures and other tasks carried out under the employer’s direction.
Employers should also consider work performed outside the physical workplace. Remote work, business calls, online meetings or administrative tasks completed after normal hours may still constitute working time when they are required or authorised by the employer. These periods should be recorded and assessed when determining whether overtime is payable.
Commuting Time
Ordinary travel between an employee’s residence and workplace is generally not included in working hours. However, commuting time may count as working time in the following circumstances:
The employee remains inside a mode of transport because of severe weather and official warnings issued by the National Centre of Meteorology
Employer-provided transport is delayed by a traffic accident or sudden mechanical failure
The employment contract expressly states that commuting time will be included
Travel undertaken as part of an employee’s duties, such as travelling between client locations or company sites during the working day, should be distinguished from the employee’s normal journey to and from work.
Remote and Hybrid Work
When remote work is approved, whether from within or outside the UAE, the employer may establish specific working hours. These hours should be documented clearly so that the employee’s availability, attendance expectations, rest periods and overtime position can be determined consistently. Remote work should not be treated as an arrangement without defined boundaries. Employers should establish how working time will be recorded and whether approval is required before work is performed outside the agreed schedule.
Accurate definitions of working time are particularly important for businesses using flexible, hybrid, field-based or shift arrangements. Without clear records, an employer may find it difficult to verify normal hours, identify overtime or respond to an employment dispute.
Overtime Limits and Payment Requirements
An employer may require an employee to work beyond the normal working hours when operational circumstances make additional work necessary. As a general rule, overtime should not exceed two hours in one day. Additional hours beyond this limit are permitted only in exceptional circumstances, such as when the work is necessary to prevent a serious accident, avoid substantial loss or reduce the consequences of such an event. In all cases, the employee’s total working time must not exceed 144 hours during any three-week period.
Overtime compensation is calculated using the employee’s basic wage rather than the total salary, which may include housing, transport or other allowances.
Overtime period | Minimum compensation |
Overtime performed during ordinary daytime or evening hours | Pay for the additional hours based on the basic wage, plus at least 25% |
Overtime performed between 10:00 pm and 4:00 am | Pay for the additional hours based on the basic wage, plus at least 50% |
Night overtime performed by shift workers | The additional 50% night premium does not apply automatically to employees working under a shift system |
Employers should establish a clear overtime process requiring approval from an authorised manager before additional hours are worked. However, an internal approval procedure should be supported by reliable attendance records and should not replace the employer’s responsibility to identify work that was required or knowingly permitted. Overtime records should show:
The employee’s normal contractual hours
The date and duration of the additional work
The business reason for the overtime
The manager who authorised it
Whether the hours fell between 10:00 pm and 4:00 am
The basic wage used for the calculation
The amount paid through payroll
Repeated reliance on overtime may indicate that the employer’s staffing levels, shift structure or workload allocation should be reviewed. Overtime should remain a controlled operational measure rather than becoming an undocumented extension of the normal working day.
Working on Weekly Rest Days and Public Holidays
Private-sector employees are entitled to at least one paid rest day each week. The applicable rest day should be identified in the employment contract or the employer’s internal work regulations. A company may provide more than one weekly rest day, but it cannot reduce the statutory entitlement below one paid day.
When operational requirements make it necessary for an employee to work on the designated weekly rest day, the employer must provide one of the following:
A substitute rest day
Payment for the day worked at the normal rate, plus an additional amount equal to at least 50% of the employee’s basic wage for that day
An employee should not be required to work for more than two consecutive weekly rest days, except where the employee is engaged as a day worker.
Employees are also entitled to paid leave on official UAE public holidays. If an employee is required to work on a public holiday, the employer must either provide another rest day for each public holiday worked or pay the employee the normal wage for that day plus at least 50% of the basic wage for the day.
Type of day | Employer’s obligation when work is required |
Designated weekly rest day | Provide a substitute rest day or pay the normal daily wage plus at least 50% of the basic wage |
Official public holiday | Provide another rest day for each holiday worked or pay the normal daily wage plus at least 50% of the basic wage |
Employers should maintain a record of the option selected for each affected employee. Where substitute days are provided, the records should show when the entitlement was earned and when the replacement day was taken. Where additional payment is made, it should be identified correctly in payroll.
Public holiday dates should be monitored through official UAE announcements, particularly where the date depends on the Islamic calendar. Work schedules and employee communications should be updated promptly once the relevant holiday is confirmed.
Working Hours During Ramadan
During the holy month of Ramadan, normal working hours for private-sector employees governed by the federal Labour Law are reduced by two hours per day. The reduction applies to all covered employees, regardless of whether they are Muslim or observing the fast.
For an employee whose normal schedule is eight working hours per day, the Ramadan schedule will generally be reduced to six working hours. The reduction does not permit the employer to reduce the employee’s salary or require the employee to recover the hours at another time without considering the applicable overtime rules.
Where an employee works beyond the reduced Ramadan schedule, the additional time should be reviewed as potential overtime. Employers must continue to observe the daily overtime limit, the overall limit of 144 working hours during any three-week period and the applicable overtime premiums.
Before Ramadan begins, employers should:
Review employment contracts and normal working schedules
Issue the revised Ramadan working hours in writing
Adjust shifts and customer-service coverage
Update attendance and payroll systems
Ensure managers understand when overtime begins
Maintain the required rest breaks during the shortened working day
Monitor any additional instructions issued by MOHRE or the relevant free-zone authority
Businesses operating in DIFC, ADGM or another jurisdiction with specific employment regulations should confirm the Ramadan requirements applicable to that jurisdiction rather than applying the federal rule automatically.
Ramadan working arrangements should be planned in advance. A clear schedule allows the business to maintain operational coverage while avoiding uncertainty over attendance, overtime and payroll calculations.
Summer Midday Break for Outdoor Work
Employers whose personnel work outdoors must also comply with the UAE Occupational Heat Stress Prevention Policy, commonly known as the Midday Break. For 2026, outdoor work under direct sunlight and in open areas was prohibited between 12:30 pm and 3:00 pm from 15 June to 15 September.
The Midday Break is separate from the ordinary rest-break entitlement.
Employers cannot treat it solely as the employee’s meal break and disregard the remaining occupational health and safety requirements. Businesses affected by the policy should adjust their operations by:
Scheduling outdoor work during permitted morning and evening periods
Revising shift plans and project timelines
Providing shaded and appropriately cooled rest areas
Ensuring access to sufficient drinking water and hydration materials
Making first-aid facilities available at the worksite
Training supervisors to identify and respond to heat-related illness
Keeping working-time and break records for affected personnel
The total working time performed across the morning and evening shifts must still comply with the ordinary daily limit. Hours exceeding the normal schedule should be treated in accordance with the overtime provisions.
Limited exemptions may apply to essential technical work that cannot be postponed for operational or public-safety reasons. Employers should not assume that a project qualifies automatically. Any exempt activity should meet the applicable regulatory conditions and continue to follow the required heat-protection measures.
Companies using contractors or subcontractors should also verify how the policy is being implemented across the worksite. Outsourcing the activity does not remove the operational and reputational risks created by unsafe working conditions.
Working Hours Under Flexible and Alternative Work Models
The UAE employment framework recognises several working models, including full-time, part-time, temporary, flexible, remote and job-sharing arrangements. Using a different working model does not remove the employer’s responsibility to define working hours clearly and maintain accurate records.
For any arrangement other than full-time employment, the agreed hours should be stated in the employment contract. An employer should not require the employee to work beyond those contracted hours unless the employee provides written consent.
This requirement is particularly relevant where an employee is permitted to work for more than one employer. Each employer should understand the hours agreed under its own contract and avoid scheduling work in a way that exceeds the employee’s authorised arrangements.
Part-Time Work
A part-time contract should identify the number of working hours or working days. Additional hours should not be treated as automatically available simply because they remain below the general limit of eight hours per day or 48 hours per week.
Flexible Work
Under a flexible arrangement, the employee’s working hours or days may vary according to the employer’s operational requirements. The contract or policy should establish how schedules are communicated, how attendance is recorded and when additional hours require approval.
Remote and Hybrid Work
Employers may specify particular working hours for employees working remotely from within or outside the UAE. The arrangement should define availability, communication expectations, break periods, timekeeping and the procedure for obtaining approval before working additional hours.
Job Sharing
Where two or more employees share the duties of one position, each employee’s hours, responsibilities and remuneration should be documented separately. The employer should also ensure that handover time, joint meetings and additional coverage are recorded correctly.
Alternative working models can provide operational flexibility, but they should not create uncertainty over when work begins, when it ends or how additional time will be compensated. Clear contractual terms and consistent timekeeping remain essential.
Categories Exempt from the Standard Maximum Hours
The Executive Regulations identify limited categories that may be exempt from the standard maximum working-hours provisions. Employers should apply these exemptions carefully, as a job title or senior designation alone does not automatically remove an employee from the ordinary rules. The recognised categories include:
Chairpersons and members of boards of directors
Employees occupying supervisory positions where the role gives them the effective powers of an employer
Maritime vessel crews and employees working at sea under special service conditions
Work that must operate continuously through successive shifts for technical reasons, provided that average working hours do not exceed 56 hours per week
Preparatory or supplementary activities that must be performed outside the establishment’s general working hours
For supervisory employees, the actual responsibilities and authority of the position are more important than the title. Describing an employee as a manager or supervisor does not necessarily establish an exemption if the individual does not exercise genuine employer-level powers.
Similarly, the continuous-work exemption is not a general permission for every business operating shifts to schedule 56-hour weeks. The technical nature of the activity must require continuous operation, and the employer must still remain within the permitted weekly average.
An exemption from the maximum-hours provisions should not be interpreted as an exemption from all employment obligations. Employers must continue to consider contractual terms, occupational health and safety requirements, weekly rest, public holidays and any sector-specific regulations that apply. Before relying on an exemption, the employer should document:
The legal category being applied
The employee’s actual duties and authority
The operational or technical reason for the exemption
The working schedule and average weekly hours
Any additional regulatory approval or sector rule
Where the position does not clearly fall within an exempt category, the safer approach is to apply the ordinary working-hours and overtime provisions.
Employer Policies and Working-Time Records
Working-hours compliance depends on the employer’s ability to demonstrate what schedule applied, how many hours were worked and how additional time was compensated. A written policy without reliable attendance and payroll records may not be sufficient if a dispute arises.
Establishments employing 50 or more workers are required to maintain formal work regulations. These regulations must include daily working hours, weekly rest days, official holidays and the measures required to prevent workplace injuries and fire hazards.
Smaller employers should also maintain a clear working-hours policy, even where the formal regulatory requirement for establishments with 50 or more workers does not apply. The policy should address:
Normal daily and weekly working hours
Shift schedules and roster changes
Meal and rest breaks
Attendance and timekeeping procedures
Remote and flexible working arrangements
Overtime approval and calculation
Night work and shift work
Weekly rest days and public holidays
Ramadan working hours
Summer Midday Break requirements, where relevant
The treatment of lateness, absence and unauthorised early departure
Employers should retain supporting records such as signed employment contracts, attendance reports, shift rosters, overtime approvals, payroll calculations and evidence of substitute rest days. These records should be consistent with the amounts processed through payroll and, where applicable, the Wage Protection System.
The Labour Law requires employers to maintain employee files and records for at least two years after the employee’s service ends. Businesses may need to retain particular documents for longer where another legal, regulatory, tax or dispute-related requirement applies.
Responsibility should also be allocated clearly within the organisation. Managers may approve overtime, but HR or payroll should verify that the hours, applicable premium and supporting records are correct before payment is processed.
A consistent system protects both the employer and the workforce. It also allows management to identify excessive overtime, scheduling problems and operational areas where additional staffing may be required.
Common Working-Hours Compliance Mistakes
Working-hours disputes often arise because the employer’s written policy, actual management practices and payroll records do not align. The following mistakes should be addressed before they become routine operational practices.
Treating 48 Hours as the Required Weekly Schedule
The 48-hour limit is the normal statutory maximum, not a mandatory schedule for every employee. Employers must also consider the hours stated in the employment contract and company policy.
Ignoring Work Performed Outside the Workplace
Required calls, online meetings, reporting, training or administrative duties completed remotely may still constitute working time. Employers should establish clear rules for recording and approving work performed outside the normal schedule.
Providing Insufficient Breaks
Employees should not work for more than five consecutive hours without receiving breaks totalling at least one hour. Operational pressure does not remove this requirement.
Using an Incorrect Overtime Calculation
Payroll teams must identify the correct basic wage, number of additional hours and applicable premium. Ordinary overtime, night overtime, weekly rest days and public holidays should not all be processed in the same way.
Assuming Every Manager Is Exempt
A managerial or supervisory title does not automatically exempt an employee from maximum-hours provisions. The individual must exercise genuine employer-level authority or fall within another recognised exemption.
Failing to Adjust Ramadan Schedules
Continuing the ordinary schedule during Ramadan without applying the required two-hour reduction can create working-hours and overtime issues.
Replacing Weekly Rest Without Proper Records
Where an employee works on a weekly rest day or public holiday, the employer should document whether a substitute day or additional payment was provided.
Using Informal Shift Changes
Verbal changes and messaging applications may help coordinate operations, but they should not replace an approved roster and accurate attendance record.
Applying Federal Rules Without Checking the Jurisdiction
Free-zone businesses should confirm whether the federal Labour Law, the relevant authority’s employment regulations or a separate framework such as DIFC or ADGM law applies.
Keeping Incomplete Attendance Records
A payroll figure without the supporting schedule, attendance data and overtime approval may be difficult to justify during an inspection or employment dispute.
A compliant system requires the contract, policy, schedule, attendance record and payroll calculation to tell the same story.
UAE Working-Hours Compliance Checklist for Employers
Employers can use the following checklist to review whether their working arrangements, internal controls and payroll practices are aligned.
Regulatory Framework
Confirm which employment law applies to the business and its employees
Check whether any free-zone, sector-specific or occupational rules apply
Verify whether any employee genuinely falls within an exempt category
Employment Contracts and Policies
State the employee’s working model and normal hours in the employment contract
Ensure company policies match the contractual schedule
Identify weekly rest days, break periods and official holiday arrangements
Document the rules for remote, hybrid, flexible and part-time work
Issue formal work regulations where the business employs 50 or more workers
Scheduling and Attendance
Keep normal working time within eight hours per day and 48 hours per week unless an authorised exception applies
Prevent employees from working for more than five consecutive hours without the required breaks
Maintain accurate attendance, shift and remote-work records
Record required meetings, training and work completed outside the workplace
Apply the reduced schedule during Ramadan
Implement the Midday Break and heat-protection requirements for outdoor operations
Overtime and Rest Days
Require appropriate authorisation before overtime is performed
Keep overtime within two hours per day, except in legally permitted exceptional circumstances
Monitor the maximum total of 144 working hours over three weeks
Apply the correct premium for ordinary and night overtime
Record work performed on weekly rest days and public holidays
Provide the required substitute rest day or additional payment
Payroll and Recordkeeping
Use the correct basic wage when calculating overtime premiums
Reconcile attendance records with payroll calculations
Retain evidence of overtime approvals and substitute rest days
Ensure payments are reflected accurately in payroll and the Wage Protection System, where applicable
Maintain employee files and records for at least two years after the employment relationship ends
Working-hours compliance should be reviewed whenever the company changes its operating schedule, introduces a new working model, expands into a different jurisdiction or recruits employees for shift-based or outdoor roles.
Frequently Asked Questions
What are the maximum normal working hours in the UAE private sector?
The normal maximum is eight hours per day or 48 hours per week for employees governed by the federal Labour Law. Specific sectors, work categories and jurisdictions may be subject to different rules.
Must every employer schedule employees for 48 hours per week?
No. The 48-hour limit is a statutory maximum, not a mandatory schedule. Employers may establish shorter hours through the employment contract, company policy or operational timetable.
Are meal and rest breaks included in working hours?
Breaks are generally excluded from working hours. Employees should not work for more than five consecutive hours without receiving one or more breaks totalling at least one hour.
How much overtime can an employer require?
Overtime should generally not exceed two hours per day. Longer periods are permitted only in limited exceptional circumstances, and total working time must not exceed 144 hours during any three-week period.
How is ordinary overtime compensated?
The employee must receive payment for the additional hours based on the basic wage, plus an increase of at least 25%.
Does a different rate apply to night overtime?
Yes. Overtime performed between 10:00 pm and 4:00 am is compensated using the basic wage plus an increase of at least 50%. The additional night premium does not automatically apply to employees working under a shift system.
Are managers automatically exempt from working-hours limits?
No. A managerial or supervisory title is not sufficient. The exemption applies where the position gives the individual genuine employer-level authority or where another recognised exemption applies.
Do reduced Ramadan hours apply to all employees?
The two-hour daily reduction applies to private-sector employees covered by the federal Labour Law, regardless of religion or whether the employee is fasting.
Can an employer require work on a weekly rest day or public holiday?
Yes, where operational circumstances require it. The employer must provide the applicable substitute rest day or additional payment in accordance with the Labour Law.
Does work performed remotely count as working time?
It may count when the work is required or authorised by the employer. Remote and hybrid arrangements should specify working hours, availability, timekeeping and overtime approval procedures.
Can a part-time employee be required to work additional hours?
An employee working under a model other than full-time should not be required to work beyond the hours stated in the contract without written consent.
Is commuting time included in working hours?
Ordinary travel between the employee’s residence and workplace is generally excluded. Exceptions may apply where the contract includes it, severe weather causes transport delays or employer-provided transport is delayed by an accident or sudden malfunction.
Do the same working-hours rules apply in every UAE free zone?
Not necessarily. Many free-zone employment arrangements follow the federal framework together with the authority’s own rules, while DIFC and ADGM operate under separate employment legislation. Employers should confirm the applicable jurisdiction before setting schedules or calculating overtime.
How NUR Advisors Group Can Help
Working-hours compliance involves more than applying the standard daily and weekly limits. Employment contracts, internal policies, shift arrangements, attendance records and payroll calculations must all reflect how the business operates in practice.
NUR Advisors Group supports UAE businesses with practical HR, payroll and government-services coordination, including:
Reviewing employment contracts and workplace policies
Structuring working hours, shifts and rest periods
Developing overtime approval and calculation procedures
Reviewing attendance and working-time records
Coordinating payroll and Wage Protection System requirements
Preparing Ramadan and summer Midday Break procedures
Supporting part-time, flexible and remote-working arrangements
Coordinating employment matters with MOHRE and relevant free-zone authorities
Providing ongoing HR and PRO support
If your business is reviewing its working arrangements or establishing an employment compliance framework, contact NUR Advisors Group for guidance tailored to your workforce, jurisdiction and operating requirements.
Disclaimer
The information contained in this article is provided by NUR Advisors Group for general informational purposes only. It does not constitute legal, tax, accounting, financial, immigration, employment or other professional advice and should not be relied upon as a substitute for advice tailored to your specific circumstances.
Although reasonable efforts are made to ensure that the information is accurate at the date of publication, laws, regulations, procedures, fees and government requirements may change without notice. NUR Advisors Group makes no representation or warranty regarding the completeness, accuracy or continued validity of the information and, to the fullest extent permitted by law, accepts no liability for any action taken or decision made in reliance upon it.
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