The United Arab Emirates (UAE) has developed one of the most comprehensive labour law systems in the region, ensuring fairness, transparency, and protection for both employers and employees. Governed primarily by Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations and its amendments, the UAE Labour Law applies across all Emirates, including Dubai, Abu Dhabi, and Sharjah.
For employees working in the UAE, understanding your rights and obligations under this law is essential. It helps safeguard your professional interests, ensures compliance with legal standards, and provides clarity when addressing workplace issues such as contract disputes, salary delays, or termination.
This guide provides a detailed overview of the key employee rights guaranteed under UAE Labour Law and outlines the common workplace challenges employees may face, along with available legal remedies.
Key Employee Rights Under UAE Labour Law:
1. Written Employment Contract
Every employee in the UAE must have a written employment contract before starting work. This contract establishes the legal foundation of the employment relationship and must clearly include:
- Job title and responsibilities
- Salary, benefits, and payment schedule
- Working hours and overtime policies
- Annual leave and public holidays
- Probation period (if applicable)
- Termination notice period
- End-of-service gratuity and other entitlements
A clear and comprehensive employment contract promotes transparency and minimizes disputes between employer and employee.
2. Working Hours and Overtime Compensation
Standard working hours in the UAE are limited to 48 hours per week or 8 hours per day. During the holy month of Ramadan, Muslim employees are entitled to reduced working hours of 6 hours per day.
Employees who work beyond the standard hours are eligible for overtime compensation, generally at 125% of their normal hourly wage. Work performed on weekends or public holidays may be compensated at 150% or more, depending on the circumstances.
3. Annual Leave and Public Holidays
After completing one year of continuous service, employees are entitled to 30 calendar days of paid annual leave. During the first year, leave is accrued proportionally based on the length of service.
In addition, employees are entitled to paid leave on official public holidays recognized in the UAE. If an employee is required to work during these holidays, they must receive additional pay or compensatory leave in accordance with the law.
4. End-of-Service Gratuity
When employment ends lawfully, employees are entitled to end-of-service gratuity based on their basic salary and length of continuous service:
- 21 days’ wages for each of the first five years of service
- 30 days’ wages for each additional year after the first five
This gratuity serves as a financial benefit that supports employees after the end of their service and must be paid promptly by the employer.
5. Protection Against Unlawful Termination
UAE Labour Law requires that termination of employment be supported by legitimate and lawful reasons. Employers are prohibited from dismissing employees without valid justification. Employees who experience unfair or arbitrary dismissal have the right to file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE) or take their case to labour court.
- Employees are also entitled to advance notice of termination (typically 30 days) or payment in lieu of notice, as outlined in their employment contract.
- Common Workplace Challenges and Legal Remedies
Despite the protections established by law, employees may still encounter workplace challenges. UAE authorities have provided accessible legal mechanisms to address these issues effectively.
- Salary Non-Payment or Delay
Timely salary payment is a basic legal right. If an employer delays or withholds wages, employees may file a complaint through the Wage Protection System (WPS). The Ministry of Labour can then initiate mediation or enforcement procedures to ensure compliance.
- Unfair or Arbitrary Dismissal
Employees who believe their termination was unjustified or unlawful may file a grievance with MOHRE or pursue the matter in labour court. Possible remedies include reinstatement, financial compensation, or settlement for damages arising from the dismissal.
- Discrimination and Harassment
The UAE Labour Law prohibits discrimination based on gender, nationality, religion, or disability. It also protects employees from harassment and retaliation in the workplace. Employees facing such treatment can report it to the relevant authorities for investigation and appropriate legal action.
- Workplace Health and Safety
Employers are legally required to maintain a safe and healthy work environment. Employees have the right to report unsafe working conditions or practices that may endanger their well-being. Employers who fail to meet safety standards may face penalties and corrective measures.
Conclusion
Understanding your rights under UAE Labour Law is essential for maintaining a fair and professional work environment. Awareness of legal protections related to employment contracts, wages, termination, and workplace safety empowers employees to act confidently and responsibly.
Employees are encouraged to familiarize themselves with the latest labour regulations and seek legal guidance when necessary to ensure their rights are respected and enforced.
