The UAE Labour Law in 2026 is primarily Federal Decree-Law No. 33 of 2021 Regulating Labour Relations, which came into force on 2 February 2022 and has since been amended. It governs most private-sector employment relationships in the UAE and covers employment contracts, wages, working hours, leave, resignation, termination, gratuity and labour disputes.
The law does not apply in exactly the same way to every worker. DIFC and ADGM have separate employment regimes, while domestic workers are governed by separate federal legislation.
UAE Labour Law 2026: Quick Summary
| Topic | Current Position |
| Main federal law | Federal Decree-Law No. 33 of 2021, as amended |
| Main scope | Most UAE private-sector employment |
| Standard working hours | 8 hours per day or 48 hours per week |
| Probation period | Maximum 6 months |
| Annual leave | 30 days after one year of service |
| Sick leave | Up to 90 days after probation, subject to the statutory pay structure |
| Maternity leave | 60 days: 45 days full pay and 15 days half pay |
| General notice period | 30–90 days |
| Gratuity | Generally based on basic wage for eligible foreign full-time workers |
| Final dues | Generally payable within 14 days after the contract ends |
| Main federal authority | Ministry of Human Resources and Emiratisation (MOHRE) |
These are general federal private-sector rules. The employee’s work pattern, jurisdiction, contract and any applicable free-zone regime can affect the position in a specific case.
What Is the Current UAE Labour Law in 2026?
The current federal private-sector labour framework is Federal Decree-Law No. 33 of 2021 Regulating Labour Relations, together with its Executive Regulation and subsequent amendments. There is no separate general “UAE Labour Law 2026” replacing this framework.
Federal Decree-Law No. 33 of 2021 and Its Executive Regulations
Federal Decree-Law No. 33 of 2021 came into force on 2 February 2022, replacing the previous Federal Law No. 8 of 1980 for employment relationships within its scope. Cabinet Resolution No. 1 of 2022 contains the principal Executive Regulation.
The legal framework has since been amended. One important amendment was Federal Decree-Law No. 14 of 2022, which removed the original statutory three-year maximum from Article 8(3) and replaced it with a rule that an employment contract is concluded for a definite period renewable by agreement.
The labour-dispute framework was also amended. The current consolidated law reflects the 2024 changes to Article 54, including MOHRE’s decision-making powers in certain individual disputes, the Court of First Instance challenge route and the current two-year limitation rule for claims arising under the Labour Law.
What Do “UAE Labour Law 2022, 2023 and 2024” Searches Mean?
“UAE Labour Law 2022” normally refers to Federal Decree-Law No. 33 of 2021 because it became effective on 2 February 2022. Searches for the 2023 or 2024 Labour Law generally relate to later amendments, implementing decisions or updated employment rules rather than completely separate labour codes.
Employers and employees should therefore check the current consolidated law and current MOHRE regulations, rather than relying on an article or PDF labelled only by year.
Where Can You Download the Official UAE Labour Law PDF?
The safest source for the current UAE Labour Law is the UAE’s official legislation portal or MOHRE, rather than an unofficial PDF hosted on a third-party website.
View the UAE Labour Law on the official UAE Legislation portal
The official legislation page is maintained and updated as the legal framework changes.
Who Does UAE Labour Law Apply To?
Federal Decree-Law No. 33 of 2021 applies to establishments, employers and workers in the UAE private sector within its statutory scope. Government employees, members of the armed forces, police and security services, and domestic workers are expressly excluded from this federal private-sector Labour Law.
Mainland UAE and Most Private-Sector Employment
Employees working for mainland private-sector businesses generally fall under the federal UAE Labour Law.
Employees in most free zones are also subject to the federal framework alongside the rules and administrative procedures of the relevant free-zone authority. DIFC and ADGM are major exceptions because they have their own independent employment regimes.
Is Dubai Labour Law Different From UAE Labour Law?
For most private-sector employees in Dubai, the relevant labour legislation is the federal UAE Labour Law, not a separate general “Dubai Labour Law.”
The main exception is employment within the Dubai International Financial Centre (DIFC), which has its own Employment Law and employment regulations. The DIFC legal database currently identifies DIFC Employment Law No. 2 of 2019 together with its amendments.
What About Abu Dhabi Labour Law?
Most private-sector employment in Abu Dhabi is also governed by the federal UAE Labour Law.
Employment within the Abu Dhabi Global Market (ADGM) follows a separate framework. The ADGM Employment Regulations 2024 came into force on 1 April 2025 and apply to ADGM employers and employees.
DIFC and ADGM Have Separate Employment Regimes
DIFC and ADGM should not be treated as ordinary mainland employment jurisdictions.
Their own employment laws regulate matters such as contractual rights, leave, termination and end-of-service arrangements. Before applying a federal Labour Law rule to an employee working in either financial free zone, confirm which legal regime governs the employment relationship.
Does UAE Labour Law Apply to Domestic Workers?
Domestic workers are excluded from Federal Decree-Law No. 33 of 2021 and are governed by a separate legal regime based on Federal Decree-Law No. 9 of 2022 Concerning Domestic Workers, as amended.
That means rules for private-sector company employees should not automatically be applied to housemaids, nannies, private drivers, household cooks and other occupations classified as domestic work.
Employment Contracts Under UAE Labour Law
Private-sector employment contracts under the current federal framework are fixed-term contracts for a definite period that may be renewed by agreement between the employer and employee. The old unlimited-contract model is no longer the standard contractual form under the current Labour Law.
Fixed-Term Employment Contracts
Article 8 requires the employment contract to be for a definite period and allows renewal based on the parties’ agreement.
The original 2021 version of the law contained a three-year maximum. Federal Decree-Law No. 14 of 2022 removed that maximum from Article 8(3). The current statutory rule therefore does not impose the original three-year cap.
This is worth checking carefully because some older online guidance still refers to the original three-year rule.
For a detailed explanation of fixed-term contracts, see our guide to fixed-term employment contracts in the UAE.
What Happened to Unlimited Employment Contracts?
Unlimited employment contracts belong to the previous labour-law regime. The 2021 Labour Law created a transition to fixed-term contracts, and unlimited contracts were required to be converted within the prescribed transition arrangements.
Employees should therefore avoid relying on old rules for unlimited contracts when assessing a current resignation, notice-period or termination dispute.
What Should an Employment Contract Include?
An employment contract should clearly record the essential terms of the employment relationship, including the start date, type of work, workplace, contract duration and wage. Official UAE Government guidance also requires the employment contract to reflect the agreed job offer and applicable MOHRE requirements.
Clear drafting is particularly important for:
- Basic wage and allowances
- Job title and duties
- Work location
- Contract duration
- Notice period
- Working arrangements
- Benefits
- Confidentiality and restrictive covenants where applicable
Where the contract needs to be prepared or assessed before signing, our employment contract drafting and review service can assist with UAE employment terms.
UAE Labour Law Probation Period
The maximum probation period under the federal UAE Labour Law is six months, and an employee may not be placed on probation more than once by the same employer. If employment continues after probation, that period counts toward the employee’s service.
How Long Can Probation Last?
Probation can be agreed for a shorter period, but it cannot exceed six months under Article 9.
An employer cannot extend a six-month probation period by imposing a second probation period with the same employer.
Can an Employer Terminate During Probation?
Yes. An employer may terminate employment during probation but must give the employee at least 14 days’ written notice before the termination date.
Probation does not remove the need to comply with the statutory termination procedure applicable to that period.
Can an Employee Resign During Probation?
Yes, but the notice requirement depends on what the employee intends to do next.
An employee moving to another employer in the UAE during probation must generally give at least one month’s written notice. An employee ending the contract in order to leave the UAE must generally provide 14 days’ written notice. Recruitment-cost consequences may also arise in the circumstances specified by Article 9.
For the wider notice rules, see our guide to UAE notice period rules.
Wages, Basic Salary and Salary Deductions Under UAE Labour Law
UAE Labour Law distinguishes between basic wage and the employee’s wider wage package, and this distinction matters for overtime, gratuity and some other statutory calculations. Employers must also pay wages in accordance with the employment contract and the approved wage-payment system.
Basic Salary vs Total Salary
Basic salary is the contractual amount paid for the employee’s work before adding allowances and other benefits that form part of the wider remuneration package.
Total wage may include the basic wage together with contractual cash or in-kind allowances and benefits. This distinction is particularly important because end-of-service gratuity for eligible foreign full-time workers is calculated using the basic wage, not housing, transport and similar allowances.
Does UAE Labour Law Set a Fixed Basic Salary Percentage?
No general provision in Federal Decree-Law No. 33 of 2021 requires basic salary to equal a fixed percentage such as 60% of total salary.
The law requires wages to be specified in the employment contract and distinguishes basic wage from the wider wage package, but employers and employees should not treat common payroll ratios as if they were a universal statutory percentage.
Wage Protection System and Salary Payment
Private-sector establishments subject to the Wage Protection System (WPS) must pay employees’ wages through approved channels in the amount and at the time agreed in their employment contracts. MOHRE launched an upgraded WPS in December 2025, which remains part of the current 2026 wage-compliance framework.
The system is intended to create a transparent record of salary payment and reduce disputes caused by delayed or unpaid wages.
Salary Deductions Under UAE Labour Law
An employer cannot deduct amounts from an employee’s wage simply because it chooses to do so. Article 25 permits deductions only in specified situations and subject to applicable limits.
Where several lawful deductions apply at the same time, the statutory framework limits the total amount that can be deducted or withheld. Disciplinary deductions are also subject to their own limits and procedural requirements.
What If an Employer Does Not Pay Salary?
An employee whose salary remains unpaid can raise the matter with the employer and, where it is not resolved, use the applicable MOHRE complaint process.
Wage claims should be supported with the employment contract, salary records, WPS information where available, bank records and communications concerning the unpaid amount.
For the practical complaint route, see our guide to an unpaid salary complaint in the UAE.
AED 6,000 Minimum Wage for Emiratis in the Private Sector
From 1 January 2026, MOHRE increased the minimum salary for Emirati citizens working in the private sector to AED 6,000 per month. Employers with existing Emirati employees were given until 30 June 2026 to adjust salaries, with compliance measures beginning from 1 July 2026.
This is not a general AED 6,000 minimum wage for every private-sector employee in the UAE. It is a specific minimum applicable to Emiratis under the current Emiratisation framework.
Working Hours and Overtime Under UAE Labour Law
Normal private-sector working hours are generally eight hours per day or 48 hours per week, subject to statutory exceptions and specific categories regulated differently.
Standard Working Hours in the UAE
Article 17 establishes the standard maximum normal working hours at eight hours per day or 48 hours per week.
Working hours may be increased or reduced for certain sectors or categories in accordance with the Executive Regulation. Time spent commuting is generally not counted as working time except in circumstances recognised by the applicable rules.
How Is Overtime Calculated?
Ordinary overtime is generally paid at the employee’s normal hourly wage calculated on the basic wage, plus an increase of at least 25%.
Where qualifying overtime is worked between 10:00 pm and 4:00 am, the increase is at least 50%, except for workers operating under applicable shift arrangements. An employer may generally require no more than two additional hours per day except under the conditions permitted by the Executive Regulation.
If an employee works on the weekly rest day, the law provides for a substitute rest day or the applicable additional payment.
Working Hours During Ramadan
Normal private-sector working hours are reduced by two hours per day during Ramadan.
MOHRE confirmed the same rule for Ramadan 2026 and stated that businesses may implement flexible or remote working arrangements within the reduced daily hours where appropriate to the nature of the work.
Rest Breaks and Weekly Rest
An employee should not work for more than five consecutive hours without one or more breaks totalling at least one hour. These breaks are generally not counted as working time.
Workers are also entitled to at least one paid weekly rest day as specified in the employment contract or workplace regulations.
Leave Entitlements Under UAE Labour Law
Federal private-sector employees may qualify for annual leave, sick leave, maternity and parental leave, compassionate leave, study leave and certain other statutory leave. Each entitlement has its own eligibility and payment rules.
Annual Leave
A full-time employee is entitled to 30 days of fully paid annual leave for each year of service after completing one year.
Where service exceeds six months but is less than one year, the entitlement is two days for each month of service. If employment ends with accrued unused leave, the employee may be entitled to payment for that balance in accordance with the law, with the relevant termination calculation based on basic wage.
Sick Leave
After completing probation, an employee can be entitled to up to 90 days of sick leave per year, whether continuous or intermittent:
- First 15 days: full pay
- Next 30 days: half pay
- Remaining 45 days: unpaid
There is no statutory entitlement to paid sick leave during probation, although an employer may grant unpaid sick leave supported by an appropriate medical report.
For eligibility, notification rules and difficult sick-leave scenarios, see our detailed guide to sick leave rights under UAE Labour Law.
Maternity and Parental Leave
A female private-sector employee is entitled to 60 days of maternity leave: the first 45 days at full pay and the following 15 days at half pay. Additional unpaid leave can apply in qualifying medical circumstances connected with pregnancy or childbirth.
A mother or father is also entitled to five paid working days of parental leave, which may be taken continuously or intermittently within six months from the child’s birth.
Compassionate Leave
Private-sector employees are entitled to paid bereavement leave of:
- Five days following the death of a spouse
- Three days following the death of a parent, child, sibling, grandchild or grandparent
The statutory leave begins from the date of death.
Study Leave and Other Statutory Leave
An employee who has completed at least two years with the employer and is studying at an approved educational institution in the UAE can qualify for 10 paid working days of study leave per year to sit examinations.
The federal framework also recognises other categories, including parental leave and leave connected with national service where applicable.
Unpaid Leave
An employee may take unpaid leave where the employer agrees to it.
Unless a specific statutory rule provides otherwise, general unpaid leave does not usually count toward the employee’s period of service for purposes that depend on continuous service, and the effect on pension contributions or other entitlements should be checked where relevant.
Marriage Leave and Emergency Leave: Are They Statutory Rights?
The federal private-sector Labour Law does not create a general standalone paid “marriage leave” or generic “emergency leave” entitlement for all employees.
An employee may nevertheless have such benefits under a more favourable employment contract or company policy, or may use annual leave or agreed unpaid leave depending on the circumstances. Statutory leave categories such as compassionate or parental leave should be considered separately where they apply.
Resignation and Notice Period Under UAE Labour Law
Employees may resign from a fixed-term employment contract, but the general rule is that they must comply with the agreed written notice period unless a specific statutory exception allows them to leave without notice.
How Much Notice Must an Employee Give?
Under Article 43, the contractual notice period for ordinary termination must generally be at least 30 days and no more than 90 days.
The employment relationship continues during the notice period, and the employee is entitled to the agreed wage while the contract remains in force. A party that fails to serve the required notice may owe notice compensation for the unserved period.
For the detailed rules covering resignation, termination and probation, see our guide to UAE notice period rules for resignation and termination.
Can an Employee Resign Without Notice?
An employee can leave without notice while retaining end-of-service rights only in the circumstances specified by Article 45.
These include:
- An employer’s contractual or legal breach where the employee notifies MOHRE 14 working days before leaving and the breach is not remedied after MOHRE notification
- Assault, violence or workplace harassment by the employer or legal representative, subject to the required reporting
- A grave workplace danger that the employer knows about and fails to remove
- Being instructed to perform work fundamentally different from the agreed work without written consent, except where the statutory necessity exception applies
These exceptions should not be treated as a general right to resign immediately whenever an employment disagreement occurs.
What Benefits Are Payable After Resignation?
An employee who resigns may still be entitled to outstanding contractual and statutory dues, depending on eligibility.
These can include:
- Unpaid salary
- Payment for accrued unused annual leave
- Notice-related amounts where applicable
- End-of-service gratuity where the qualifying conditions are met
- Other contractual benefits or amounts already earned
The employer must generally pay wages and other end-of-contract entitlements within 14 days from the contract end date.
Termination and Dismissal Under UAE Labour Law
An employment contract may end through expiry, mutual agreement, lawful termination with notice or one of the other grounds recognised by Article 42. Dismissal without notice is permitted only in the specific circumstances prescribed by law.
Termination With Notice
Either party may ordinarily terminate the employment contract by following the applicable legal requirements and the contractual notice period.
Termination with notice does not remove the employer’s obligation to settle salary, accrued leave, gratuity where applicable and other outstanding entitlements.
When Can an Employer Terminate Without Notice?
Article 44 allows an employer to dismiss an employee without notice only for specified serious grounds.
Examples include qualifying cases involving:
- False identity or forged documents
- Serious material loss caused to the employer
- Serious safety-rule violations
- Continued failure to perform basic duties after the required process
- Disclosure of protected business secrets in the circumstances specified by law
- Certain intoxication or misconduct at work
- Assault
- Statutorily defined absence
- Unlawful exploitation of position
- Joining another establishment without following the applicable rules
Summary dismissal requires a written investigation, and the dismissal decision must be written, justified and delivered to the employee.
Disciplinary Action and Warning Letters
Employers must use disciplinary sanctions proportionately and follow the procedures prescribed by the Labour Law and Executive Regulation.
Available sanctions range from written notice and warning through wage deductions, suspension and dismissal in the circumstances permitted by law. The Executive Regulation also establishes procedural safeguards concerning investigation, notification and the employee’s opportunity to respond.
A warning letter should therefore form part of a genuine disciplinary process rather than being treated as an informal shortcut to termination.
What Is Unlawful or Arbitrary Termination?
Under the current Article 47, the statutory concept of unlawful termination is narrower than many explanations based on the old Labour Law.
Termination is considered unlawful under Article 47 where the employer dismisses the employee because the employee submitted a serious complaint to MOHRE or filed a lawsuit against the employer that is proven valid. If established, the court may award fair compensation based on the circumstances, capped at three months’ wage, without prejudicing other entitlements.
This should not be confused with the outdated assumption that every employer-initiated termination without a broadly defined “good reason” automatically creates a three-month compensation entitlement.
For a detailed review of dismissal grounds and remedies, see our guide to termination rights under UAE Labour Law.
What Happens to Employee Benefits After Termination?
Termination does not erase amounts already earned.
Depending on the circumstances, the final settlement may include salary, accrued unused annual leave, notice compensation, eligible gratuity and other contractual entitlements. The law generally requires final wages and other entitlements to be paid within 14 days from the contract end date.
End-of-Service Gratuity and Final Settlement
Eligible foreign full-time employees who complete at least one year of continuous service can qualify for statutory end-of-service gratuity calculated on the last basic wage, subject to the current Labour Law and any applicable alternative end-of-service scheme.
Who Qualifies for End-of-Service Gratuity?
A foreign full-time worker generally becomes entitled to statutory gratuity after completing at least one year of continuous service.
Unpaid absence days are excluded from the service period used for the traditional gratuity calculation. UAE nationals are subject to the applicable pension and social-security framework rather than the expatriate gratuity formula.
How Is UAE Gratuity Calculated?
For an eligible foreign full-time worker, the traditional gratuity formula is:
| Service | Gratuity Rate |
| First 5 years | 21 days of basic wage for each year |
| Service after 5 years | 30 days of basic wage for each additional year |
Fractions of a year are calculated proportionately once the employee has completed at least one year of continuous service. Total statutory gratuity under this formula cannot exceed two years’ wage.
Is Gratuity Calculated on Basic Salary or Total Salary?
Traditional end-of-service gratuity is calculated on the employee’s last basic wage, not the total salary package.
Housing, transport, utilities and similar allowances are therefore not included in the statutory gratuity base under the traditional Article 51 calculation.
For calculations and disputed gratuity cases, see our guide to end-of-service gratuity calculation and disputes.
Does Resignation Affect Gratuity?
Under the current federal Labour Law, an eligible foreign full-time employee who resigns after completing the qualifying service can receive gratuity without the old-law resignation reduction formula.
The current calculation depends principally on qualifying service, basic wage and the applicable end-of-service system.
What Should Be Included in the Final Settlement?
A final settlement should account for all amounts legally or contractually due when employment ends.
Depending on the case, this can include:
- Outstanding wages
- Accrued unused annual leave
- Notice compensation
- End-of-service gratuity or applicable alternative-scheme entitlement
- Other earned contractual benefits
- Lawful deductions, if any
The employer must generally settle wages and other entitlements within 14 days after the contract ends.
The UAE also operates a voluntary Alternative End-of-Service Benefits Savings Scheme. Where an employer validly enrols employees in that system, the treatment of post-enrolment end-of-service benefits differs from the traditional gratuity formula.
Health Insurance and Other Employer Obligations
Employers have statutory obligations that extend beyond salary and leave, including workplace safety, legally required insurance arrangements and protection against prohibited discrimination, harassment and violence.
Is Health Insurance Mandatory for Private-Sector Employees?
Health insurance has been expanded across the UAE as part of the residency and employment framework.
From 1 January 2025, the federal health-insurance initiative extended mandatory coverage to private-sector employees and domestic workers across the emirates, complementing the health-insurance systems already operating in Abu Dhabi and Dubai. MOHRE states that an employee health-insurance policy is a fundamental requirement for issuing or renewing a residency visa under the expanded system.
The precise insurance product and regulatory requirements can depend on the emirate, employee category and applicable health-insurance system.
Workplace Health and Safety
Employers must provide an appropriate and safe working environment and comply with occupational health and safety requirements.
Where a worker suffers a qualifying work injury or occupational illness, the employer has specific medical-care, reporting and compensation obligations.
Discrimination, Harassment and Equal Treatment
Federal Labour Law prohibits discrimination on grounds including race, colour, sex, religion, nationality, social origin and disability where it undermines equal opportunity or equal treatment in employment.
The law also requires equal pay for women performing the same work or work of equal value and prohibits sexual harassment, bullying and verbal, physical or psychological violence against workers.
These protections apply independently of an employer’s internal HR policies.
How Are Labour Disputes Handled Through MOHRE?
Individual labour disputes within MOHRE’s jurisdiction generally begin with a complaint to the Ministry, which first examines the dispute and seeks an amicable resolution. The next step depends on the value and nature of the claim.
When Should a Labour Complaint Be Filed?
A complaint may be appropriate where an employment issue cannot be resolved directly and concerns rights arising from the Labour Law, employment contract or relevant implementing rules.
Common disputes include:
- Unpaid wages
- Final-settlement disputes
- Gratuity disputes
- Notice-period claims
- Termination disputes
- Leave entitlements
- Contractual employment rights
Under the current Article 54, claims concerning rights arising under the Labour Law are generally not heard after two years from termination of the employment relationship. This is a current rule introduced through the amended framework and should not be confused with older references to a one-year period.
What Happens After a Complaint Is Submitted?
MOHRE examines the complaint and first takes the steps it considers necessary to seek an amicable settlement.
If the dispute falls within MOHRE’s statutory decision-making authority, the Ministry may issue an enforceable decision. Other unresolved disputes are referred to the competent court in accordance with Article 54.
For the practical filing process and documentation, see our guide on how to file a MOHRE labour complaint.
When Can MOHRE Issue a Decision Instead of Referring the Dispute?
Under the current Article 54, MOHRE may resolve an individual labour dispute by decision where:
- The value of the claim does not exceed AED 50,000; or
- The dispute concerns failure by either party to comply with an earlier amicable settlement decision, regardless of the claim value
The Ministry’s decision has executory force under the statutory procedure.
When Does a Labour Dispute Go to Court?
Where MOHRE issues a decision under its Article 54 authority, either party may bring the matter before the competent Court of First Instance within 15 working days from notification of the decision.
The current law requires the court to set a hearing within three working days and provides for a decision within 30 working days from filing; the Court of First Instance judgment under this specific route is final.
For other individual disputes that MOHRE cannot settle amicably and that fall outside the Ministry’s decision-making category, the Ministry refers the dispute to the competent court.
What Evidence Should Employees and Employers Keep?
The evidence should match the issue in dispute.
Useful records can include:
- MOHRE employment contract
- Offer letter
- Salary and WPS records
- Bank statements
- Payslips
- Attendance records
- Leave requests and approvals
- Warning letters and investigation records
- Resignation or termination notices
- Email, messaging and other relevant correspondence
- Gratuity or final-settlement calculations
Clear records can materially affect whether a claim can be established or defended.
How Can You Contact MOHRE?
MOHRE’s current official contact channels include:
- Call Centre: 600590000
- International Call Centre: +971 6 8034000
- Labour Claims and Advisory Centre: 80084
- Email: ask@mohre.gov.ae
MOHRE states that its general call centre operates 24/7 and supports multiple languages.
Are Old UAE Labour Law Articles Still Valid?
Many searches for Article 120, Article 121, Article 117 and similar article numbers refer to the repealed Federal Law No. 8 of 1980, not the current UAE Labour Law.
Federal Decree-Law No. 33 of 2021 replaced the old law when it came into force on 2 February 2022. Current employment rights should therefore be checked against the current law, Executive Regulation and subsequent amendments rather than relying on old article numbers.
| Common Search | Current Position |
| Article 120 UAE Labour Law | Refers to old-law dismissal provisions; use the current termination and Article 44 framework |
| Article 121 UAE Labour Law | Old-law employee termination provisions; current without-notice rights are principally addressed by Article 45 |
| Article 117 UAE Labour Law | Old-law notice provisions; current ordinary notice rules are principally addressed by Article 43 |
| Federal Law No. 8 of 1980 | Repealed for employment relationships now governed by Federal Decree-Law No. 33 of 2021 |
Using the correct version of the law is particularly important in termination and compensation disputes because the current framework differs materially from the old law.
When Should You Speak With a UAE Labour Lawyer?
Legal advice is most useful when the employment issue involves disputed rights, significant financial exposure, termination, disciplinary action or a matter already moving through MOHRE or the courts.
For an employee, legal assistance may be useful where:
- Salary or final dues remain unpaid
- Gratuity is disputed
- Termination is challenged
- The employer alleges serious misconduct
- The employee wants to leave without notice under Article 45
- A MOHRE decision or court deadline is involved
- The applicable jurisdiction is unclear
Employers and HR teams may need advice when:
- Drafting or changing employment contracts
- Conducting disciplinary investigations
- Considering dismissal without notice
- Handling discrimination or harassment complaints
- Calculating substantial end-of-service liabilities
- Responding to a MOHRE complaint
- Managing a dispute that may proceed to court
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Al Ramsy Advocates can review the employment contract, relevant records and applicable UAE employment rules to identify the legal position and available next steps.
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Frequently Asked Questions About UAE Labour Law
What Is the Current UAE Labour Law in 2026?
The main federal law governing most private-sector employment in 2026 is Federal Decree-Law No. 33 of 2021 Regulating Labour Relations, as amended, together with its Executive Regulation and implementing decisions. It has been effective since 2 February 2022.
Is There a Separate Dubai Labour Law?
Most private-sector employment in Dubai is governed by the federal UAE Labour Law. DIFC is a major exception because employment in the Dubai International Financial Centre is governed by its separate DIFC employment framework.
Does UAE Labour Law Apply in Abu Dhabi?
Yes, the federal UAE Labour Law applies to most private-sector employment in Abu Dhabi. ADGM is an exception and has its own Employment Regulations.
Does UAE Labour Law Apply to Domestic Workers?
No. Domestic workers are excluded from Federal Decree-Law No. 33 of 2021 and are governed by the separate domestic-workers framework based on Federal Decree-Law No. 9 of 2022, as amended.
Where Can I Download the Official UAE Labour Law PDF?
The current law should be obtained from an official source such as the UAE Legislation portal or MOHRE.
View the official UAE Labour Law
What Are Normal Working Hours Under UAE Labour Law?
Normal private-sector working hours are generally eight hours per day or 48 hours per week, subject to recognised exceptions for certain sectors and categories. During Ramadan, normal working hours are reduced by two hours per day.
What Is the Probation Period in the UAE?
Probation may not exceed six months and cannot be imposed more than once by the same employer. An employer terminating during probation must generally provide at least 14 days’ written notice.
How Much Annual Leave Is an Employee Entitled To?
A full-time employee who completes one year of service is generally entitled to 30 days of fully paid annual leave. Where service exceeds six months but is less than one year, the entitlement is two days for each month of service.
How Much Sick Leave Is Allowed?
After probation, an employee may be entitled to up to 90 days of sick leave per year: 15 days at full pay, 30 days at half pay and 45 days unpaid.
What Is the Maternity Leave Entitlement?
Private-sector maternity leave is 60 days: 45 days at full pay followed by 15 days at half pay. Further leave can apply in qualifying medical circumstances.
What Is the UAE Labour Law Notice Period?
For ordinary termination under Article 43, the agreed notice period must generally be between 30 and 90 days. Different notice rules apply during probation and in statutory without-notice situations.
Can an Employee Resign Without Notice?
Yes, but only in the circumstances allowed by Article 45, such as specified employer breaches, qualifying assault or harassment, grave workplace danger or being ordered to perform fundamentally different work without written consent, subject to the statutory conditions and reporting requirements.
Is Gratuity Calculated on Basic Salary?
Yes. Traditional statutory end-of-service gratuity for eligible foreign full-time employees is calculated using the employee’s last basic wage, excluding allowances such as housing and transport.
Does UAE Labour Law Require a Fixed Basic Salary Percentage?
No general federal rule requires basic salary to be a fixed percentage of total salary. The employment contract should clearly identify the wage components, and statutory calculations must use the wage basis specified by the relevant Labour Law provision.
Is Article 120 of the Old UAE Labour Law Still Valid?
Article 120 is an article of the former Federal Law No. 8 of 1980 and should not be used as the current basis for private-sector dismissal rights. Current dismissal without notice is principally governed by Article 44 of Federal Decree-Law No. 33 of 2021.
What Happens If an Employer Does Not Pay the Final Settlement?
The current Labour Law generally requires an employer to pay the employee’s wages and other end-of-contract entitlements within 14 days from the contract end date. If payment remains outstanding, the employee may raise a labour complaint through MOHRE and pursue the applicable dispute route.
