Under Federal Decree-Law No. 33 of 2021, the normal working hours for most UAE private-sector employees are 8 hours per day or 48 hours per week. Working hours are reduced by two hours per day during Ramadan, and employees who work more than five consecutive hours must receive breaks totalling at least one hour, which are not counted as working hours.
Overtime is generally limited to two additional hours per day and is paid using the employee’s basic wage, with at least a 25% increase for ordinary overtime and at least a 50% increase for qualifying overtime worked between 10 PM and 4 AM. The law also sets a 144-hour limit over three weeks, subject to the applicable exceptions and conditions.
This guide explains UAE working-hour rules, mandatory breaks, Ramadan hours, overtime limits, overtime calculation, rest-day work and the legal framework governing private-sector employees.
UAE Labour Law Working Hours
UAE private-sector working hours are primarily governed by Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, together with its Executive Regulations under Cabinet Resolution No. 1 of 2022.
Article 17 establishes the normal working-hours framework, while Articles 18 and 19 address consecutive working hours and overtime. The Executive Regulations provide additional rules and exceptions.
These rules apply to employees within the federal private-sector labour-law framework. Certain worker categories, sectors and employment arrangements may be subject to different rules or exceptions.
What Are the Normal Working Hours in the UAE?
The normal working hours are 8 hours per day or 48 hours per week for most private-sector employees.
The law allows working hours to be increased or reduced for certain economic sectors or categories of workers under the Executive Regulations.
For employees working under a part-time arrangement, the agreed contractual hours are also relevant. An employer generally cannot require a part-time worker to exceed the agreed hours unless the worker provides the required written consent.
Are Commuting Hours Counted as Working Hours?
Ordinary commuting time between an employee’s home and workplace is generally not included in working hours.
However, the Executive Regulations identify specific circumstances in which time spent travelling in employer-provided transportation can count, including certain situations involving severe weather, traffic accidents or sudden vehicle breakdowns. The parties may also expressly agree in the employment contract that certain travel time counts as working time.
Working Hours and Mandatory Breaks
Maximum Consecutive Working Hours
An employee may not work for more than five consecutive hours without one or more breaks totaling at least one hour.
These breaks are not included when calculating working hours.
For example, if an employee’s schedule runs from 9:00 AM to 6:00 PM and includes a one-hour unpaid break, the employee has spent nine hours at the workplace but has worked eight hours.
| Workplace time | Break | Actual working time |
|---|---|---|
| 9:00 AM–6:00 PM | 1 hour | 8 hours |
| 8:00 AM–5:00 PM | 1 hour | 8 hours |
| 9:00 AM–7:00 PM | 1 hour | 9 hours |
The exact arrangement of breaks may vary depending on the nature of the work, shift arrangements and applicable employment rules.
Lunch Breaks Timings
Mandatory rest, food or prayer breaks that fall outside the working hours are not counted as working hours. The total break period must be at least one hour where an employee works five consecutive hours.
This means an employee should distinguish between:
- Time actually spent working
- A scheduled unpaid break
- Other periods that may legally be treated as working time
The employment contract, workplace regulations and applicable working arrangement can also affect how the daily schedule is organised.
UAE Working Hours During Ramadan
Normal working hours are reduced by two hours per day during Ramadan for employees covered by the private-sector Labour Law.
For an employee whose normal schedule is 8 working hours per day, the Ramadan schedule is generally reduced to 6 working hours per day.
| Period | Normal daily hours | Ramadan daily hours |
|---|---|---|
| Standard schedule | 8 hours | 6 hours |
| Standard weekly figure | 48 hours | Reduced in accordance with the Ramadan rule |
The Ramadan reduction applies to normal working hours. If an employee works beyond the applicable reduced schedule, the additional time may qualify as overtime and should be assessed under the overtime rules.
The two-hour reduction is part of the private-sector working-hours framework, but the exact application can depend on the employee’s category, sector, shift system and applicable regulations.
Certain categories are exempt from maximum working-hour provisions under the Executive Regulations, including specified senior, supervisory and maritime roles.
Overtime Under UAE Labour Law
Overtime is generally work performed beyond the employee’s normal working hours when the circumstances of the work require additional hours.
Article 19 permits employers to require additional working hours subject to the statutory limits and conditions.
For most employees, overtime should not exceed two hours per day, except where the applicable legal conditions permit additional hours, such as circumstances involving the prevention or mitigation of a serious loss or accident.
The law also provides that total working hours must not exceed 144 hours in every three weeks, subject to the applicable legal framework and exceptions.
| Overtime rule | UAE Labour Law |
|---|---|
| Normal working hours | 8 hours/day or 48 hours/week |
| Ordinary overtime | At least +25% of the basic hourly wage |
| Overtime between 10 PM–4 AM | At least +50% of the basic hourly wage |
| General daily overtime limit | 2 additional hours |
| Three-week limit | 144 total working hours |
| Night overtime exception | 50% night premium does not apply to shift workers |
Overtime Salary Calculations
UAE statutory overtime is calculated using the employee’s basic wage rather than the employee’s full salary package. Article 19 specifically refers to remuneration for normal working hours calculated according to the basic wage.
This distinction is important when an employment package contains:
- Basic salary
- Housing allowance
- Transport allowance
- Other allowances or benefits
For example, if an employee receives AED 10,000 in total but their contractual basic salary is AED 6,000, the statutory overtime calculation starts from the AED 6,000 basic salary rather than automatically using the AED 10,000 total package.
How to Calculate Overtime in the UAE
The overtime calculation can be broken down into three steps:
Step 1: Calculate the Basic Hourly Wage
For the standard 8-hour working day, the commonly used calculation is:
Basic hourly wage = Monthly basic salary ÷ 30 ÷ 8
This can also be expressed as:
Basic hourly wage = Monthly basic salary ÷ 240
The calculation uses the basic salary, not the total salary package.
Step 2: Apply the Overtime Rate
The applicable multiplier depends on when the overtime is worked.
| Type of overtime | Minimum rate |
|---|---|
| Ordinary overtime | 125% of basic hourly wage |
| Overtime between 10 PM and 4 AM* | 150% of basic hourly wage |
| Work on contractual rest day | 150% of basic hourly wage or substitute rest day |
*The 50% night-work increase under Article 19(3) does not apply to workers working on shifts.
Step 3: Multiply by the Number of Overtime Hours
The general formulas are:
Ordinary overtime = Basic hourly wage × 1.25 × overtime hours
Qualifying night overtime = Basic hourly wage × 1.50 × overtime hours
UAE Overtime Calculation Example
Suppose an employee has a basic monthly salary of AED 6,000 and works 2 hours of ordinary overtime.
Step 1: Find the daily basic wage
AED 6,000 ÷ 30 = AED 200 per day
Step 2: Find the basic hourly wage
AED 200 ÷ 8 = AED 25 per hour
Step 3: Add the 25% overtime premium
AED 25 × 1.25 = AED 31.25 per overtime hour
Step 4: Calculate the two overtime hours
AED 31.25 × 2 = AED 62.50
Therefore, 2 hours of ordinary overtime would produce AED 62.50 in overtime pay on a basic salary of AED 6,000, using this standard calculation method.
Night Overtime Example
If the same employee works 2 qualifying overtime hours between 10 PM and 4 AM:
AED 25 × 1.50 = AED 37.50 per hour
AED 37.50 × 2 = AED 75
Therefore, 2 qualifying night-overtime hours would produce AED 75 in overtime pay.
The 50% night premium does not apply to workers who work on shifts under Article 19(3).
Working on Weekly Rest Days
The weekly rest day is treated separately from ordinary overtime.
If work circumstances require an employee to work on the rest day specified in the employment contract or work regulations, the employee should receive either:
- A substitute rest day; or
- Payment for that day’s work at the normal wage plus an increase of at least 50% of the basic wage.
The employee may not generally be required to work more than two consecutive rest days, except for day workers, under Article 19.
This means rest-day work should not simply be treated as ordinary weekday overtime without checking the applicable compensation rule.
Working on Public Holidays
Public-holiday work is governed by separate provisions from ordinary daily overtime.
Where an employee is required to work during an official holiday, compensation is governed by the Labour Law and its applicable regulations. Depending on the circumstances, this can involve a substitute day off and/or additional remuneration.
Because public-holiday compensation can differ from ordinary overtime, employees and employers should check the specific statutory provision applicable to the holiday and employment arrangement rather than automatically applying the 25% overtime rate.
Are There Exceptions to UAE Working-Hour Rules?
Not every employee is necessarily subject to the same maximum working-hour provisions.
The Executive Regulations identify categories that are exempt from provisions relating to maximum working hours, including:
- Chairpersons and members of boards of directors
- Certain employees in supervisory positions who have employer-like powers
- Crews of maritime vessels and workers at sea who have special working conditions
- Certain preparatory or complementary work that necessarily takes place outside ordinary working hours
The Executive Regulations contain the applicable conditions and categories, so job title alone should not be assumed to create an exemption.
What If an Employer Does Not Pay Overtime?
An employee who believes that overtime has not been properly paid should first keep evidence showing:
- Employment contract
- Basic salary
- Working schedule
- Attendance records
- Timesheets
- Overtime approvals or instructions
- Emails or messages assigning additional work
- Payslips
- Bank statements
- Any records showing the actual hours worked
The exact evidence required depends on the circumstances of the dispute.
If an employer fails to comply with applicable employment obligations, the employee may have access to the UAE labour-dispute process through the Ministry of Human Resources and Emiratisation (MOHRE), subject to the applicable procedures and jurisdiction.
How Al Ramsy Advocates Can Help With Working-Hour and Overtime Disputes
Working-hour disputes can involve more than a simple overtime calculation. Questions may arise about the employee’s basic salary, contractual working hours, overtime records, shift arrangements, rest days, exemptions or whether additional hours were actually worked.
Al Ramsy Advocates’ Labour & Employment Lawyers advise employers and employees on UAE employment law, contracts, workplace disputes and legal proceedings. The firm’s employment practice covers issues including working conditions, compensation, unpaid wages, termination and labour disputes.
Legal support may include:
- Reviewing the employment contract and working-hours provisions
- Assessing overtime records and salary calculations
- Reviewing whether the basic wage was correctly used for overtime
- Assessing disputes concerning unpaid overtime
- Reviewing shift and rest-day arrangements
- Advising employers on labour-law compliance
- Assisting with MOHRE employment disputes
- Representing employers or employees in applicable legal proceedings
Where an overtime dispute becomes a formal employment dispute, Al Ramsy’s Employment Litigation Lawyers can assist with dispute assessment, MOHRE procedures, court proceedings, appeals and enforcement.
Frequently Asked Questions About UAE Labour Law Working Hours
What are the legal working hours in the UAE?
For most private-sector employees, normal working hours are 8 hours per day or 48 hours per week. Working hours are reduced by two hours per day during Ramadan, subject to the applicable legal framework and exceptions.
Is an employee entitled to a break after 5 hours of work?
Yes. An employee cannot generally work for more than five consecutive hours without one or more breaks totalling at least one hour. These breaks are not counted as working hours.
Can an employer require employees to work overtime every day?
Overtime is generally limited to two additional hours per day, subject to exceptions and conditions under the Labour Law and Executive Regulations. Total working hours are also subject to the applicable three-week limit.
How much should I be paid for 1 hour of overtime in the UAE?
Ordinary overtime must generally be paid at the employee’s basic hourly wage plus at least 25%. Qualifying overtime worked between 10 PM and 4 AM is generally paid at the basic hourly wage plus at least 50%, except where the statutory night-work rule does not apply to shift workers.
Is overtime calculated on basic salary or total salary in the UAE?
Statutory overtime is calculated using the employee’s basic wage, rather than the full salary package including allowances. The basic hourly wage is then used to calculate the applicable overtime premium.
Does UAE Labour Law reduce working hours during Ramadan?
Yes. Normal working hours are reduced by two hours per day during Ramadan for employees covered by the private-sector Labour Law. The reduction applies to normal working hours and should be distinguished from overtime.
What happens if an employee works on their weekly rest day?
An employee required to work on their contractual weekly rest day should generally receive either a substitute rest day or payment at the normal wage plus an increase of at least 50% of the basic wage, subject to the applicable legal conditions.
Can an employer make an employee work more than 8 hours a day?
An employee may be required to work additional hours where the legal conditions for overtime are met. For most employees, overtime generally cannot exceed two additional hours per day, although the law and Executive Regulations provide exceptions.
Conclusion
UAE Labour Law establishes a clear framework for working hours, mandatory breaks and overtime in the private sector. For most employees, the normal working schedule is 8 hours per day or 48 hours per week, with a two-hour daily reduction during Ramadan and mandatory breaks after periods of consecutive work.
Overtime is calculated from the employee’s basic wage rather than automatically from the full salary package. Ordinary overtime attracts at least a 25% increase, while qualifying overtime between 10 PM and 4 AM attracts at least a 50% increase, subject to the statutory conditions and the exclusion for shift workers.
Because working-hour rules can vary depending on the employee’s role, shift arrangement, contract and applicable exemptions, employers and employees should assess the specific employment arrangement before calculating overtime or bringing a wage dispute.
