UAE Labour Law guide: 10 things every private sector employee should know before starting work

Dubai: If you have just arrived in the UAE and are about to begin working here, it is important to know the laws and rules that govern all work relationships in the UAE’s private sector. From the very initial stages of signing your work contract to ensuring that you receive your salary on time and are provided a safe work environment, the UAE’s laws ensure that workers rights are preserved, and they are aware of their responsibilities to their employer as well. Here is a detailed guide on your rights and responsibilities as you begin your work journey in the UAE’s private sector. 1. The UAE’s Labour Law governs work regulations If you are working in the UAE’s private sector, it is important to note that the sector is regulated by the Ministry of Human Resources and Emiratisation (MOHRE). The primary governing law that applies to companies and workers in the private sector is Federal Decree-Law No. 33 of 2021, also referred to as the UAE Labour Law. There are also subsequent executive regulations and decisions issued by MOHRE, that further lay down the details of how the Labour Law is implemented and the rights and responsibilities of employers and employees in the workplace. 2. What are your working hours? The UAE Labour Law stipulates that the maximum normal working hours for workers in the private sector are eight hours per day or forty-eight hours per week. The time spent by the worker in commuting to and from the workplace is not normally counted as part of the working hours, except for some categories of workers as per the executive regulations of the Labour Law . During the month of Ramadan, the normal working time is reduced by two hours. You are entitled to a break after five hours of consecutive work. The break times in total cannot be less than one hour in total. According to MOHRE, in factories and similar facilities, where work is rotated on night and day shift basis, or for certain categories of workers, working hours are regulated through a system more appropriate to the work requirements. In case your employer requires you to work beyond your normal working hours, the duration of the overtime work cannot exceed two hours per day, except in certain conditions. You can find a more detailed guide on how overtime work is regulated and how your overtime pay should be calculated, in our detailed guide here . 3. The holidays and leaves you are entitled to When it comes to your weekend, you are entitled to at least one paid weekly rest day. You may be entitled to two days a week, or more, if your work contract specifies this arrangement between you and your employer. You are also entitled to an annual leave with full pay, as well as a paid leave in the following circumstances: Bereavement leave: Five days of paid leave following the death of a spouse, and three days of paid leave following the death of a mother, father, son, daughter, brother, sister, grandchild, grandfather or grandmother. The leave begins from the date of death. Parental leave: Five working days of paid parental leave for either the mother or father following the birth of a child. The leave may be taken consecutively or intermittently within six months of the child's birth. Other leave: Any additional types of leave that may be specified by the UAE Cabinet. In total, there are eight different types of leaves you are entitled to as per the UAE Labour Law, the details for which you can find here . 4. Make sure you get a job offer first, and details match the work contract Whether you are inside or outside the UAE, it is important to remember that before you establish an official work relationship with an employer, you must receive an employment offer. This is an approved contract form, which is generated by MOHRE, which provides details of the terms of the contract, your salary breakdown and other details. This is an initial job offer and as it is issued by MOHRE, you can also verify its validity through the barcode provided on the letter, here: https://receipts.mohre.gov.ae/OfferInquiry/Index?langid=2 According to MOHRE, while a job offer sets out the basic terms of employment, your employment contract may include additional benefits or conditions through appendices or addendums. However, these cannot conflict with the UAE Labour Law or its implementing regulations. Article 65 of the UAE Labour Law makes it clear that the rights provided under the law are the minimum rights every employee is entitled to receive. This means an employer cannot use an appendix or addendum to reduce or remove legal entitlements such as maximum working hours, annual leave or end-of-service benefits. Any clause that gives an employee fewer rights than those guaranteed under the Labour Law is invalid. On the other hand, employers are free to offer more favourable terms, such as higher allowances, extra leave or additional benefits. If you are unsure whether a clause in your contract complies with the law, you can contact MOHRE through its call centre - 60