The new labor law of the UAE, which came into effect on January 1, 2024, brings major changes to the employment landscape of the country. This legislation adds value to the rights of employees, besides the duties of the employers.
In this blog, I will detail all the critical aspects of the UAE Labour Law 2024 and how these changes impact the workplace in the UAE.
Employment Contracts
The new UAE labor law aims at explicit employment conditions, particularly concerning fixed-term contracts, contract specifications and the rights and liabilities of the two parties.
Fixed-term Contracts
- Mandatory fixed-term contracts: New employment contracts in the UAE are now required to be fixed-term, that is, they must have a definite starting and finishing point.
- Clarity and transparency: Fixed-term agreements bring in transparency between the employer and the employee, and give them certain expectations.
- Employee protection: This kind of contract is used to guarantee the employees that they are secure in their jobs over a specified period of time and they are also informed about when their contracts are to be renewed, or their contracts will be terminated.
Contract Duration
- Duration of contract: The general term of the contract under a fixed-term contract should be within the residence visa of the employee, which is normally between two and three years.
- Renewal options: Once the contract is over, the employer may renew it or allow it to lapse, but they must give enough time before any move is taken.
Contract Details
- Information required: Every employment contract must include specific details such as:
- Job position and responsibilities
- Compensation (salary and benefits)
- Work location
- Contract start and end dates
- Importance of detailed contracts: This detailed approach ensures both parties are clear on the job expectations, pay, and conditions from the outset.
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Working Hours
Significance of elaborate contracts: The elaborate strategy will mean that the job requirements, compensation, and terms are well established by both parties from the start.
Maximum Working Hours
- Working hours limit: In the private sector, employees are limited to 8 hrs working a day and 48 hrs working a week.
- Flexibility in schedules: The employers can schedule the working hours in ways that they find convenient, provided that the schedule does not exceed the limits.
Rest Breaks
- Break time requirement: The employees should be given a one-hour break after working five hours consecutively.
- Importance of rest: This is a necessary pause that helps in productivity and ensures that workers are not overworked.
Ramadan Hours
- Reduced working hours: During the holy month of Ramadan, normal daily working hours in the private sector are reduced by two hours a day for Muslim and non-Muslim employees alike, according to a MOHRE announcement in February 2026.
- Employee rights during Ramadan: Employers should make sure that they are provided with the reduced hours without any form of deductions.
Leaves and Holidays
The new labor law of the UAE has well-defined the provisions of maternity leave, paternity leave, annual leave, as well as sick leave, and offers employees detailed rights.
Maternity Leave
- Extended maternity leave: Women workers are given a leave of 60 days of maternity, which is paid.
- Additional unpaid leave: They may take another 30 days of unpaid leave after this period, should they require it.
- Maternity benefits: This new provision assists women in juggling a balance between work and family life, and they have more time to recuperate and take care of their babies.
Paternity Leave
- Paternity leave for fathers: Male employees can take five days of paid paternity leave so that they can help in the early and initial days of childcare.
- Fathers’ role in parenting: This is one of the new advantages that favors women, in that they have time to recuperate and attend to their new babies.
Annual Leave
- Paid leave entitlement: Men will get five days of paid paternity leave so that they can have the time to help in those initial stages of childcare.
- Proportional leave: The role of fathers in parenting is crucial in early childhood care, and this leave enhances the work-life balance of families.
Sick Leave
- Sick leave policy: The employees have the right to paid sick leave, the duration and conditions of which are subject to the policies of the employer.
- Employer’s discretion: Employers have the freedom to come up with more favorable sick leave policies; however, they need to offer at least the minimum of what the law spells out.
Wages and Benefits
The labour law covers overtime compensation and the safeguarding of end-of-service gratuity. The UAE has no general statutory minimum wage for expatriate private-sector workers.
Minimum Wage
- Basic wage implementation: The UAE does not set a general minimum wage for expatriates. A minimum of AED 6,000 a month applies to UAE nationals working in the private sector from 1 January 2026.
- Wage security: This would ensure a minimum standard of living amongst the workers, and they are not be exploited through unfair remuneration.
Overtime Pay
- Overtime calculation: Workers who work outside their working hours must receive overtime.
- Pay rate: The overtime is generally paid at 125 percent of the normal hourly salary, although when the overtime is between 10 p.m. and 4 a.m., then it is paid at 150 percent.
End-of-Service Gratuity
- Gratuity entitlement: Workers are allowed to receive end-of-service gratuity, which is determined by the period of their service and final salary.
- Calculation: The amount of the gratuity is computed as 21 days of all the first five years of service and 30 days of all the other years of service.
Other Changes
Besides the employment core issues, the new labour law also incorporates new practices such as flexible working, protection against harassment, and the termination regulations.
Part-time and Flexible Work
- Introduction of flexible work arrangements: The law now permits part-time, flexible, remote, and job-sharing arrangements.
- New opportunities: This benefits employees to enjoy greater control over their schedule and employers to adjust to new working trends.s.
- Remote work provisions: This has increased in remote work provisions, where it is now the responsibility of the employer to make sure that employees working at home receive similar rights to those working at the office.
Harassment and Discrimination Protections
- Zero tolerance policy: If an employer is terminating the contract of an employee, he should give a period of notice, which is in most cases one month to three months, depending on the contract.
- Workplace safety: The employers must provide a safe and respectful working environment, and any offenses may lead to fines or lawsuits.
Termination of Employment
- Notice period: When an employer is ending the contract of an employee, a notice period should be given, which is normally one month to three months as per the contract.
- Severance pay: In case the employer ends the contract without any reasonable notice or without any valid reason, he or she has to pay the severance pay to the employee.
- Employee rights: An employer will be required to pay the employee severance in case he/she terminates the contract without proper notice or reason.
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The Law Behind the Headlines: Federal Decree-Law No. 33 of 2021
Readers sometimes ask me which law the points above come from and when it started. According to the Pinsent Masons summary of the new UAE labour law and the Simmons and Simmons update, the private-sector law is Federal Decree-Law No. 33 of 2021, which took effect on 2 February 2022, with employers given until 1 February 2023 to bring their contracts in line. DIFC and ADGM are excluded from it. This is general information, not legal advice, so check any figure against the official source before relying on it.
Key points from those summaries
- Contracts: unlimited-term contracts were abolished and employers must use fixed-term contracts of up to three years.
- Probation: a maximum of six months, with 14 days’ notice for dismissal and 14 days’ notice for the employee to resign (one month if joining another UAE employer).
- Notice: a minimum of 30 days and a maximum of 90 days.
- Overtime: capped at two hours a day, with total hours including overtime capped at 144 over a three-week period.
- Annual leave: the summary says employees can carry over up to half of unused accrued leave or take cash in lieu by agreement with the employer.
- Maternity leave: 45 days at full pay plus 15 days at half pay, with no minimum service requirement. Study leave of 10 days a year is available after two years of service, and compassionate leave is five days for a spouse and three days for close relatives.
- Gratuity: available to employees with more than one year of service, payable within 14 days of termination.
Discrimination and workplace conduct
The law prohibits discrimination on grounds including race, colour, sex, religion, national origin, social origin and disability, and it covers bullying and sexual harassment. Simmons and Simmons reports fines of AED 5,000 to AED 1,000,000 per breach. Employers with 50 or more employees must also have written policies covering matters such as discipline, grievances and working hours.
Non-compete clauses
Non-compete clauses may last up to two years and must be limited by geography and type of work. They cannot be enforced in certain situations, for example if the employee is dismissed during probation.
Where to go with questions
For disputes and current guidance, start with the Ministry of Human Resources and Emiratisation (MoHRE) website. Some figures in older guides, including minimum wage and Ramadan hours, are not covered by the sources I checked, so verify them on an official channel.
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Final Words
The recent amendments to the labor law in the UAE offer numerous rights to the workers and give the employer reasons why. This total reform will ensure that it offers a balanced workplace to everyone since it has fixed-term contracts and announcements regarding working hours, leave allowances, and wages.
As an employee or employer in the UAE, it is important to be aware of such new laws to prevent any breach and make the maximum use of the opportunities offered.
