Employees in the UAE private sector are protected by rules covering employment contracts, salaries, working hours, leave, workplace safety, termination and end-of-service benefits. This UAE employee rights guide focuses on workers whose employers are regulated by the Ministry of Human Resources and Emiratisation (MoHRE). The information was checked on 1 September 2026 and should not replace case-specific legal advice.
Who Does UAE Labour Law Protect?
Federal Decree-Law No. 33 of 2021 generally applies to employers and employees in the UAE private sector. It does not cover:
- Federal and local government employees
- Armed forces, police and security personnel
- Domestic workers, who follow separate legislation
Employees working for companies in DIFC and ADGM may also be covered by separate employment frameworks. Other free zones can have specific procedures, so check which authority regulates your employer before relying on federal rules.
The rights provided by the Labour Law are minimum standards. An employment contract or company policy may provide better benefits, but it should not reduce mandatory legal rights.
UAE Employee Rights at a Glance
| Employment area | General private-sector entitlement |
| Employment contract | Written contract and copy for the employee |
| Normal working hours | Up to 8 hours per day or 48 hours per week |
| Weekly rest | At least one paid rest day |
| Annual leave | 30 days per year after one year of service |
| Sick leave | Up to 90 days after probation, with different pay levels |
| Maternity leave | 60 days, including 45 fully paid days |
| Parental leave | 5 working days for either parent |
| Notice period | Usually between 30 and 90 days |
| Gratuity | Available to eligible full-time foreign workers after one year |
| Final settlement | Wages and other entitlements within 14 days of contract end |
Your Rights Before Starting Work
You Must Receive a Written Contract
Your job offer and employment contract should show the same essential terms. The employer must provide you with a copy of the contract.
Before signing, check:
- Legal name of the employer
- Job title and main duties
- Work location
- Start date and contract term
- Basic salary and total salary
- Allowances, commissions and benefits
- Working hours and rest days
- Probation period
- Leave entitlements
- Notice period
- Insurance, accommodation or transport promises
The contract should be written in Arabic, although another language understood by the employee may be included. If the Arabic and translated versions conflict, the Arabic version generally prevails.
A Valid Work Permit Is Required
Employees must have the required work permit before starting employment. Do not work for an employer without the correct permit or accept work under arrangements that do not match your approved employment records.
Employers are prohibited from charging workers recruitment or employment fees, whether directly or indirectly. An employer must also not withhold official documents or force a worker to leave the UAE at the end of the employment relationship.
Probation Cannot Exceed Six Months
An employer may place an employee on probation for a maximum of six months. The same employer generally cannot place the worker on probation more than once, and the probation period counts toward continuous service.
If the employer ends the contract during probation, it must give the employee at least 14 days’ written notice.
If the employee wants to move to another UAE employer during probation, at least one month’s written notice is generally required. If the employee plans to leave the UAE, at least 14 days’ written notice is generally required. Breaking these rules can lead to notice compensation and, in specific circumstances, restrictions on obtaining a new work permit.
Paid sick leave is not guaranteed during probation. However, the employer may approve unpaid sick leave when supported by a medical report.
Salary, WPS and Deductions
Salary Must Be Stated in the Contract
The amount and type of salary should be stated in the employment contract. Salaries are normally paid in UAE dirhams unless another currency is agreed in writing.
There is no universal minimum salary for all private-sector employees under the UAE Labour Law. However, MoHRE set a minimum monthly wage of AED 6,000 for Emiratis working in the private sector, effective from 1 January 2026. This rule does not create a general minimum salary for all employees.
Salary Payment Rules Changed in 2026
Private-sector employers covered by MoHRE generally pay salaries through the Wages Protection System (WPS) or another approved payment channel.
From 1 June 2026, the first day of each Gregorian month became the unified due date for wages relating to the previous month under the updated WPS rules. The system also uses an 85% wage-transfer threshold for compliance monitoring where lawful deductions or withholding apply. This administrative threshold should not be treated as permission to permanently withhold contractual salary.
If your salary is late or incomplete, keep your payslips, employment contract, bank statements and payment records.
Wage Deductions Must Be Lawful
An employer cannot deduct or withhold money from your salary without a legally recognised reason. Permitted deductions can include approved loans, pension or insurance contributions, court-ordered debts, disciplinary deductions and compensation for proven damage caused by the employee.
The total amount of deductions or withholding is generally subject to a 50% limit of the employee’s wage, with separate limits applying to particular types of deductions.
Ask for an explanation in writing if you see an unexplained deduction.
Working Hours, Breaks and Overtime
Normal private-sector working hours are limited to 8 hours per day or 48 hours per week. The daily commute between home and work is generally not counted as working time.
An employee should not work for more than five consecutive hours without one or more breaks totalling at least one hour. Break periods are generally not counted as working hours.
During Ramadan, private-sector working hours are reduced by two hours per day, subject to the official annual announcement and applicable work category.
Overtime Pay
Employers may generally require up to two hours of overtime per day, subject to legal conditions. Total working hours should not exceed 144 hours over three weeks.
Overtime is normally paid at the employee’s basic wage plus an increase of at least 25%. Overtime between 10pm and 4am carries an increase of at least 50%, although some shift workers are excluded from this specific rule.
If an employee works on the agreed weekly rest day, the employer must generally provide another rest day or pay the normal wage for that day plus at least 50% of the basic wage.
Employees are entitled to at least one paid rest day each week.
Leave Entitlements for Private-Sector Employees
| Type of leave | General entitlement |
| Annual leave | 30 days with full wage for each year of service |
| Annual leave before one year | 2 days per month after more than 6 months but less than one year |
| Sick leave | Up to 90 days after probation: 15 full-pay days, 30 half-pay days and 45 unpaid days |
| Maternity leave | 60 days: 45 fully paid and 15 half paid |
| Parental leave | 5 working days for either parent within 6 months of birth |
| Bereavement leave | 5 days for a spouse and 3 days for certain close relatives |
| Study leave | Up to 10 working days annually for exams, subject to conditions |
| Public holidays | Paid days off; alternative compensation applies when work is required |
Annual Leave
Employees receive 30 days of annual leave with full wage for each completed year of service. An employee who has worked for more than six months but less than one year generally receives two days for each month of service.
The employer may schedule annual leave according to business needs but should notify the employee of the planned dates at least one month in advance. Unused leave at the end of employment is generally compensated according to the basic wage.
Sick Leave
After probation, an employee may receive up to 90 days of sick leave in a year:
- First 15 days: full wage
- Next 30 days: half wage
- Remaining 45 days: unpaid
The employee should notify the employer within three working days and provide a medical report from an authorised medical entity.
Maternity and Parental Leave
Female employees are entitled to 60 days of maternity leave. The first 45 days are fully paid and the following 15 days are paid at half wage.
An employer cannot terminate an employee because of pregnancy, maternity leave or an absence protected by the law. After returning to work, the employee may receive one or two breastfeeding breaks per day for up to six months after delivery, with the total breaks not exceeding one hour per day.
Either parent may receive five working days of parental leave within six months of the child’s birth.
Bereavement and Study Leave
Employees are entitled to five days of paid bereavement leave after the death of a spouse. Three days are available after the death of a parent, child, sibling, grandparent or grandchild.
Study leave of up to 10 working days per year may be available for examinations at an approved UAE educational institution, provided the employee has completed at least two years of service and submits the required proof.
Public holidays are paid. If work is required on an official holiday, the employee should receive another day off or the normal daily wage plus at least 50% of the basic wage.
Equality, Dignity and Workplace Safety
The law prohibits discrimination that affects equal opportunity or treatment because of race, colour, sex, religion, national or social origin, or disability.
Women must receive equal pay when performing the same work as men or work of equal value.
Sexual harassment, bullying and verbal, physical or psychological violence are prohibited in the workplace. Forced labour is also prohibited.
Employers must provide a safe and appropriate work environment, including suitable preventive measures and safety instructions. Employees should report workplace injuries promptly and keep medical reports, incident records and written communication about the event.
Resignation, Dismissal and Notice Periods
Standard Notice Period
Either party may generally end an employment contract for a legitimate reason by giving written notice. The notice period must usually be between 30 and 90 days and should be the same for both parties unless a more favourable arrangement applies to the employee.
The employee continues to receive the normal wage during the notice period. If a party does not complete the required notice, that party may have to pay compensation equal to the wage for the full or remaining notice period.
If the employer ends the contract, the employee has the right to be absent for one working day per week without pay to search for another job. The employee should notify the employer at least three days before using this entitlement.
Dismissal Without Notice
An employer may dismiss an employee without notice only in legally specified circumstances and after a written investigation and justified written decision. Examples can include forged documents, serious damage, repeated failure to perform basic duties, workplace assault, serious misconduct or extended unexplained absence.
A dismissal should not be assumed to be lawful simply because the employer labels it as misconduct.
Retaliatory Termination
Termination may be considered unlawful if it happens because an employee filed a serious complaint with MoHRE or brought a valid lawsuit against the employer. If a court confirms unlawful termination, compensation may be awarded up to three months of the employee’s last wage, in addition to notice compensation and end-of-service benefits.
When an Employee May Leave Without Notice
The law allows an employee to leave without notice in limited situations, such as a serious employer breach that is not corrected after MoHRE notification, workplace assault or harassment, serious danger to health or safety, or a fundamentally different job assignment without written consent.
These situations involve formal conditions. Employees should contact MoHRE or a qualified legal adviser before stopping work without notice.
End-of-Service Benefits and Final Settlement
UAE Gratuity Calculation
An eligible full-time foreign employee who completes at least one year of continuous service may receive gratuity calculated using the last basic wage, not allowances.
The general federal formula is:
- 21 days of basic wage for each of the first five years
- 30 days of basic wage for each year after the first five years
- Pro-rata payment for part of a year after completing one year
- Unpaid absence is excluded from the service calculation
For example, if an employee’s last basic salary is AED 10,000 and the employee completes three years, the illustrative gratuity is:
AED 10,000 ÷ 30 × 21 × 3 = AED 21,000
This is only an example. Part-time work, alternative savings schemes, unpaid absence and other employment arrangements can change the calculation.
UAE nationals follow pension and social-security rules rather than the standard foreign-worker gratuity formula.
Payment of Final Dues
The employer must generally pay wages and other contractual or legal entitlements within 14 days from the end of the employment contract.
An employee may also request a free experience certificate showing the employment dates, job title, service period, last wage and reason for termination. The certificate should not include material that harms the employee’s reputation or future job prospects.
Job-Loss Protection Through ILOE
The Involuntary Loss of Employment (ILOE) scheme provides temporary financial support to eligible employees who lose their jobs for reasons other than resignation or disciplinary dismissal.
General conditions include:
- At least 12 consecutive months of insurance subscription
- Payment of the required premiums
- Job loss for a reason other than resignation
- No disciplinary dismissal
- Claim submission within 30 days of termination
- Legal presence in the UAE
Compensation can reach 60% of the average basic salary during the previous six months and may continue for up to three consecutive months, subject to the policy category and limits. ILOE compensation is separate from unpaid salary, gratuity and other final employment dues.
What to Do If Your Rights Are Violated
Start by asking the employer or HR department for a written explanation. Avoid relying only on verbal promises.
Keep copies of:
- Employment offer and contract
- Emirates ID and work permit records
- Payslips and bank statements
- WPS payment records
- Leave requests and approvals
- Overtime records
- Termination or resignation letters
- Emails and messages about salary, duties or harassment
- Medical reports and workplace injury documents
You can file or track a private-sector labour complaint through MoHRE’s website or mobile channels. For labour advice and complaints, contact the Labour Claims and Advisory Centre on 80084.
MoHRE generally attempts an amicable settlement within 14 days. If no settlement is reached, the dispute may be referred to the competent labour court. UAE law also provides a judicial-fee exemption for certain labour claims and worker requests not exceeding AED 100,000, subject to the applicable court procedure.
If there is immediate physical danger, violence or a serious safety threat, contact the relevant emergency or law-enforcement authority as well as MoHRE.
Frequently Asked Questions
Does UAE Labour Law apply to every employee?
No. The federal private-sector law excludes government employees, armed forces, police, security personnel and domestic workers. DIFC and ADGM employees may also follow separate employment regulations.
Can an employer keep my passport?
Private-sector rules prohibit employers from withholding workers’ official documents. If your documents are being retained without a lawful reason, seek advice from MoHRE.
Is there a minimum salary for private-sector workers in the UAE?
There is no general minimum salary for all private-sector workers. From 1 January 2026, Emirati private-sector employees are subject to a minimum monthly wage of AED 6,000.
How much annual leave do UAE employees receive?
Employees generally receive 30 days of annual leave for each completed year. Those who work more than six months but less than one year generally receive two days per month.
How long is the UAE notice period?
The standard notice period is usually between 30 and 90 days. Different notice rules apply during probation, including one month when moving to another UAE employer and 14 days when leaving the country.
Can an employer dismiss someone for filing a complaint?
A termination linked to a serious complaint or valid lawsuit against the employer may be considered unlawful. A court can award compensation of up to three months’ last wage if the claim is proven.
When should final salary and benefits be paid?
The employer should generally pay wages and other employment entitlements within 14 days after the contract ends.
Can I claim ILOE after resigning?
Usually no. ILOE is intended for involuntary job loss and generally excludes resignation and disciplinary dismissal. Claims must also meet the subscription and filing requirements.
