UAE: Working Hours, Sick Leave, Overtime All About Private Sector Jobs

(MENAFN- Khaleej Times)

If you are one among millions who live and work in the UAE, you must be well versed with how strict the laws of the country are.

While the law of the land is obeyed by most, it is imperative to know one's right.

Whether you're starting a new job, managing a team, or simply staying informed, having a solid grasp of these principles can help you navigate the world of work with confidence.

Here are some of the most frequently asked questions on working in the UAE:

What are the working hours in UAE?

Article 65 of the UAE Labour Law identifies the normal working hours for the private sector as 8 hours per day or 48 hours per week.

Working for more than 7 hours a day is prohibited in arduous or unhealthy works and industries.

Is there a 4-day work week in the UAE?

Yes, Sharjah Government employees are entitled to three days off in a week. In a survey conducted in 2022 - after the implementation of the 4-day workweek - it was found that employees reported an 88 per cent increase in productivity and a 90 per cent rise in job satisfaction.

What is the notice period as per UAE labour law?

As per the law, an "employee shall perform his duties during the notice period agreed upon in the contract, provided the notice period is not less than (30) thirty days and not in excess (90) ninety days".

How many sick leaves in the UAE?

An employee in the UAE is eligible for 45 days of paid sick leave, as mentioned in Article 31 (3) of the Employment Law. Click here to know more about all the types of paid leave in the UAE.

How to calculate overtime in UAE?

An employee is entitled to overtime pay of additional 25 per cent of basic pay, based on the hours of overtime work performed by the employee. It must be noted that if an employer calls upon an employee to work for additional hours in a day, it may not be more than two hours a day.

Click here to know how to claim overtime pay.

What is the minimum wage in Dubai?

As of 2021, according to Article (27), the Cabinet may issue a resolution to determine the minimum wage for workers or any category thereof based on the Minister's proposal and in coordination with the concerned authorities.

This means that the law allows for the establishment of a minimum wage, but the actual amount, if any, would be determined by a separate Cabinet resolution.

Is lunch break included in working hours in the UAE?

In the UAE, an employee is entitled to break(s) between working hours (if required in intervals) which may be not less than one hour in aggregate.

Know more about breaks that can be taken during the work day, by clicking here.

What is the rule for termination pay in the UAE?

End of Service benefits (Gratuity Pay) - Article (51)

If the worker has completed at least one year of continuous service, they are entitled to gratuity based on their basic wage:

– 21 days' wage per year for the first five years of service.

– 30 days' wage per year for each additional year after five years.

– The total gratuity cannot exceed two years' wage.

Unpaid absence days are not counted in the gratuity calculation.

Payment of dues after termination - Article (53)

The employer must pay the worker's wages and all entitlements within 14 days from the end of the contract.

Illegitimate termination - Article (47)

If a worker is unlawfully terminated, they may be entitled to compensation up to three months' wages, based on the court's judgment.

Notice period and compensation - Article (43)

• Either party may terminate the contract with notice (between 30 and 90 days).

• If notice is not given, the violating party must compensate the other with an amount equal to the notice period's wage.

Employment contracts may be terminated under various situations, according to the UAE Labour Law (Federal Law No. 33 of 2021). The law states both legitimate and unlawful grounds for termination, which apply to limited-term (fixed-term) contracts. Click here for the full list of situations under which one may be terminated.

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