Labour Law Objectives
Article 2
The Labour Relations Law aims to support an efficient and attractive labour market, develop workforce capabilities, regulate employment relationships and protect the rights of both employers and workers.
UAE LABOUR LAW
Employment rules.
Explained clearly.
Employment rules, explained in a practical and searchable format.
ProbationLeaveWagesEOSB
Educational reference. This page summarizes common provisions of Federal Decree-Law No. 33 of 2021 and its Executive Regulation. Always check the latest official legislation and the facts of the individual case before making a legal or HR decision.
Equality & Non-Discrimination
Article 4
Discrimination that undermines equal opportunity or equal treatment in employment is prohibited on specified grounds. Women are entitled to equal pay for the same work or work of equal value.
Recruitment & Work Permits
Article 6
Work may not be performed, and a worker may not be recruited or employed, without the required Ministry work permit. Employers may not charge workers recruitment or employment costs directly or indirectly.
Employment Contract
Article 8
The employer and worker must enter into an employment contract in accordance with the prescribed form and rules. Additional terms may be included provided they do not conflict with the law and its Executive Regulation.
Probation Period
Article 9
Probation may not exceed six months. If an employer terminates during probation, written notice of at least 14 days is required.
Non-Competition Clause
Article 10
Where a worker has access to clients or business secrets, a non-compete restriction may be agreed if it is appropriately limited by time, place and type of work. The restriction may not exceed two years after the employment contract ends.
Employer Obligations
Article 13
Employers have statutory duties covering matters such as employee records, official documents, workplace requirements, occupational safety, employee awareness of rights and obligations, medical care and other employment requirements.
Normal Working Hours
Article 17
The general statutory limit is eight hours per day or 48 hours per week, subject to exceptions and the Executive Regulation.
Ramadan Working Hours
Executive Regulation
Normal working hours are reduced by two hours during Ramadan under the Executive Regulation.
Overtime
Article 19
An employer may require overtime within the statutory limits, generally not exceeding two additional hours per day except where otherwise permitted. Eligible overtime must be compensated according to the rules prescribed by law.
Total Wage Deductions
Article 25
Where there are multiple lawful reasons for deductions, the total deduction may not exceed 50% of the wage.
Public Holidays
Article 28
Workers are entitled to official public holidays with full pay. If work is required on a public holiday, the employer must provide another rest day or the additional compensation prescribed by law.
Annual Leave
Article 29
Employees are entitled to at least 30 days of annual leave for each year of extended service. Additional rules apply for service below one year.
Maternity Leave
Article 30
The Labour Relations Law provides statutory maternity leave and related protections. Conditions and additional leave situations should be checked against the current text.
Sick Leave
Article 31
After probation, a worker may be entitled to up to 90 days of sick leave per year, subject to statutory conditions and the applicable pay structure. Notification and medical-evidence requirements also apply.
Bereavement, Parental & Study Leave
Article 32
The law provides additional statutory leave for specified circumstances including bereavement, parental leave and qualifying study leave. UAE nationals may also be entitled to national-service leave under applicable legislation.
Disciplinary Sanctions
Article 39
The law specifies disciplinary sanctions that may be imposed for workplace violations, ranging from written caution or warning to other permitted measures, subject to applicable procedures and statutory limits.
Rules for Disciplinary Action
Article 41
Disciplinary action is subject to statutory safeguards. A sanction generally may not be imposed for conduct outside the workplace unless it is connected to work, and more than one disciplinary sanction may not be imposed for the same violation.
When an Employment Contract Ends
Article 42
An employment contract may end for reasons specified by law, including written mutual agreement, expiry of the agreed term, lawful termination by either party and other statutory circumstances.
Termination Notice
Article 43
Either party may terminate the contract for a legitimate reason by giving written notice. The agreed notice period must generally be at least 30 days and no more than 90 days, with compensation rules applying where notice is not observed.
Dismissal Without Notice
Article 44
An employer may dismiss a worker without notice only in the specific serious cases listed by law and after following the required investigation and written-decision procedures.
Worker Leaving Without Notice
Article 45
A worker may leave employment without notice while retaining statutory rights in specific cases prescribed by law, including certain serious employer breaches, assault or harassment, grave workplace danger or fundamentally different work assigned without the required consent.
Termination & Medical Unfitness
Article 46
An employer may not terminate a worker for lack of health fitness before the worker has exhausted the sick leave legally available to them.
Unlawful Termination
Article 47
Employer termination is unlawful where it results from a worker submitting a serious complaint to the Ministry or filing a case against the employer that is proven valid. The competent court may award compensation subject to the statutory limit.
Continuity of Employment Contracts
Article 48
Employment contracts remain effective where the establishment changes its legal form or status, and the new employer becomes responsible for implementing those contracts and the applicable legal obligations.
Unlawful Absence from Work
Article 50
A foreign worker who leaves work for an illegitimate reason before the contract ends may, subject to the law, Executive Regulation and applicable exemptions, face a one-year restriction on obtaining another UAE work permit.
End-of-Service Gratuity
Article 51
A foreign full-time worker completing at least one year of continuous service is entitled to gratuity based on last basic wage: 21 days per year for the first five years and 30 days thereafter. Unpaid absence is excluded; the total gratuity is capped at two years' wage.
Final Entitlements
Article 53
The employer must pay wages and other statutory entitlements within 14 days from the end of the contract.
02 / CONNECTED KNOWLEDGE
Go from rule to action.
Legal guidance is more useful when it connects to questions, processes and calculators.