United Arab Emirates (AE)
The United Arab Emirates is a federation of seven emirates — Abu Dhabi, Dubai, Sharjah, Ajman, Umm Al Quwain, Ras Al Khaimah, and Fujairah — that has transformed from a pearl-diving and fishing economy into one of the world's most modern and cosmopolitan nations within a single generation.
Employment Rights
Sick leave, dismissal protection and red flags in United Arab Emirates.
UAE employment law is governed by Federal Decree-Law No. 33/2021 (effective February 2022), which significantly modernised the Labour Law. The law applies to all private sector employees on the UAE mainland. Free zone employees (DIFC, ADGM, JAFZA, etc.) have their own employment regulations but must meet minimum standards. Key features: no personal income tax, End-of-Service Gratuity (EOSG) mandatory, probation up to 6 months, and flexible work patterns including part-time and remote contracts. All employment contracts must be registered with MOHRE and issued in Arabic (with English translation).
Sick leave
Rules: Employees are entitled to sick leave after 3 months of service. First 15 days: full pay. Next 30 days: half pay. Following 30 days: unpaid. Total: 75 days per year.
Doctor note: Day 1 — a medical certificate from an approved clinic is required immediately for any sick day. The certificate must be issued by a DHA/DOH-licensed healthcare provider.
Employer pay: Full pay for first 15 days, half pay for next 30 days, unpaid for remaining 30 days.
Long-term: No government-funded long-term sick pay for expatriates. If unable to return after 75 days, employer may terminate with EOSG entitlement. Some employer-provided insurance covers long-term disability.
Dismissal protection
Law: Federal Decree-Law No. 33/2021 governs dismissal. Employees cannot be dismissed for discrimination based on race, colour, sex, religion, national origin, or social origin. Termination during sick leave is restricted. Employees can file an arbitrary dismissal claim at MOHRE if dismissed without valid reason — compensation up to 3 months salary may be awarded.
Deadline to sue: 2 years from the date the cause of action arises to file a labour complaint with MOHRE (extended from 1 year by 2024 amendments to Federal Decree-Law No. 33/2021). Once MOHRE refers the case to court, the worker must register with the labour court within 14 days of referral.
Probation
Maximum 6 months probation permitted under the new 2022 Labour Law. During probation, either party can terminate with 14 days notice (or 1 month if employee wishes to join a competitor). Employee is entitled to EOSG even if terminated during probation (based on days worked, though minimal). Probation cannot be extended.
Notice periods
Minimum notice: 30 days for employment under 5 years; 60 days for 5+ years. Contract may specify longer notice (up to 3 months). During notice, employee remains entitled to full salary and benefits. Employee can request immediate release but may forfeit notice pay.
Working time
Max hours: 8 hours per day / 48 hours per week (standard). During Ramadan: reduced to 6 hours per day for all Muslim and non-Muslim employees in the private sector.
Min rest: 11 consecutive hours between shifts. Minimum 1 rest day per week (Friday is the standard day off; some companies use Saturday/Sunday).
Overtime: Overtime paid at 125% of normal hourly rate. Night overtime (between 21:00–04:00) at 150%. Overtime capped at 2 hours/day unless emergency. Maximum overtime: 144 hours per year (12 hours/month) unless contract specifies differently.
Vacation
30 calendar days annual leave per year (after 1 year of service). New employees: 2 days/month for the first year. Leave can be carried over with employer agreement but should be taken in the year it accrues. Leave pay is based on basic salary + housing allowance. Unpaid leave is by mutual agreement.
Anti-discrimination
Discrimination based on race, colour, sex, religion, national origin, or social origin is prohibited in Federal Law. However, the UAE does not have a comprehensive anti-discrimination law equivalent to European standards. Emiratisation requirements mean some roles are reserved for UAE nationals. Gender pay gap protections are limited in practice. Report discrimination to MOHRE.
Contract red flags
- !Salary in offer letter does not match the Arabic MOHRE contract — always request a copy of the registered Arabic contract
- !Commission only or variable pay with no guaranteed basic salary (check MOHRE minimums)
- !Accommodation allowance included in basic salary (affects EOSG calculation — gratuity is on basic salary only)
- !Non-compete clauses broader than 2 years or covering more than one emirate — new law limits enforceability
- !Employer holds your passport — this is illegal. Employers may not confiscate passports under any circumstances
- !No UAE bank account required / WPS bypass — all salaries must be paid via the Wage Protection System
- !Contract states no EOSG entitlement — this cannot be waived by contract
- !No visa sponsorship or medical insurance mentioned — both are mandatory employer obligations
- !Trial period longer than 6 months — illegal under the 2022 Labour Law
- !Contract requires repayment of recruitment costs if you leave within 2 years — may be unenforceable
- !No minimum wage for expatriates — salary benchmarks are visa/permit-linked (AED 1,500–6,000+ depending on category); UAE nationals receive statutory minimum AED 6,000/month from Jan 2026
- !Salary not paid by the 1st of each month via WPS (Wage Protection System) — new unified payday rule from June 1 2026; employer non-compliance triggers travel bans and public prosecution
Employment Rights
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