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The UAE labour law limits normal working hours for private sector employees to eight per day or 48 per week, a standard that applies across most industries as confirmed by the official government platform on employment rules. Arabian Business outlined these provisions in its review of the labour law applicable for 2026, noting that the Cabinet retains authority to adjust daily limits for particular economic sectors or worker groups following proposals from the Ministry of Human Resources and Emiratisation. Commute time generally falls outside these calculations except in cases specified by executive regulations, while mandatory one-hour breaks after five consecutive hours do not count toward the total. The framework, established under Federal Decree-Law No. 33 of 2021 with subsequent amendments, seeks to standardise conditions while permitting flexibility where operational needs demand it.
Overtime may not exceed two hours in a single day and remains capped at 144 hours across any three-week period, according to Article 19 of the law as detailed in multiple regulatory summaries. Employers must pay 25 per cent above the basic wage for daytime overtime and 50 per cent for night work between 10pm and 4am or during weekly rest periods, the Ministry of Human Resources and Emiratisation guidelines state. Certain categories, including board chairpersons, members and supervisory staff exercising employer authority, receive exemptions from the maximum hour restrictions. These rules have supported consistent enforcement across the private sector.
During Ramadan, daily working hours drop by two for all employees, a reduction the ministry has reiterated in annual updates to accommodate religious observance while preserving overall labour protections. The midday summer ban further restricts outdoor work and exposure to direct sun between 12:30pm and 3pm from mid-June to mid-September, achieving 99 per cent compliance in the preceding year according to ministry inspections. More than 12,000 air-conditioned rest stations now assist delivery riders and other outdoor personnel during peak heat, forming part of a broader occupational safety programme that aligns with the statutory hour limits.
In the first six months of 2026 authorities resolved 185,793 labour disputes through amicable settlement, with 98.6 per cent handled outside the courts, Ministry of Human Resources and Emiratisation figures show. The high resolution rate reflects enhancements to digital monitoring, expanded adjudication powers for smaller claims up to AED50,000 and proactive wage protection compliance checks that have reduced violations by 13 per cent year-on-year. These outcomes demonstrate the practical impact of clear hour and overtime regulations on minimising workplace conflict.
Private sector employment of Emiratis reached 190,000 across more than 32,000 companies by August 2026, a 128 per cent increase from 2023 levels, with women accounting for 71 per cent of that national workforce, the ministry reported. The data, released to mark Emirati Women’s Day, also showed women occupying 55 per cent of executive and leadership positions among Emirati private sector staff. Such growth coincides with the labour law’s modernisation measures, including flexible, part-time and remote work models introduced since 2021 that operate within the established hour caps.
The Ministry of Human Resources and Emiratisation continues to rank hour compliance and dispute resolution among its core performance indicators, recording improved enforcement metrics despite a 12.4 per cent expansion in the overall private sector workforce during 2025. Regulatory updates, including Federal Decree-Law No. 9 of 2024 that strengthened penalties and employee safeguards, have reinforced the original hour provisions without fundamental alteration. Industry reviews note that hotels, retail outlets and continuous-operation facilities may secure authorisations for extended daily shifts up to nine hours provided the weekly ceiling is observed and total overtime limits are respected.
