UAE Labour Law: Employees Must Receive Compensation for Working on Public Holidays

Dubai: Employees in the UAE are entitled to compensation if required to work during public holidays, including the upcoming Eid Al Adha break. According to the UAE Labour Law, specifically Federal Decree-Law No. 33 of 2021, private sector employees have the right to either additional pay or a compensatory day off for working on these designated holidays.

Legal experts emphasize that the law mandates compensation for employees who work on public holidays. This compensation can take one of two forms: either an additional rest day or extra pay.

Compensation Methods for Working on Public Holidays

When employees are required to work on a public holiday, employers must provide compensation in one of the following ways:

• Grant an additional rest day in lieu of the holiday worked.
• Pay the normal daily wage plus at least 50% of the employee’s basic salary for that day.

Rajiv Suri, Senior Associate at Alsuwaidi & Company LLC, noted that this regulation applies universally to all private sector employees, regardless of their position. He advises employees to obtain written confirmation—via email or messaging apps—regarding their compensation before working on a holiday.

If an employer fails to comply with these regulations, employees should first address the issue with their company’s human resources (HR) department. If the matter remains unresolved, they can escalate it to the Ministry of Human Resources and Emiratisation (MOHRE) or file an online complaint. In cases where issues persist, employees may refer the matter to the Labour Court of First Instance.

Applicability to Managers and Senior Staff

The entitlement to compensation for working on public holidays extends to all employees, including those in managerial positions. Dr. Mohamed Abdulla Al-Mur, Founder and Chairman of Al Mur Law Firm, confirmed that the Labour Law does not differentiate between junior and senior roles. Article 28 of the law ensures that all employees are entitled to compensation for working during public holidays.

However, Dr. Al-Mur pointed out that certain senior managerial or supervisory roles may not fall under the same overtime frameworks, depending on their authority and responsibilities. The key factor is whether the individual exercises genuine managerial authority, such as decision-making power on behalf of the employer. Nonetheless, public holiday compensation remains due unless there is a clear and lawful basis for exclusion.

Steps to Take if Compensation is Not Provided

If an employer does not comply with the compensation requirements, employees should first approach their HR department for clarification or correction. Should the issue remain unresolved, they can escalate the matter through MOHRE or file an online complaint.

Common Issues Employees Should Be Aware Of

Dr. Al-Mur highlighted several common issues that employees should consider when working during public holidays:

• Ambiguity in Compensation Method: Employees should clarify whether they will receive compensatory leave or additional pay. Disputes often arise when this is not clearly communicated in advance. It is advisable to document the agreed-upon compensation method beforehand.
• Miscalculation of Entitlement: The law specifies that the additional 50% compensation is calculated based on the basic salary, not the total remuneration. This distinction can lead to misunderstandings.
• Protection Against Retaliation: The law explicitly protects employees from adverse actions for filing legitimate complaints. If an employee is terminated for making a complaint, this may be deemed unlawful, entitling them to compensation.

For further information, refer to the detailed guidelines on public holiday work rules as reported by www.emirates247.com.

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Published on 2026-05-01 07:47:00 • By FAME Delivered News Desk