Dubai: If you have just arrived in the UAE and are about to begin working here, it is important to know the laws and rules that govern all work relationships in the UAE’s private sector.From the very initial stages of signing your work contract to ensuring that you receive your salary on time and are provided a safe work environment, the UAE’s laws ensure that workers rights are preserved, and they are aware of their responsibilities to their employer as well.Here is a detailed guide on your rights and responsibilities as you begin your work journey in the UAE’s private sector.1. The UAE’s Labour Law governs work regulationsIf you are working in the UAE’s private sector, it is important to note that the sector is regulated by the Ministry of Human Resources and Emiratisation (MOHRE). The primary governing law that applies to companies and workers in the private sector is Federal Decree-Law No. 33 of 2021, also referred to as the UAE Labour Law.There are also subsequent executive regulations and decisions issued by MOHRE, that further lay down the details of how the Labour Law is implemented and the rights and responsibilities of employers and employees in the workplace.2. What are your working hours?The UAE Labour Law stipulates that the maximum normal working hours for workers in the private sector are eight hours per day or forty-eight hours per week.The time spent by the worker in commuting to and from the workplace is not normally counted as part of the working hours, except for some categories of workers as per the executive regulations of the Labour Law.During the month of Ramadan, the normal working time is reduced by two hours.You are entitled to a break after five hours of consecutive work. The break times in total cannot be less than one hour in total.According to MOHRE, in factories and similar facilities, where work is rotated on night and day shift basis, or for certain categories of workers, working hours are regulated through a system more appropriate to the work requirements.In case your employer requires you to work beyond your normal working hours, the duration of the overtime work cannot exceed two hours per day, except in certain conditions. You can find a more detailed guide on how overtime work is regulated and how your overtime pay should be calculated, in our detailed guide here.3. The holidays and leaves you are entitled toWhen it comes to your weekend, you are entitled to at least one paid weekly rest day. You may be entitled to two days a week, or more, if your work contract specifies this arrangement between you and your employer.You are also entitled to an annual leave with full pay, as well as a paid leave in the following circumstances:Bereavement leave: Five days of paid leave following the death of a spouse, and three days of paid leave following the death of a mother, father, son, daughter, brother, sister, grandchild, grandfather or grandmother. The leave begins from the date of death.Parental leave: Five working days of paid parental leave for either the mother or father following the birth of a child. The leave may be taken consecutively or intermittently within six months of the child's birth.Other leave: Any additional types of leave that may be specified by the UAE Cabinet.In total, there are eight different types of leaves you are entitled to as per the UAE Labour Law, the details for which you can find here.4. Make sure you get a job offer first, and details match the work contractWhether you are inside or outside the UAE, it is important to remember that before you establish an official work relationship with an employer, you must receive an employment offer.This is an approved contract form, which is generated by MOHRE, which provides details of the terms of the contract, your salary breakdown and other details.This is an initial job offer and as it is issued by MOHRE, you can also verify its validity through the barcode provided on the letter, here: https://receipts.mohre.gov.ae/OfferInquiry/Index?langid=2According to MOHRE, while a job offer sets out the basic terms of employment, your employment contract may include additional benefits or conditions through appendices or addendums. However, these cannot conflict with the UAE Labour Law or its implementing regulations.Article 65 of the UAE Labour Law makes it clear that the rights provided under the law are the minimum rights every employee is entitled to receive. This means an employer cannot use an appendix or addendum to reduce or remove legal entitlements such as maximum working hours, annual leave or end-of-service benefits. Any clause that gives an employee fewer rights than those guaranteed under the Labour Law is invalid. On the other hand, employers are free to offer more favourable terms, such as higher allowances, extra leave or additional benefits.If you are unsure whether a clause in your contract complies with the law, you can contact MOHRE through its call centre - 600 590000.5. Ensuring timely salary payment through the Wage Protection SystemThe UAE also has a Wage Protection System, which ensures that workers are paid on time. It allows companies to pay wages through approved banks and exchange houses so the government can track payments and make sure workers are paid on time and in full.In a recent update, MOHRE also standardised the payment date for monthly salaries, to the first of each month.6. Occupational Health and SafetyWorkers’ health and safety are another major focus of the UAE Labour Law and its implementing regulations, which contain a package of preventive measures that must be implemented at your workplace, including appropriate means of protection against work injuries and occupational diseases that may occur during working hours, as well as major fire incidents and other dangers that may result from the use of equipment. The Ministry stated that it monitors the proper implementation of these precautionary measures by organising periodic field visits to workplaces.You can read in more detail all the ways in which workplace safety is ensured in the UAE, in our guide here.7. Your end-of-service benefitsAnother right that employees have is to receive a gratuity at the end of a work relationship, which is calculated based on the number of years of service, as well as your basic wage. This can often be one of the most important financial payouts you receive, as you transition to a new job, or move to another country. However, you are only eligible for a gratuity payout if you have completed at least one year of continuous service. Read more about how gratuity is calculated here.8. Prohibition of discrimination in the UAEMOHRE also highlights how the UAE’s laws promote the principles of equality, fairness and safety and to maintain a healthy work environment. The Labour Law and its implementing regulations stipulate that:The employer shall not use any means that would oblige or force the worker, threaten them with any penalty to work for it, or compel them to undertake work or provide a service against their will.Sexual harassment, bullying or any verbal, physical or psychological violence committed against the worker by the employer, his or her superiors at work, colleagues or the persons who work with him or her, are prohibited.The Decree-Law also states that employers are prohibited to discriminate against workers on the basis of race, colour, sex, religion, national or social origin or disability.9. What are your obligations as worker?Article 16 of the UAE Labour Law and Cabinet Resolution No. 1 of 2022, also list out certain legal obligations that are applicable on workers, including:1. Performing the work by yourself according to the direction and supervision of the employer, and in accordance with the contract. Not outsourcing the work to any worker or any other person.2. Being committed to good behaviour and morals while undertaking work and adhering to honesty and professional integrity.3. Preserving the work-related tools and resources that are provided to you and kept in your custody and maintaining them.4. Keeping the confidentiality of information and data to which you have access by virtue of your work, not disclosing work-related secrets and returning the items in your custody to the employer at the end of your service.5. Not keeping any original papers or hard or soft copies of documents related to work secrets without the permission of the employer or its representative.6. Implementing the occupational safety and health instructions prescribed at the establishment as per the legislation in force or work regulations and instructions.7. Working during the approved working days and working hours specified in the employment contract, communicating and responding in an efficient manner to complete the duties assigned to you.8. Continuously and diligently working to develop your functional and professional skills and enhancing your performance.9. Not working for others, in violation of the provisions of the UAE Labour law or any applicable legislation.10. Evacuating the accommodation provided by the employer, within 30 thirty days of the date on which you end your service with the employer. However, the Cabinet Resolution stated above also states that the worker may stay in the accommodation after this period, in case it is approved by the employer. In such cases, the worker is required to bear the cost of stay or as agreed upon in writing with the employer.10. What can you do if you have a work complaint?In case you do face issues at the workplace, you can claim your rights and raise a grievance directly with the Ministry. One of the ways in which you can approach the Ministry is through their Labour Claims And Advisory Centre – 800 84.The Ministry representatives are able to provide clarification on your rights and responsibilities as an employee in multiple languages. In cases where your issue is not resolved, you can also file an official complaint with MOHRE. The Ministry usually settles such labour disputes within a period not exceeding 14 days from the date of submission. In case a mutual agreement is not reached, the case is then referred to the competent court for a decision. You can read more about the process for filing a labour complaint, here.
