UAE Ramadan working hours are not a policy suggestion or a goodwill gesture from employers — they are a statutory legal obligation enforceable through the Ministry of Human Resources and Emiratisation. As Ramadan 2026 began on 19 February, the question of whether companies are legally required to reduce working hours, and what employees can do when management refuses, has never been more practically urgent.
The short answers are: yes, private sector companies in the UAE are legally required to reduce working hours during Ramadan by two hours per day; no, they cannot reduce your salary to compensate; yes, any hours worked beyond the reduced limit are legally overtime and must be paid at a premium; and yes, there is a structured, accessible complaint process available to employees whose employers refuse to comply — with real penalties on the table for employers who persist in the violation.
This guide explains the law in full, walks through every exception and edge case that matters, and gives employees a step-by-step action plan for the situation most search results skip entirely: what to do when management says no.
The Legal Basis: What the Law Actually Says
The UAE’s Ramadan working hour reduction is not an annual circular that can be disregarded — it is embedded in two interlocking pieces of primary legislation.
Under Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, working hours during Ramadan are not left to the employer’s discretion. Article 17(4) expressly provides that Ramadan working hours are determined by the Executive Regulations.
Those Executive Regulations are Cabinet Resolution No. 1 of 2022. Under Cabinet Resolution No. 1 of 2022, private sector employees must receive a mandatory reduction of two working hours per day during Ramadan. The rule applies to all private sector staff regulated by the Ministry of Human Resources and Emiratisation, regardless of job role or seniority.
The UAE Ministry of Human Resources and Emiratisation (MoHRE) announced on 12 February that private sector employees will work two hours less each day throughout the holy month of Ramadan. The guidance applies equally to Muslim and non-Muslim staff, reflecting the UAE’s labour law principle of equal treatment.
The practical effect is straightforward. Private sector working hours in the UAE are reduced by two hours per day during Ramadan 2026, as mandated by UAE employment regulations. This means that if the regular shift is 8 hours, employees should work 6 hours daily during the holy month. This reduction applies to all private sector employees regardless of religion or fasting status.
There is no ambiguity in the legislative text and no discretion left to the employer on the fundamental question of whether to reduce hours. The employer’s only permitted flexibility is how those reduced hours are structured — not whether to implement them.
The official MoHRE announcement and the full text of Federal Decree-Law No. 33 of 2021 are available directly on the UAE Official Government Portal — Working Hours in the Private Sector.
Does This Apply to Non-Muslim Employees?
Yes — with one important jurisdictional exception. On the UAE mainland regulated by MoHRE, the two-hour Ramadan reduction applies universally.
In past Ramadan periods, authorities have confirmed that the reduction applies to Muslim and non-Muslim employees alike, as the rule is tied to workplace regulation rather than religious status.
The two-hour reduction in private sector working hours applies to both Muslim and non-Muslim employees.
The exception applies in specific financial free zones. Companies in Dubai International Financial Centre (DIFC) or Abu Dhabi Global Market (ADGM) follow their own employment laws. In these free zones, the Ramadan hour reduction is limited to Muslim employees only. DIFC law specifies that a Muslim employee “shall not be required to work more than six hours a day” during Ramadan, while in ADGM the reduced hours apply only if the Muslim employee is actually fasting. Non-Muslim staff in these jurisdictions may be required to work regular hours, unlike the across-the-board reduction on the UAE mainland.
If you work on the mainland under a MoHRE-regulated contract, your religion is irrelevant — the two-hour reduction is your legal right. If you work in DIFC or ADGM, you need to check your specific employment contract and the relevant free zone authority’s guidance.
Does Your Salary Get Reduced During Ramadan Working Hours?
No. This is one of the most important practical protections in the Ramadan working hours framework. Salaries must not be reduced due to Ramadan working hour reductions.
An employer who reduces an employee’s monthly salary proportionally on the basis that they are working two fewer hours per day during Ramadan is committing a separate violation of UAE labour law — specifically, an unlawful wage deduction. The reduced hours are a statutory entitlement, not a negotiated arrangement, and the employee’s base compensation is protected in full.
Overtime During Ramadan: How It Works and What You Are Owed
Any additional hours worked beyond the reduced schedule may be considered overtime, for which workers will be entitled to extra compensation.
The overtime framework during Ramadan operates as follows under Article 19 of Federal Decree-Law No. 33 of 2021 and Article 15 of Cabinet Resolution No. 1 of 2022.
For daytime overtime — hours worked beyond the reduced Ramadan limit during standard working hours: daytime overtime must be paid at a minimum of 25% above the employee’s normal hourly wage.
For night-shift overtime — hours worked between 10:00 PM and 4:00 AM: for night work performed between 10:00 PM and 4:00 AM, the overtime premium increases to at least 50%, unless the employee falls within a legally recognised exemption.
Importantly, overtime during Ramadan is not unlimited. Cabinet Resolution No. 1 of 2022 (Article 15) states that employers may request overtime work, but this cannot exceed two additional hours per day. Exceptions exist only when work is necessary to prevent loss, major accidents, or similar urgent circumstances. In all circumstances, total working hours must remain below 144 hours over any three-week period.
Employees in supervisory and managerial roles should note one important caveat. UAE labor law exempts certain high-level positions from standard working hour regulations. Certain categories of employees, such as senior executives with decision-making authority, board members, maritime crews, and employees in continuous shift-based operations, may be exempt from standard working-time rules under the Executive Regulations. These employees may not be entitled to overtime compensation even when working beyond the reduced Ramadan hours.
The hourly rate for overtime calculation is based on the employee’s basic wage — not total package. The formula is: basic monthly salary ÷ 30 ÷ daily contracted hours = basic hourly rate, which is then multiplied by the applicable overtime premium.
Exceptions and Special Sectors: Who the Reduction May Not Fully Apply To
While the two-hour reduction is the legal rule for the overwhelming majority of private sector employees, there are documented operational exceptions that affect how — but not whether — the obligation is met.
Shift-based and continuous operations: Employees working in certain roles, such as shift-based operations, security, healthcare, hospitality, or other roles where business continuity is essential, may be subject to alternative working arrangements. Expat.com The key legal point is that these employers are not exempt from the reduction obligation — they are permitted to restructure how the reduction is applied through adjusted shift planning, provided total daily hours across the reduced schedule are respected.
Healthcare sector: Hospitals and healthcare facilities often operate 24/7 rosters. The reduction obligation still applies, but its implementation through shift restructuring rather than a blanket two-hour cut to all shifts is the norm. Healthcare workers on rotating shifts should verify with their HR department how the Ramadan reduction is calculated across their specific roster.
DIFC and ADGM free zones: As described above, these operate under independent employment regimes where the universal application to non-Muslims does not apply. Muslim employees in these zones retain reduced hour protections; non-Muslim employees should consult their employment contracts and free zone authority guidance.
Managerial and executive roles: Employees in positions with employer-level authority may not be eligible for overtime compensation MoJ, though the reduced hours entitlement itself still technically applies to their contracted working time.
What Counts as a Violation: The Employer Behaviours That Breach the Law
Legal experts are unambiguous on what constitutes a violation. If an employer maintains normal working hours during Ramadan, it is considered a legal violation and may trigger multiple consequences.
The specific employer behaviours that constitute a breach include: refusing to implement any hours reduction during Ramadan at all; reducing hours by less than two per day without a justified operational basis under the exemption provisions; implementing the reduction but simultaneously reducing the employee’s salary; requiring employees to work beyond the reduced hours without paying the applicable overtime premium; and requiring overtime in excess of two additional hours per day without the qualifying emergency justification.
Each of these is a separate, independently actionable violation under UAE labour law. An employee does not need to experience all of them simultaneously — any single one provides sufficient grounds to file a formal complaint.
For context on how UAE labour law governs the full scope of working conditions and employee protections year-round, the UAE Official Portal’s Employment in the Private Sector section provides the authoritative federal reference, alongside Wirestork’s comprehensive guide on UAE labour law — everything you need to know.
What an Employee Should Do Before Filing a Formal Complaint
Before escalating to MoHRE, a structured internal escalation both strengthens your position and satisfies the procedural expectation that informal resolution was attempted first.
Step 1 — Review your employment contract and offer letter. Confirm what your contracted daily hours are, since the two-hour reduction is calculated from your standard contractual hours, not from 8 hours if your contract specifies a different arrangement. If you believe your UAE employee rights are being breached, start by reviewing your employment contract, offer letter and any internal policies to understand what was agreed.
Step 2 — Raise the issue internally in writing. Send a written message — email is ideal for documentation purposes — to your HR department or line manager stating specifically that you have not received the two-hour Ramadan working hour reduction mandated by Federal Decree-Law No. 33 of 2021 and Cabinet Resolution No. 1 of 2022, and requesting that the schedule be adjusted immediately. The written record of this request is critical evidence if the matter escalates.
Step 3 — Collect documentary evidence. Collect evidence such as payslips, WPS salary transfer records, attendance data and written communications. If you are being required to work your normal hours, document your actual start and end times — screenshots of shift schedules, attendance logs, or electronic clock-in records all constitute valid evidence. If overtime is being required without payment, gather payslips showing that no overtime premium was applied.
Step 4 — Allow a reasonable internal response window. If you have raised the issue in writing and received no response or an inadequate response within 3–5 working days, proceed to formal complaint. You should not wait beyond this window during Ramadan, since the violation is ongoing and daily.
The Formal Complaint Process: Step by Step
If your employer does not comply with the UAE Employment Law related to reduced working hours during the holy month of Ramadan, you may file a complaint against your employer with the MoHRE. Based on your complaint, MoHRE may take appropriate action against your employer as deemed necessary.
Employees who are affected can also file complaints with MoHRE, which has the authority to inspect workplaces, record violations, and order corrective measures.
There are four official channels for filing your complaint, all of which are active and accessible.
Channel 1 — MoHRE App (fastest). Download the MoHRE smart app from the App Store or Google Play. Log in using your Emirates ID. Navigate to the ‘Services’ section and select ‘Add Violation’. From the drop-down menu, choose ‘Exceeding overtime by two hours’. Click Submit. A reference number will be issued to track the complaint. For the broader working hours violation — an employer not reducing hours at all — use the relevant violation category under the labour complaints section.
Channel 2 — MoHRE Hotline. Call the MOHRE 24/7 call centre at 600590000 for guidance. The hotline can register complaints and provide case reference numbers. Have your Emirates ID, employer name, and company trade licence number ready.
Channel 3 — MoHRE Website. Access the official MoHRE e-services portal at mohre.gov.ae and navigate to the labour complaints section. Log in with UAE Pass credentials and submit your complaint with the documentary evidence gathered in Step 3 above.
Channel 4 — Tasheel Service Centre. For employees who prefer or require in-person assistance, Tasheel centres across the UAE provide MoHRE services including complaint registration. Visit an authorised service centre such as Tasheel to register a complaint. MoJ
For salary-related violations specifically — overtime worked but not paid — there is an additional confidential channel. You can file a ‘My Salary Complaint’ without fear of immediate disclosure to your employer. You can submit a claim via the MOHRE App or the official website. Select the ‘My Salary Complaint’ service. This mechanism is specifically designed to protect employees from retaliation during the investigation.
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What Happens After You File a Complaint
The MoHRE complaints process is not merely a feedback inbox — it has defined investigative and enforcement powers with real financial consequences for non-compliant employers.
The employer may face administrative penalties imposed by MoHRE, including fines, depending on the seriousness and duration of the violation and the number of employees affected. Easy Wedding Saudi Beyond regulatory penalties, companies may also face financial liability toward employees. Where employees work beyond the reduced Ramadan hours, those additional hours are treated as overtime and must be compensated under Article 19 of the Decree-Law, based on the employee’s basic wage. Easy Wedding Saudi
For smaller financial claims, MoHRE has direct adjudication powers. MoHRE has the authority to issue final, binding executive decisions on labour disputes where the claim value is Dh50,000 or less. Soul of Saudi This means the majority of individual overtime compensation claims can be resolved by MoHRE without requiring the employee to file a separate court case.
For higher-value claims or for employers who refuse to comply with MoHRE’s corrective orders: if the issue is not resolved amicably, MoHRE may review and investigate the claim and, where deemed appropriate, refer the dispute to the competent labour court for adjudication. Soul of Saudi
MoHRE also has a nuclear option available for persistent or serious violators. Ministerial resolutions further allow MOHRE to suspend work permits for establishments that violate the law in serious cases. MoJ Work permit suspension effectively prevents the company from hiring new staff — a significant commercial penalty for UAE-based businesses.
Deadlines matter in this process. Deadlines are strict — particularly the 14-day window after MOHRE’s referral to court and the overall two-year limit after termination — so early action is advisable. MoJ Do not allow violations to accumulate unchallenged for extended periods.
Can Your Employer Retaliate for Filing a Complaint?
UAE labour law provides specific protections against retaliatory dismissal in the context of labour complaints. Under Federal Decree-Law No. 33 of 2021, termination that is directly connected to an employee filing a legitimate labour complaint is considered arbitrary dismissal — itself a separate violation giving rise to compensation claims.
Practically, the confidential “My Salary Complaint” channel described above provides an additional layer of protection by not immediately disclosing the complainant’s identity to the employer during the initial investigation phase. However, employees should be aware that in smaller companies where the violation affects a limited number of employees, the source of a complaint may be identifiable regardless of formal confidentiality mechanisms.
If you face any retaliatory action — warning letters, schedule changes designed to create performance issues, or termination — document everything and report it immediately through the same MoHRE complaint channels. Wirestork’s guide on wrongful termination in the UAE explains the legal options available if an employer acts punitively in response to a complaint.
For the broader context of workplace protections against employer misconduct, including workplace bullying in the UAE and the specific application of UAE Labour Law Article 120 on summary dismissal grounds, Wirestork’s resource library covers the full landscape.
Public Sector Ramadan Hours: A Brief Comparison
While this article is focused on the private sector — where compliance disputes most commonly arise — it is useful to understand the public sector framework for employees who interact with government services during Ramadan.
From Monday to Thursday, public sector working hours will be 9:00 AM to 2:30 PM, while on Fridays, they will be 9:00 AM to noon. Mondaq This translates to about 5.5 hours on regular weekdays and a 3-hour half-day on Fridays. Federal departments are allowed to have up to 70% of employees work from home on Fridays during Ramadan, recognizing the importance of easing the day when congregational Friday prayers and family obligations occur. Etqan Law Firm
Government service centers — including MoHRE’s own customer happiness centers — operate on these reduced Ramadan schedules. This means if you need to visit a Tasheel center or government office to file a complaint during Ramadan, plan your visit for morning hours to ensure you are seen within the operating window.
Employer Flexibility Within the Law: What Businesses Can Legitimately Do
To be balanced: the law gives employers genuine flexibility in how reduced Ramadan hours are implemented, even as it removes discretion over whether to implement them.
Private sector companies may implement flexible or remote work schedules within the limits of the daily working hours specified during the holy month, in line with their business interests and the nature of their work. Courtly
An employer might let staff choose an earlier start to finish work early, or stagger timings to maintain coverage, provided no one exceeds the 6-hour daily duty. The key is that the two-hour reduction is mandatory, but firms have leeway in scheduling how those hours are taken off. Etqan Law Firm
This flexibility means that an employer who says “we will shift your hours to 7:00 AM to 1:00 PM instead of 9:00 AM to 5:00 PM” is legally compliant — even if an employee would prefer a different arrangement. The employer cannot, however, say “we will keep your 9:00 AM to 5:00 PM schedule and simply give you a longer lunch break” if that longer break does not reduce the total daily working time by two hours, since breaks do not count toward the reduction.
Key Takeaways
- The two-hour Ramadan working hour reduction is a mandatory legal obligation under Federal Decree-Law No. 33 of 2021 and Cabinet Resolution No. 1 of 2022 — it is not discretionary and not a courtesy. Employers who refuse are in breach of UAE federal labour law.
- The reduction applies to all private sector employees regulated by MoHRE, regardless of religion, seniority, or whether they are fasting. Non-Muslim employees on the mainland have the same entitlement as Muslim employees.
- Salary cannot be reduced during Ramadan — the two fewer hours per day carry no pay penalty. Any salary deduction based on reduced Ramadan hours is a separate, independently actionable violation.
- Any hours worked beyond the reduced Ramadan schedule are legally overtime: 25% premium for daytime overtime, 50% premium for hours between 10:00 PM and 4:00 AM, and overtime cannot exceed two additional hours per day except in genuine operational emergencies.
- Exceptions exist for senior executives, board members, maritime crews, and continuous shift operations under the Executive Regulations — and DIFC and ADGM have separate rules limiting the reduction to Muslim employees only.
- Employees whose employers refuse to comply should raise the issue internally in writing first, then file a formal complaint through the MoHRE app, hotline (600590000), or website — MoHRE has authority to impose fines, compel corrective action, issue binding financial awards up to AED 50,000, and refer persistent violators to labour courts.
- The “My Salary Complaint” channel on the MoHRE app and website allows overtime compensation claims to be filed without immediate disclosure to the employer.
Conclusion
UAE Ramadan working hours are not a management prerogative — they are a statutory employee right backed by federal legislation, executive regulation, and MoHRE enforcement authority. The two-hour daily reduction applies universally across the mainland private sector regardless of religion, the salary protection is absolute, and the overtime compensation framework is clearly defined in law.
For employees whose employers refuse to comply, the path forward is structured and accessible. Document the violation in writing, raise it internally, and if management continues to refuse, file immediately through MoHRE — the app-based complaint process is genuinely fast, the confidential salary complaint mechanism provides retaliation protection, and MoHRE’s enforcement powers include fines, corrective orders, binding financial decisions, and — in serious cases — work permit suspensions.
The most important practical advice is to act promptly. Ramadan lasts one month. Every day that passes without the reduction being implemented is a separate day of violation, accumulating both as an ongoing labour law breach and as unclaimed overtime entitlement. The complaint process is accessible from your phone, the evidence requirements are simple, and the law is unambiguously on the employee’s side.
Frequently Asked Questions
Q1: Are UAE companies legally required to reduce working hours during Ramadan?
Yes, without exception for most of the private sector. Under Federal Decree-Law No. 33 of 2021 and Cabinet Resolution No. 1 of 2022, private sector employers regulated by MoHRE must reduce daily working hours by two during Ramadan. A standard 8-hour day becomes 6 hours. This is a mandatory statutory requirement — not a discretionary policy — and applies to all employees regardless of religion, role, or seniority. The only recognised exceptions are senior executives with decision-making authority, board members, maritime crews, continuous shift operations, and employees in financial free zones such as DIFC and ADGM which operate under separate employment laws. Failure to implement the reduction constitutes a breach of UAE federal labour law with potential fines, overtime liability, and referral to labour courts.
Q2: What can an employee do if their employer refuses to reduce working hours during Ramadan?
First, raise the issue internally in writing — email your HR department or manager citing Federal Decree-Law No. 33 of 2021 and Cabinet Resolution No. 1 of 2022 specifically. If the employer fails to respond or refuses within 3–5 working days, file a formal complaint through MoHRE using any of these channels: the MoHRE smart app (navigate to Services → Add Violation), the 24/7 hotline at 600590000, the official MoHRE website at mohre.gov.ae, or in person at a Tasheel service centre. MoHRE has authority to investigate, impose fines, issue binding compensation orders up to AED 50,000, and refer serious violations to labour courts. Document all evidence — attendance records, schedules, written communications — before filing.
Q3: Do non-Muslim employees get reduced Ramadan working hours in the UAE?
Yes, for employees on the mainland regulated by MoHRE. The two-hour reduction applies to all private sector employees regardless of religion or fasting status — the rule is a labour regulation, not a religious concession. The exception applies in DIFC and ADGM free zones, where reduced Ramadan hours apply only to Muslim employees. Non-Muslim employees in DIFC and ADGM may be required to work their standard contracted hours during Ramadan. Employees uncertain about their jurisdiction should check their employment contract to confirm whether their employer falls under MoHRE or a free zone authority.
Q4: If I work extra hours during Ramadan, how is overtime calculated?
Any hours worked beyond the reduced Ramadan daily limit are legally overtime under Article 19 of Federal Decree-Law No. 33 of 2021. Daytime overtime is paid at a minimum of 25% above your normal hourly rate based on basic salary. Night overtime between 10:00 PM and 4:00 AM attracts a minimum premium of 50% above the normal hourly rate. Overtime cannot exceed two additional hours per day except in genuine operational emergencies such as preventing major accidents or significant financial loss. Total working hours across any three-week period cannot exceed 144 hours regardless of circumstances. The hourly rate for calculation purposes is based on basic monthly salary divided by 30 divided by daily contracted hours — not total package. An employer who requires overtime during Ramadan but does not pay the applicable premium is committing a separate, independently actionable violation from the failure to reduce hours itself.
Q5: Can my employer reduce my salary because I am working fewer hours during Ramadan?
No. Salary reduction on the basis of the Ramadan working hour reduction is explicitly prohibited. The two-hour daily reduction is a statutory entitlement — not a negotiated arrangement — and your base compensation is fully protected during the holy month. An employer who reduces your salary proportionally during Ramadan is committing an unlawful wage deduction under UAE labour law, independently of any working hours violation. You can challenge both violations simultaneously through MoHRE — the salary complaint specifically can be filed through the confidential “My Salary Complaint” service on the MoHRE app without your employer being immediately notified.
Q6: Does the Ramadan working hours reduction apply in free zones?
It depends on which free zone. Free zones regulated by MoHRE — the majority of UAE free zones including JAFZA, DAFZA, and most emirate-level zones — follow the same mainland rules, and the two-hour reduction applies to all employees regardless of religion. DIFC and ADGM are the critical exceptions: both operate under independent employment laws where the Ramadan hour reduction applies only to Muslim employees who are fasting. Non-Muslim employees in DIFC and ADGM may be required to work their standard contracted hours. Employees in any free zone should verify which authority regulates their employment contract — this information is typically stated in the contract itself or in the free zone authority’s published employment guidelines.
Q7: What penalties do UAE employers face for violating Ramadan working hours rules?
Employers who violate the mandatory Ramadan working hours reduction face a layered set of consequences. MoHRE can impose administrative fines, issue corrective orders requiring immediate compliance, issue binding financial awards for unpaid overtime compensation, refer persistent violators to the labour courts, and — in serious cases — suspend the company’s work permit quota, preventing them from hiring new staff. The financial liability extends beyond regulatory fines: all uncompensated overtime hours must be paid at the applicable premium rates, potentially across all affected employees simultaneously. For a workforce of any meaningful size, the cumulative overtime liability from a month of non-compliance can significantly exceed the cost of compliance itself.
References
- DIFC Employment Law — Working Hours and Ramadan: difclaw.ae
- UAE Ministry of Human Resources and Emiratisation — Working Hours and Overtime: mohre.gov.ae
- UAE Official Government Portal — Working Hours in the Private Sector: u.ae
- Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations — UAE Legislation Portal: uaelegislation.gov.ae
- Cabinet Resolution No. 1 of 2022 Concerning the Executive Regulations of Federal Decree-Law No. 33 of 2021: uaecabinet.ae
George Mathew is the Co-founder and Senior Litigation Counselor at Wirestork, a legal technology company he established in 2017 to make GCC legal processes more accessible and affordable for expatriates and businesses. With deep expertise in UAE and Saudi Arabia law — covering travel bans, immigration, court cases, and debt resolution — George has overseen more than 100,000 legal checks across the GCC region. His work bridges the gap between complex legal systems and the everyday needs of expats navigating the UAE and Saudi legal landscape. He is based in the UAE and consults regularly on cross-border legal matters in the Gulf.
