As Ramadan 2026 approaches, employers across the UAE must prepare for mandatory changes to working hours, overtime calculations, and compliance obligations, with clear legal consequences for non-compliance.
Mandatory Two Hour Work Reduction in the Private Sector
Under Federal Decree-Law No. 33 of 2021, all private sector employees in the UAE are entitled to a mandatory reduction of two working hours per day during Ramadan. This applies universally, regardless of religion, job title, or seniority, and without any reduction in salary. In practical terms, a standard eight-hour workday is reduced to six hours throughout the holy month.
Overtime Rules During Ramadan
Any work performed beyond the reduced Ramadan working hours is classified as overtime and must be compensated accordingly. Daytime overtime must be paid at a minimum of 25% above the employee’s normal hourly wage. 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.
Public Sector Working Hours
Government entities follow separate Ramadan schedules issued by the relevant authorities. Typically, public sector employees work from 9:00 AM to 2:30 PM from Monday to Thursday and from 9:00 AM to 12:00 PM on Fridays, representing a daily reduction ranging from approximately 1.5 to 3.5 hours.
Shift-Based and Essential Services
Certain sectors, including healthcare, security, hospitality, and other shift based operations, may operate under alternative arrangements during Ramadan. However, these employers remain bound by statutory maximum working hour limits and overtime compensation rules. They must ensure that reduced hour entitlements are respected through adjusted shift planning.
Free Zones and Special Jurisdictions
Free zones such as DIFC and ADGM should note that these jurisdictions are governed by independent employment regulations. While many free zone employers align their practices with federal standards, compliance requirements may differ and should be reviewed carefully on a case-by-case basis.
Penalties and Employee Remedies
Failure to implement the mandatory two hour reduction or to properly compensate overtime can expose employers to administrative penalties, wage claims, and labour disputes. Employees who are not paid correctly may file complaints with the Ministry of Human Resources and Emiratisation. Unresolved matters potentially escalating to the UAE labour courts.
Conclusion
Ramadan working hour reductions are a legal obligation, not a discretionary benefit. Employers must proactively adjust schedules, payroll systems, and operational planning to remain compliant, while employees should be aware of their rights to reduced hours and overtime compensation during the holy month.
For businesses seeking guidance, Al Kabban & Associates, with over 30 years of experience in UAE law and recognition by Legal 500, stands ready to help corporations build resilience against legal risks while ensuring compliance with local and international standards. For more information or to schedule a consultation, contact us at +971 4 453 9090 or visit www.alkabban.com. You can also follow us on social media for more updates on everything law related in the UAE: @Alkabban_Law
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