In the UAE, private sector employees typically receive a two-hour reduction in daily working hours during Ramadan, regardless of religion.
However, there are important exceptions.
Roles That May Not Receive Reduced Hours
Employees in roles where business continuity is essential may operate on normal schedules, including:
- Shift-based operations
- Security personnel
- Healthcare workers
- Hospitality staff (hotels, restaurants, tourism)
- Other critical service roles
In these cases, employers can implement alternative working arrangements, but they must still comply with:
- Maximum legal working hour limits
- Overtime compensation rules
What About Free Zones Like DIFC and ADGM?
Some free zones follow separate labour laws.
For example:
DIFC
- Only Muslim employees are entitled to reduced working hours (maximum six hours per day during Ramadan).
- Reduced hours do not apply to non-Muslim employees under DIFC law.
ADGM operates under its own employment regulations as well, which may differ from mainland UAE law.
What Happens If You Work Overtime?
Since regular working hours are reduced by two hours per day, any work beyond the reduced hours is generally considered overtime.
Employers can request overtime, but:
- Extra hours must not exceed two hours per day
- Overtime must be compensated as per UAE Labour Law
How Is Overtime Calculated?
If you work beyond normal hours:
- You are entitled to your normal hourly pay (based on basic salary) plus 25%
- If overtime falls between 10pm and 4am, compensation increases to 50% extra
- This late-night rule does not apply to shift workers
If you work on your official rest day:
- You are entitled to either:
- A substitute rest day, OR
- Normal pay plus 50%
While most private-sector workers benefit from reduced Ramadan hours, those in essential, shift-based, or continuous operations roles may not see shorter days. Still, they must be properly compensated if they work beyond legal limits.