UAE Labour Law Β· Article 74 during Ramadan
Working during Ramadan in the UAE
Shorter hours, same pay, and the right to a religious break. Know your rights and your employer's limits.
The core rules (Federal Decree-Law 33/2021)
- Working hours cut to 6 per day (or 36 hours per week), paid the same as 8 hours β so no salary reduction.
- Religious break: a paid, uninterrupted prayer/reflection time (typically 30 minsβ1 hour) without reducing your working-hours count.
- No extra overtime: employers cannot require overtime during Ramadan (beyond the 6-hour base).
- No "off-peak" shifts: employers cannot swap you to lower-paid night shifts to reduce their payment β you keep your regular salary.
Understanding the Ramadan rules
What the law actually says
β What employers MUST do
- Reduce working hours to 6 per day (with full payment for 8)
- Grant a paid religious break (no deduction from hours)
- Maintain salary at 100% β no cut for fewer hours
- Adjust shift times if requested (e.g., start later for Suhoor)
- Permit prayer during the break, not just break room time
β What employers CANNOT do
- Demand overtime during Ramadan (beyond the 6 hours)
- Cut your salary for the shorter days
- Reassign you to a lower-paid shift unilaterally
- Refuse a religious break or count it against hours worked
- Enforce fasting policies (eating/drinking is not grounds for discipline)
Ramadan at work
Common questions
My employer says I need to work 8 hours during Ramadan. Is that legal?
No β working hours must be reduced to 6 per day (or 36 per week). If your employer is insisting on 8, it's a breach of the Labour Law. Report it to MOHRE if they won't budge.
Does my salary get cut if I work only 6 hours?
Absolutely not. The reduced hours must be paid at the same rate as 8 hours β it's a built-in salary protection during Ramadan. Any salary cut is illegal.
What if my job demands continuous presence (24/7 healthcare, security)?
Even essential services like hospitals and security can cut to 6 hours per shift, with full pay. Staffing is the employer's problem β the law applies across all sectors.
Can my employer swap me to night shifts during Ramadan?
Not unilaterally, and not as a way to reduce their salary obligation. If you agree to a temporary shift, your pay must reflect your regular rate β no "night shift discount" is permitted.
How long is the religious break?
The law doesn't specify a fixed length β that's typically agreed between you and your employer, usually 30 minutes to 1 hour. It's paid time and doesn't count against your 6 working hours.
What if I'm not Muslim β do I get the religious break?
The law is framed around Ramadan, but the religious break is for anyone who requests it during that month. Some employers extend the same courtesy to non-Muslims; others don't. Ask β and document their response.
Can I be disciplined for eating/drinking during Ramadan?
No β the law does not require fasting or prohibit eating/drinking during work hours. Any discipline for eating or drinking during the day is a violation. Your choice to fast is yours alone.
What if my employer doesn't give Ramadan benefits?
File a wage claim at MOHRE (app, WhatsApp 600590000, or Tasheel centre) within one year. MOHRE can order the missed hours/pay to be settled retroactively, plus 10% penalty.
Do Ramadan rules apply to contractors / gig workers?
The Labour Law applies to "workers" β which includes most employment relationships but not pure independent contractors. If you're on a contract with a company (even part-time), the rules apply. If you're a sole proprietor offering services, they don't.
Does Ramadan affect gratuity or leave calculations?
No β gratuity and annual leave are calculated on basic salary and service days, not working hours. The reduced hours during Ramadan don't reduce your entitlements; you keep accruing leave and gratuity normally.
If there's a problem
Know who to contact
Labour Complaint (free)
File online via the MOHRE app/eServices, call 800-60, WhatsApp 600590000, or visit a Tasheel centre. File within 30 days of the issue (up to 1 year max). MOHRE targets 14-working-day resolution.
Labour Tribunal (if MOHRE fails)
If MOHRE's conciliation doesn't resolve it, escalate to a Labour Court or the relevant emirate's labour dispute committee for a formal hearing.