UAE labour law: the key rules for employers and employees

What the UAE labour law is, and how it has changed

Federal Decree-Law No. 33 of 2021 replaced Federal Law No. 8 of 1980 on 2 February 2022. Its Executive Regulation, Cabinet Resolution No. 1 of 2022, and MOHRE resolutions add the detail. The law sets minimum rights: under Article 65, a contract term that breaks it is void unless it favours the worker.

MOHRE's consolidated text showed no amending decree-law after 2024 when we checked on 10 November 2026.

Who the law covers, and who it doesn't

Article 3 covers all private-sector employers and workers, Emiratis and expatriates alike. The UAE government portal says free zone staff are generally governed by their free zone authority's employment regulations, applied together with the federal law; see what is a free zone.

ADGM's guidance flags one trap: if a dual-licensed business signs the contract through its non-ADGM Abu Dhabi entity, the federal law applies.

Contracts, work models, probation and non-compete

Article 8 requires a written contract, one copy for each side. Every contract is fixed-term and renewable, and MOHRE says there's no set maximum length. Unlimited contracts from the 1980 law had to be converted: Article 68 gave employers one year, and MOHRE's Ministerial Resolution No. 27 of 2023 extended the deadline to 31 December 2023.

Article 7 recognises full-time, part-time, temporary and flexible work, and the UAE government portal adds remote work and job sharing. Nobody may work without a permit (Article 6); on the mainland MOHRE issues it, as our labour card guide explains.

Probation lasts up to six months, once per employer (Article 9). An employer ending it gives at least 14 days' written notice; a worker moving to another UAE employer gives one month, or 14 days if leaving the UAE.

A non-compete clause is allowed only where the worker has access to clients or work secrets. It must be limited in time, place and type of work, can't exceed two years after the contract ends, and is void if the employer ends the contract in breach of the law (Article 10).

Key rules at a glance

Each topic has its own guide: working hours, annual leave, sick leave, resignation and notice and gratuity. Use our gratuity calculator for an estimate.

There's no minimum wage in the law. Employers registered with MOHRE pay through the Wage Protection System (WPS): under Ministerial Resolution No. 340 of 2026, salary is due on the first day of the next month, with at least 85% of wages due paid on time. See our HR and payroll services.

Labour disputes: MOHRE first, then court

• 1. Complain to MOHRE. Either side files through MOHRE's website, app or phone line, and MOHRE tries to settle.
• 2. MOHRE decides smaller claims. For claims up to AED 50,000, or when a party ignores a settlement, MOHRE issues a final decision (Article 54).
• 3. Object if needed. Either side can object before the Court of First Instance within 15 working days of notification; its ruling is final.
• 4. Larger claims go to court. MOHRE refers them with a memorandum; courts won't accept claims that skip MOHRE.
• 5. Watch the time limit. Since 2024, a claim can't be heard more than two years after the employment ends.

Workers and their heirs pay no court fees on claims of up to AED 100,000 (Article 55). The UAE government portal's disputes page still quotes the older one-year limit, so rely on the law text and act early. Every stage is in how to file a labour case in Dubai.

Global Sky PRO isn't a law firm and doesn't give legal advice. We prepare contracts, work permit and MOHRE applications, WPS files and complaint paperwork; MOHRE handles complaints and courts decide disputes. See labour complaint support and our employment visa service.