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Ramadan: Are employees eligible for overtime while working remotely in UAE?
In the UAE, an employee is entitled to 2 hours of reduced working hours per day during the month of Ramadan
- PUBLISHED: Sun 8 Mar 2026, 12:34 PM
Question: The UAE recommended working from home last week for private sector workers. My company gave us the option too. However, we were made to work beyond the Ramadan work hours. Am I eligible for overtime in this scenario?
Answer: It is understood that the UAE recommended work from home last week for private sector workers. Your company gave you the option too. However, you were made to work beyond the Ramadan work hours. You intend to know whether you are eligible for overtime in this scenario.
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Pursuant to your queries, the provisions of the UAE employment law and the Cabinet Resolution are applicable.
In the UAE, an employee is entitled to 2 hours of reduced working hours per day during the month of Ramadan.
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This is in accordance with Article 17(4) of Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relations (the ‘Employment Law’) read with Article 15(2) of the Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree Law No. 33 of 2021. Regarding the Regulations of Employment Relations (the ‘Cabinet Resolution No. 1 of 2022’), which states,
“Subject to the provisions of Article 17 of the Decree Law:
- The regular working hours shall be reduced by two hours during the holy month of Ramadan."
Further, an employee may be entitled to overtime payment if his or her employer calls upon an employee to work beyond the normal hours of work. This is in accordance with Article 19 of the Employment Law, which states,
“1. The employer may employ the employee for additional working hours, provided that they do not exceed two hours a day, and the employee may not work more than such hours unless according to the procedures and conditions specified by the executive regulations of this decree-law. In any event, the total working hours shall not exceed one hundred forty-four (144) hours in three (3) weeks.
2. If the work circumstances require that the employee be employed for hours exceeding the ordinary working hours, such extended time shall be deemed overtime for which the employee shall be paid his basic salary for his normal hours of work plus a supplement of at least twenty-five per cent of that salary.
3. If the work circumstances require that the employee be employed for extra hours between 10 PM and 4 AM, the employee shall be paid his basic salary for his normal hours of work plus a supplement of at least fifty per cent (50%) of that salary. This paragraph shall not apply to employees by shifts.
4. If the work circumstances require that the employee be employed on the rest day specified in the employment contract or the internal work regulations, he shall be compensated with a substitute rest day or be paid his basic salary for his normal hours of work plus a supplement of at least fifty per cent of the salary.
5. The employee may not be employed for more than two consecutive rest days, except for the daily employees.”
Moreover, if an employee is in a managerial or supervisory position, he or she may not be entitled to any overtime pay. This is in accordance with Article 15(4) (b) of Cabinet Resolution No. 1 of 2022, which states,
“The following categories shall be exempted from the provisions relating to the maximum working hours. ”.
b. The persons occupying supervisory positions if such positions vest in them the powers of the employer.”
However, due to the ongoing state of conflict in the region, the UAE government has introduced certain precautionary measures to keep its citizens, residents and visitors safe in the UAE, including recommendations for remote working in certain sectors.
Such arrangements do not alter the statutory provisions governing working hours in accordance with the Employment Law in the UAE.
Accordingly, if an employee were required to work beyond the reduced Ramadan working hours, such additional hours may qualify as overtime, provided the employee falls within the category of employees eligible for overtime under the Employment Law.
Therefore, subject to the terms of employment and the nature of the employee’s role, an employee may be entitled to overtime compensation for work performed beyond the prescribed Ramadan working hours.
Applicable law:
1. Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relations
2. Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree Law No. 33 of 2021¹ Regarding the Regulations of Employment Relations
Ashish Mehta is the founder and managing partner of Ashish Mehta & Associates. He is qualified to practise law in Dubai, the United Kingdom and India. Full details of his firm are on www.amalawyers.com. Readers may e-mail their questions to news@khaleejtimes.com or send them to Legal View, Khaleej Times, PO Box 11243, Dubai.
Disclaimer: The information provided above is intended for general guidance and does not constitute legal advice. It is recommended to seek formal legal counsel if needed.
