Unpaid Overtime and Holiday Work: Are UAE Workers Fully Protected?

Across the Emirates, many employees say they are working long after their official hours end — without the overtime pay the law requires. The issue of unpaid overtime and holiday work has become increasingly visible, as workers raise questions about whether labour rights are being upheld in practice.

The Legal Framework

The UAE’s labour law, Federal Decree-Law No. 33 of 2021, is clear:

• Working hours: Employees may work no more than eight hours per day, 48 per week.
  
  

• Overtime: Employers can request up to two extra hours per day, with a cap of 144 hours over three weeks.
  
  

• Pay: Overtime must be compensated at a higher rate — at least 25% extra during the day, and 50% extra if work falls between 10 pm and 4 am.
  
  

Rest days and holidays are also protected: one weekly paid day off, 30 days of annual leave, and additional pay or substitute rest days for work on holidays. If no substitute is given for a public holiday, workers must be paid 150% of their basic wage.

The Reality on the Ground

Yet the law and daily practice do not always align. A Perspectus survey revealed that UAE employees average seven unpaid overtime hours per week — effectively 3.5 days of extra work each month. Workers also reported difficulty disconnecting after hours, with blurred lines between work and personal time.

Court rulings confirm that disputes often reach litigation. One Abu Dhabi case saw a company ordered to pay AED 57,400 for withheld wages, leave, gratuity, and six months of unpaid overtime. In another, a long-serving worker successfully claimed over AED 100,000 in unpaid salary and benefits after 14 years of service.

Barriers to Enforcement

Despite robust laws, several challenges persist:

• Awareness gaps: Many workers do not know when overtime officially begins, or what their entitlements are.
  
  

• Documentation issues: Proving unpaid overtime often requires timesheets, approvals, or digital logs — records not always available to employees.
  
  

• Exemptions: Certain categories, like shift workers or senior management, fall under different provisions.
  
  

• Practical hurdles: For expatriate workers especially, pursuing a complaint through MOHRE or the courts can feel intimidating and risky.
  
  

Closing the Gap

Experts advise that workers take proactive steps: review contracts carefully, maintain personal records of hours worked, and raise issues with HR when possible. If unresolved, employees can file complaints with MOHRE, which oversees private-sector labour rights. Courts remain a last resort but have repeatedly awarded backpay and compensation where evidence supports the claim.

Conclusion

The UAE has laid down clear rules to protect workers from unpaid overtime and unfair holiday work. The challenge lies in enforcement and awareness. As more workers come forward, closing the gap between the letter of the law and its day-to-day practice will be essential for ensuring fairness, balance, and dignity in the workplace.