As the UAE prepares for its National Day celebrations, private-sector employees anticipating a four-day weekend should note their legal entitlements when required to work during official holidays. UAE labor regulations provide clear compensation mechanisms that employers must follow for holiday shifts.
The foundational legislation, Article 28 of the UAE Labour Law titled ‘Official Holidays and Requiring Worker to Work Therein,’ establishes two compensation options for holiday work: employers must either provide a substitute rest day or pay the normal daily wage plus a minimum 50% bonus based on the employee’s basic wage. This effectively guarantees at least 1.5 times the regular compensation for holiday work.
Legal protections extend uniformly across the workforce hierarchy, covering senior staff, junior employees, and contract workers without discrimination. All private-sector employees benefit from these safeguards under federal law.
Human resources consultant Ghina El Naber observes that many workers, particularly in retail and hospitality sectors, remain unaware of their entitlements. ‘The law is unequivocal. Working on a public holiday should never be treated as an ordinary shift,’ El Naber emphasized. ‘Employees should scrutinize their pay slips and assert their rights through proper channels when compensation is absent.’
For non-compliant employers, the Ministry of Human Resources and Emiratisation (MoHRE) provides complaint mechanisms, with labor dispute tribunals consistently enforcing strict adherence to Article 28 provisions.
The 2025 holiday schedule sees National Day observations moving to December 1-2 (Monday-Tuesday), creating an extended weekend for many workers. Those working during this period should verify their compensation through either additional pay reflected in their earnings or substitute leave days allocated by their employer.