Ramadan 2026 working hours in UAE: What employees and employers must follow
Overtime, fines and exemption categories clarified
DUBAI – Ramadan working hours across the UAE will shift once again in 2026, with mandatory reductions applying to most public and private sector employees under federal labour rules.
Authorities and legal experts have reiterated that shorter daily schedules during the holy month are not optional in most cases but are grounded in law and executive regulations. The adjustments are designed to support fasting routines, prayer time and altered daily patterns while maintaining business continuity.
Based on astronomical calculations, Thursday, February 19 is the most likely first day of Ramadan for most countries, including the UAE, subject to the official moon sighting announcement. As in previous years, reduced working hours will apply across workplaces, with separate frameworks governing private companies and government entities.
Ramadan working hours
Ramadan working hours in the private sector are governed by Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations and its executive regulations. Article 17(4) makes clear that working hours during Ramadan are determined by executive rules rather than employer discretion.
Those executive rules are set out in Cabinet Resolution No. 1 of 2022, which requires a mandatory reduction of two working hours per day for private sector employees during Ramadan. The rule applies to all employees regulated by the Ministry of Human Resources and Emiratisation (MoHRE), regardless of role, seniority, contract type or religion.
Legal specialists stress that this reduction is tied to workplace regulation, not religious status. In previous Ramadan periods, authorities have confirmed that the shorter hours apply to Muslim and non-Muslim employees alike.
Employers are allowed to reorganise shifts, introduce staggered timings or approve remote work arrangements, provided the total daily hours are reduced in line with the law.
Private sector rules
For most private sector staff, the Ramadan adjustment means a direct cut of two hours from the normal working day.
If an employee usually works eight hours, the Ramadan schedule should not exceed six hours per day. Companies may go further and reduce hours more than the minimum, but they cannot lawfully keep standard hours without triggering overtime obligations and potential violations.
The obligation is clearly defined in legislation and is enforceable through inspections and complaints.
Failure to apply the reduction constitutes a breach of UAE labour law. Employers that ignore the rule may face administrative penalties imposed by MoHRE, with fines depending on the seriousness and duration of the violation and the number of employees affected.
Employees who believe their company is not complying can file complaints with MoHRE. The authority has powers to inspect workplaces, record violations and order corrective measures.
How to calculate overtime
During Ramadan, the reduced working day becomes the legal normal working time. Any hours worked beyond the reduced Ramadan schedule are treated as overtime under the law.
Under Article 19 of the Labour Law, overtime must be compensated based on the employee’s basic wage. Legal experts outline the minimum uplifts as follows:
- Daytime overtime must be paid at not less than 25 percent above the normal hourly rate
- Nighttime overtime must be paid at not less than 50 percent above the normal hourly rate
If an employee is required to work on a contractual rest day, the employer must provide either a compensatory day off or payment with an uplift of at least 50 percent. These payments are mandatory and cannot be waived through company policy or private agreement.
Maintaining normal pre-Ramadan hours without adjustment effectively converts the extra hours into overtime liability, in addition to exposing the employer to regulatory penalties.
Public sector schedules
For the public sector, working hours are typically announced closer to Ramadan through official circulars issued by federal and local government authorities. These include ministries and government departments across the emirates.
In previous Ramadan periods, federal government working hours have commonly been set at:
- Monday to Thursday: 9:00 am to 2:30 pm
- Friday: 9:00 am to 12:00 pm
These schedules represent a reduction of about 3.5 hours on weekdays and 1.5 hours on Fridays compared with regular government timings. Built-in flexibility is often included for essential services and customer-facing operations.
Government entities may also adjust timings further depending on operational needs. Individual emirates and departments can introduce their own refinements to ensure service continuity.
The Federal Authority for Government Human Resources (FAHR) usually leads announcements for federal entities, while local authorities issue guidance for emirate-level departments.
Flexible and remote options
Labour guidance issued in recent years has encouraged both public and private sector employers to adopt flexible or staggered schedules during Ramadan. The aim is to support employee wellbeing while maintaining productivity and service delivery.
Remote work has increasingly formed part of Ramadan arrangements in government entities, especially on Fridays, subject to managerial approval and operational feasibility. Some frameworks have allowed remote work for up to 70 percent of staff in certain departments where service impact is limited.
Private companies may also introduce remote or hybrid arrangements, compressed hours or split shifts, as long as the mandatory reduction requirement is satisfied.
Many organisations now build Ramadan schedules into annual workforce planning rather than treating them as last-minute adjustments.
Exceptions and special regimes
While the Ramadan reduction applies broadly, limited exemption categories exist under the executive regulations. These may include:
- Senior executives with decision-making authority
- Board members
- Maritime crews
- Employees in continuous shift-based operations
In addition, employers operating in financial free zones with independent employment regimes are subject to separate labour frameworks.
In the DIFC, for example, Muslim employees may not be required to work more than six hours per day during Ramadan, while non-Muslim employees remain subject to general working time limits under DIFC law. The ADGM also follows its own employment regulations.
Government entities are governed by separate federal and emirate-level rules rather than MoHRE private sector provisions.
Beyond offices, Ramadan timing adjustments typically extend to school schedules, public services, parking systems and toll operations, with separate announcements issued by relevant authorities as the month approaches.