Ramadan 2026 working hours UAE will see most private-sector staff on the mainland working two hours less each day. Employers must update rosters, payroll and shift plans now. The change affects overtime pay and has important free-zone and essential-service exceptions.
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Ramadan 2026 working hours UAE — Official ruling MoHRE
The ministry has reiterated that private-sector employees covered by federal labour law are entitled to a two-hour reduction in daily hours for the month of Ramadan. The reduced day becomes the employee’s normal working time for that month. Any time worked beyond it is treated as overtime and must be compensated or balanced with approved rest.
Start date and timing
Ramadan is expected to begin around February 18 or 19, 2026, although the final date will only be confirmed after the official moon sighting. Employers are advised to treat the timing as provisional and keep work schedules flexible until an announcement is made.
Free-zone exceptions
Certain free zones follow their own employment rules:
- DIFC — reduced hours typically apply to Muslim employees who fast, not automatically to all staff.
- ADGM — similar provisions link reductions to fasting status.
Other zones may adopt federal rules or issue separate circulars. Firms inside a free zone must check their zone code before issuing a policy.
Continuous operations and rostering
Sectors that operate 24/7 — healthcare, hospitality, security, transport and utilities — should use shift patterns to maintain coverage. Employers can reorganise shifts, but must still respect weekly hour limits and overtime entitlements. Informal, uncompensated hour-shifting is not acceptable.
Over time, pay and compensatory rest
During Ramadan, the shortened workday is the baseline. Key points for payroll and HR teams:
- Extra hours beyond the reduced day qualify as overtime.
- Daytime overtime is commonly paid at a minimum premium (market practice often cites 125% of basic hourly pay).
- Night overtime typically attracts a higher premium (commonly 150%).
- Compensatory rest may be used where the law and contracts allow.
- Employers must document how the “basic hourly rate” is calculated to avoid disputes.
Managerial roles and contractual exemptions
Some senior or supervisory jobs may be exempt from overtime under contract or classification. Employers should review contracts before assuming exemptions during Ramadan.
Enforcement and penalties
MoHRE enforces the rules on the mainland — employees who believe their Ramadan hours or overtime rights have been ignored can file a complaint via the ministry’s app, hotline or service centres. Companies found in breach may face inspections, formal orders to correct practices and fines. Free zones, meanwhile, have their own enforcement and penalty systems, so employers inside those zones should check the specific rules that apply to them.
Employer checklist
- Confirm jurisdiction: MoHRE or specific free zone.
- Update timekeeping and payroll templates.
- Publish an internal circular with the tentative start date and overtime rules.
- Rework shift rosters for essential services.
- Keep clear records of hours and compensatory rest.
