UAE labour law governs the working relationship between private-sector employers and employees across all seven emirates. This guide covers the practical topics that matter most — sick leave entitlements, work permits, labour bans, gratuity calculations, and end-of-service rights.
Each section links to a dedicated page with the full legal detail and step-by-step guidance.
Sick Leave and Medical Rights
Every private-sector employee in the UAE is entitled to up to 90 days of sick leave per year under Federal Decree Law No. 33 of 2021. The first 15 days are fully paid, the next 30 days are paid at half salary, and the remaining days are unpaid.
A valid medical certificate from a licensed healthcare provider is required to claim paid sick leave. In Dubai, certificates must be issued by a Dubai Health Authority (DHA) licensed facility specifically.
Dedicated guides available:
- Sick leave UAE
- Medical certificate for sick leave in Dubai
Work Permits and Labour Cards
A work permit is the official authorization that allows a foreign national to be employed legally in the UAE. It is issued by the Ministry of Human Resources and Emiratisation (MOHRE) and is separate from the residence visa.
Every employee in the UAE must have an active work permit linked to their employer. Working without one — or for an employer other than the permit holder — is a violation of UAE Labour Law.
Dedicated guides available:
- Work permit UAE
- How to check work permit status in UAE
- Labour card UAE
- How to check labour card number online
Labour Bans
A labour ban restricts an employee from working for a different employer in the UAE for a defined period after leaving a job. The rules changed significantly under Federal Decree Law No. 33 of 2021.
Unlimited contract labour bans have been largely removed under the updated law. However, bans can still apply in specific circumstances — particularly when an employee leaves without completing the notice period or breaches contract terms.
Dedicated guides available:
- Labour ban in UAE
- Outpass UAE
Gratuity and End-of-Service Benefits
End-of-service gratuity is a mandatory payment that every private-sector employee is entitled to upon completing one or more years of service. The amount depends on the length of service and the final basic salary.
Gratuity is calculated on basic salary only — housing, transport, and other allowances are excluded from the calculation base.
Dedicated guides available:
- Gratuity calculator UAE
- Leave salary calculation UAE
Leave Entitlements
Beyond sick leave, UAE Labour Law defines entitlements for annual leave, maternity leave, paternity leave, and study leave. Annual leave entitlement is 30 calendar days per year for employees who have completed one year of service.
Employees who have completed six months but less than one year are entitled to leave on a pro-rata basis.
Dedicated guides available:
- Annual leave UAE
- Maternity leave UAE
Legal Cases and Article 120
Article 120 of the repealed UAE Labour Law — now reflected in updated provisions of Federal Decree Law No. 33 of 2021 — defines the grounds under which an employer may terminate an employee without notice and without end-of-service gratuity. These are serious misconduct cases only.
Understanding when Article 120 applies and when it does not is critical for both employees facing dismissal and employers managing disciplinary procedures.
Dedicated guides available:
- Article 120 UAE labour law]
- Criminal case punishment UAE]
Contracts and Documentation
UAE Labour Law requires all employment contracts to be registered with MOHRE. Employees have the right to request a copy of their labour contract at any time through the MOHRE app or portal.
Checking your labour contract online confirms the registered terms — including salary, job title, and working hours — which is particularly important if your actual working conditions differ from what was promised.
Last reviewed: March 2026 Reviewed by: UAE Content Team Source: UAE Ministry of Human Resources and Emiratisation (MOHRE)
