The UAE Ministry of Human Resources and Emiratisation (MoHRE) announced on 12 February that private-sector employees will work two hours less each day throughout the holy month of Ramadan, expected to begin in early March. Companies may also introduce flexible or remote schedules provided total daily hours do not exceed the reduced cap.
For international employers with UAE entities, the decree means payroll systems must be adjusted to reflect shorter workdays without salary deductions. Mobility specialists should alert line managers about potential productivity impacts and plan project timelines accordingly, especially for time-critical client deliverables.
The guidance applies equally to Muslim and non-Muslim staff, reflecting the UAE’s labour law principle of equal treatment. Overtime beyond the reduced schedule will attract premium pay, so cost forecasting is essential for firms running 24/7 operations such as logistics and hospitality.
![Ramadan 2026: UAE cuts private-sector working hours by two, offers flexible and remote options]()
Organisations that also need to arrange entry permits for visiting project teams during Ramadan can streamline the process through VisaHQ, which offers up-to-date guidance on UAE visa requirements, online application tools and expedited processing services. More information is available at https://www.visahq.com/united-arab-emirates/
In recent years, MoHRE has encouraged hybrid arrangements during Ramadan to ease congestion and align with employee wellness goals. Remote-work eligibility still depends on job nature, but many multinationals have leveraged the window to trial virtual-first policies that later become permanent.
HR teams should circulate the official circular, update mobility handbooks and liaise with global payroll to ensure compliance. Assignees arriving in March should be briefed on local customs, shorter government-office hours and altered visa-processing timelines.
For international employers with UAE entities, the decree means payroll systems must be adjusted to reflect shorter workdays without salary deductions. Mobility specialists should alert line managers about potential productivity impacts and plan project timelines accordingly, especially for time-critical client deliverables.
The guidance applies equally to Muslim and non-Muslim staff, reflecting the UAE’s labour law principle of equal treatment. Overtime beyond the reduced schedule will attract premium pay, so cost forecasting is essential for firms running 24/7 operations such as logistics and hospitality.
Organisations that also need to arrange entry permits for visiting project teams during Ramadan can streamline the process through VisaHQ, which offers up-to-date guidance on UAE visa requirements, online application tools and expedited processing services. More information is available at https://www.visahq.com/united-arab-emirates/
In recent years, MoHRE has encouraged hybrid arrangements during Ramadan to ease congestion and align with employee wellness goals. Remote-work eligibility still depends on job nature, but many multinationals have leveraged the window to trial virtual-first policies that later become permanent.
HR teams should circulate the official circular, update mobility handbooks and liaise with global payroll to ensure compliance. Assignees arriving in March should be briefed on local customs, shorter government-office hours and altered visa-processing timelines.
