The UAE’s Ministry of Human Resources and Emiratisation has re-issued guidance on wage entitlements during Ramadan, reminding private-sector employers that any hours worked beyond the two-hour daily reduction attract mandatory overtime pay. Under Cabinet Decision No. 1 of 2022 (implementing Federal Decree-Law 33 of 2021), staff asked to stay on the job after the shortened Ramadan schedule must receive a 25 percent pay uplift—and 50 percent if work falls between 10 p.m. and 4 a.m.
The clarification, published 19 February, comes as construction, hospitality and facilities-management firms finalise shift rosters ahead of the fast. Non-compliance risks fines of up to AED 50,000 and potential suspension from the MOHRE e-system, which would block new work-permit issuance.
![Ramadan 2026: UAE Confirms Overtime Premiums for Work Beyond Shortened Hours]()
For organisations moving employees in and out of the Emirates during this period, VisaHQ can simplify the visa application process and provide real-time status tracking, allowing HR teams to concentrate on scheduling and compliance issues; more information is available at https://www.visahq.com/united-arab-emirates/
For global-mobility teams the notice matters because Ramadan often coincides with project mobilisations and audit deadlines when expatriate staff may be pressured to work longer hours. Companies are advised to capture exceptions in assignment letters, log overtime in Wage Protection System files and budget for the higher hourly cost in March payroll runs.
The rules apply to all employees regardless of faith, although senior managers with ‘all-inclusive’ contracts may be exempt from overtime if their total remuneration factors in extended hours. In practice, most multinationals choose to mirror the statutory uplift to maintain parity and avoid reputational risk.
The clarification, published 19 February, comes as construction, hospitality and facilities-management firms finalise shift rosters ahead of the fast. Non-compliance risks fines of up to AED 50,000 and potential suspension from the MOHRE e-system, which would block new work-permit issuance.
For organisations moving employees in and out of the Emirates during this period, VisaHQ can simplify the visa application process and provide real-time status tracking, allowing HR teams to concentrate on scheduling and compliance issues; more information is available at https://www.visahq.com/united-arab-emirates/
For global-mobility teams the notice matters because Ramadan often coincides with project mobilisations and audit deadlines when expatriate staff may be pressured to work longer hours. Companies are advised to capture exceptions in assignment letters, log overtime in Wage Protection System files and budget for the higher hourly cost in March payroll runs.
The rules apply to all employees regardless of faith, although senior managers with ‘all-inclusive’ contracts may be exempt from overtime if their total remuneration factors in extended hours. In practice, most multinationals choose to mirror the statutory uplift to maintain parity and avoid reputational risk.
