Important Workplace Laws in GCC: Working Hours, Overtime & Benefits (2025 Guide)
Understanding our rights and entitlements under GCC labor laws is fundamental to a successful expatriate career in the Gulf. These laws govern every aspect of our employment relationship—from the maximum hours we can be asked to work to the gratuity we're owed when we depart. Yet many expatriates remain unaware of the robust protections afforded to them under UAE, Saudi Arabian, and Qatari labor legislation.
This comprehensive guide provides a detailed analysis of the key workplace laws affecting expatriate employees across the three major GCC employment destinations, ensuring we can advocate for our rights and plan our careers with confidence.
Table of Contents
- Maximum Working Hours by Country
- Weekend and Rest Day Regulations
- Public Holidays and Leave Entitlements
- Overtime: Legal Calculations and Entitlements
- End-of-Service Gratuity: Your Departure Entitlement
- Additional Statutory Benefits
- Frequently Asked Questions
Maximum Working Hours by Country
GCC labor laws set clear limits on working hours to protect employee health and work-life balance. Understanding these limits helps us identify when our rights are being violated.
United Arab Emirates Working Hours
Under Federal Decree-Law No. 33 of 2021 (the UAE Labour Law), working hours are strictly regulated. [Source: UAE Ministry of Human Resources and Emiratisation, 2024]
Standard Working Hours
- Maximum 8 hours per day or 48 hours per week
- Reduced to 6 hours per day during Ramadan for Muslim employees
- Working hours may be increased to 9 hours per day in commercial establishments, hotels, and security services
- Friday is the normal rest day, though this can be substituted with another day by agreement
Rest Period Regulations
- Employees must not work more than 5 consecutive hours without a break
- Break periods of at least 1 hour total are mandated and do not count as working time
- At least 12 hours rest between working days is required
Night Work Provisions
Work performed between 10:00 PM and 4:00 AM is classified as night work and entitles employees to additional compensation unless the nature of the work inherently requires night shifts.
Saudi Arabia Working Hours
The Saudi Labor Law (Royal Decree No. M/51) provides comprehensive working hour regulations. [Source: Saudi Ministry of Human Resources and Social Development, 2024]
Standard Working Hours
- Maximum 8 hours per day or 48 hours per week
- Reduced to 6 hours per day and 36 hours per week during Ramadan
- Friday is the official rest day for all workers
- Daily working hours must include intervals of not less than 30 minutes for rest, prayer, and meals
Specific Sector Exceptions
Certain industries may have modified hours by Ministerial decision:
- Agricultural and maritime workers may have different hour calculations
- Security and hotel staff may work extended shifts with corresponding rest periods
- Senior executives and managers may be exempt from hour limitations (with appropriate compensation)
Qatar Working Hours
Qatar's Labor Law No. 14 of 2004 (as amended) governs working hours in the country. [Source: Qatar Ministry of Labour, 2024]
Standard Working Hours
- Maximum 8 hours per day or 48 hours per week
- Reduced to 6 hours per day and 36 hours per week during Ramadan
- Maximum 10 hours per day including overtime
- Friday is the weekly rest day for all workers
Summer Working Hour Restrictions
Qatar has implemented important summer protections:
- Outdoor work is prohibited from 10:00 AM to 3:30 PM between June 1 and September 15
- This applies to all outdoor workers regardless of industry
- Violations can result in significant fines for employers
Weekend and Rest Day Regulations
The concept of "weekend" varies across GCC countries, and these regulations have evolved significantly in recent years.
UAE Weekend Structure
As of January 2022, the UAE public sector adopted a Saturday-Sunday weekend, with Friday being a half-day. However, the private sector varies:
- Public sector: Saturday-Sunday off, Friday half-day
- Private sector: Typically Friday-Saturday off (though some have shifted to Saturday-Sunday)
- Minimum one day off per week is legally mandated
- Rest day can be any day by mutual agreement (Friday not mandatory for non-Muslims)
Saudi Arabia Weekend Structure
Saudi Arabia maintains the traditional Friday-Saturday weekend:
- Friday is the official Islamic rest day
- Saturday completes the two-day weekend
- Employers cannot require regular work on Fridays without appropriate compensation
- Some international companies operate Sunday-Thursday with Friday-Saturday off
Qatar Weekend Structure
Qatar follows the Friday-Saturday weekend:
- Friday is the mandatory weekly rest day
- Saturday is the standard second rest day
- Some industries may operate on rotating schedules with compensatory rest days
Public Holidays and Leave Entitlements
Official Public Holidays
UAE Public Holidays (2025)
| Holiday | Date | Duration |
|---|---|---|
| New Year's Day | January 1 | 1 day |
| Eid Al Fitr | Variable (Islamic calendar) | 3-4 days |
| Arafat Day | Variable (Islamic calendar) | 1 day |
| Eid Al Adha | Variable (Islamic calendar) | 3-4 days |
| Islamic New Year | Variable (Islamic calendar) | 1 day |
| Prophet's Birthday | Variable (Islamic calendar) | 1 day |
| Commemoration Day | December 1 | 1 day |
| National Day | December 2-3 | 2 days |
Saudi Arabia Public Holidays (2025)
| Holiday | Date | Duration |
|---|---|---|
| Eid Al Fitr | Variable (Islamic calendar) | 4 days |
| Eid Al Adha | Variable (Islamic calendar) | 4 days |
| Saudi National Day | September 23 | 1 day |
| Founding Day | February 22 | 1 day |
Qatar Public Holidays (2025)
| Holiday | Date | Duration |
|---|---|---|
| Eid Al Fitr | Variable (Islamic calendar) | 3 days |
| Eid Al Adha | Variable (Islamic calendar) | 4 days |
| Qatar National Day | December 18 | 1 day |
| Qatar Sports Day | Second Tuesday of February | 1 day |
Annual Leave Entitlements
UAE Annual Leave
- 30 calendar days per year for employees with 1+ year of service
- 2 days per month for employees with less than 1 year of service
- Leave salary must be paid before leave commences
- Unused leave can be carried forward or compensated at year-end (employer's discretion)
Saudi Arabia Annual Leave
- 21 days per year for employees with less than 5 years of service
- 30 days per year for employees with 5+ years of service
- Leave can be accumulated up to a maximum agreed with employer
- Employers cannot deny leave for more than 2 consecutive years
Qatar Annual Leave
- 3 weeks (21 days) per year for employees with less than 5 years of service
- 4 weeks (28 days) per year for employees with 5+ years of service
- Leave must be taken within one year of becoming due
Overtime: Legal Calculations and Entitlements
Overtime compensation is one of the most frequently misunderstood areas of GCC labor law. Understanding the exact calculation methods protects our financial interests.
UAE Overtime Regulations
Overtime Calculation
- Standard overtime (weekdays): Basic hourly wage + 25% premium
- Night overtime (9 PM - 4 AM): Basic hourly wage + 50% premium
- Rest day/holiday overtime: Basic hourly wage + 50% premium, OR a compensatory day off
Calculation Formula
Hourly Rate = Monthly Basic Salary ÷ (Working Days per Month × Working Hours per Day)
Example: If basic salary is AED 15,000 and we work 26 days × 8 hours = 208 hours
Hourly rate = AED 15,000 ÷ 208 = AED 72.12
Weekday overtime rate = AED 72.12 × 1.25 = AED 90.15 per hour
Night/holiday overtime rate = AED 72.12 × 1.50 = AED 108.18 per hour
Maximum Overtime Limits
- Overtime must not exceed 2 hours per day without employee consent
- Employees can refuse overtime beyond this threshold
- Annual overtime should not exceed 144 hours (in practice, this is rarely enforced)
Saudi Arabia Overtime Regulations
Overtime Calculation
- All overtime: Paid at 150% of regular hourly wage (basic + allowances)
- Friday overtime: If Friday is the rest day, any work commands 150% of regular hourly wage
- No distinction between weekday and night overtime rates
Important Distinctions
Saudi law uses total salary (not just basic) for overtime calculations, which typically results in higher overtime pay than UAE calculations.
Qatar Overtime Regulations
Overtime Calculation
- Standard overtime: Basic hourly wage + 25% premium minimum
- Friday/holiday overtime: Basic hourly wage + 150% (effectively 250% of regular rate)
Maximum Overtime Limits
- Working hours including overtime must not exceed 10 hours per day
- Overtime in excess of 2 hours per day requires special circumstances
End-of-Service Gratuity: Your Departure Entitlement
End-of-service gratuity (EOSG) is a mandatory payment due to employees upon termination of employment, regardless of the reason for departure. This benefit represents a significant financial entitlement that we must understand and protect.
UAE End-of-Service Gratuity
Calculation Method
| Years of Service | Gratuity Entitlement |
|---|---|
| Less than 1 year | No entitlement |
| 1-5 years | 21 days of basic salary per year |
| More than 5 years | 21 days for first 5 years + 30 days for each subsequent year |
Important Notes
- Gratuity is calculated on basic salary only (not including allowances)
- Maximum gratuity is capped at 2 years' total salary
- Resignation vs. termination: Full gratuity is now payable regardless of who initiates departure (under 2022 law changes)
- Gratuity is exempt from tax
Calculation Example
Employee with 7 years of service and AED 10,000 basic salary:
- First 5 years: 5 × 21 days × (AED 10,000 ÷ 30) = AED 35,000
- Remaining 2 years: 2 × 30 days × (AED 10,000 ÷ 30) = AED 20,000
- Total Gratuity: AED 55,000
Saudi Arabia End-of-Service Gratuity
Calculation Method
| Years of Service | Gratuity Entitlement |
|---|---|
| Less than 2 years | No entitlement (if employee resigns) |
| 2-5 years (resignation) | One-third of the gratuity entitlement |
| 5-10 years (resignation) | Two-thirds of the gratuity entitlement |
| 10+ years (resignation) | Full gratuity entitlement |
| Any duration (terminated) | Full gratuity entitlement |
Full Gratuity Calculation
- First 5 years: Half month's wage per year
- After 5 years: One month's wage per year
- "Wage" includes: Basic salary plus all regular allowances
Qatar End-of-Service Gratuity
Calculation Method
- First 5 years: 3 weeks' basic wage per year
- After 5 years: 4 weeks' basic wage per year
- Minimum service: 1 year required for entitlement
Resignation Impact
Qatar's current law provides full gratuity regardless of whether the employee resigns or is terminated, provided minimum service requirements are met.
Additional Statutory Benefits
Sick Leave
UAE Sick Leave
- 90 days per year maximum
- First 15 days: Full pay
- Next 30 days: Half pay
- Remaining 45 days: Unpaid
- Medical certificate required for sick leave exceeding 2 days
Saudi Arabia Sick Leave
- 120 days per year maximum
- First 30 days: Full pay
- Next 60 days: 75% pay
- Remaining 30 days: Unpaid
Qatar Sick Leave
- Determined by length of service
- After 3 months: 2 weeks full pay, 4 weeks half pay
- After 3 years: 3 weeks full pay, 6 weeks half pay
Maternity and Paternity Leave
UAE
- Maternity leave: 60 days (45 at full pay, 15 at half pay)
- Additional unpaid leave: 45 days available if needed for medical reasons
- Nursing breaks: 2 × 30-minute breaks per day for 6 months after return
- Paternity leave: 5 working days (within first 6 months of child's birth)
Saudi Arabia
- Maternity leave: 10 weeks (4 weeks before, 6 weeks after delivery) at full pay
- Additional leave: 1 month extension available at half pay if medically required
- Nursing breaks: 1 hour per day for nursing for up to 24 months
- Paternity leave: 3 days
Qatar
- Maternity leave: 50 days at full pay
- Additional unpaid leave: Available upon request for childcare
- Nursing breaks: 1 hour per day for up to 1 year after return
Frequently Asked Questions
1. Can my employer force me to work overtime?
Employers can require overtime within legal limits (typically 2 hours per day), but you cannot be compelled to exceed maximum working hours of 10 hours per day. Any overtime beyond legal limits requires your consent, and refusal cannot be grounds for termination.
2. What if my employer doesn't pay my gratuity?
End-of-service gratuity is a legal entitlement. If your employer refuses to pay, you can file a complaint with the Ministry of Labour (UAE: MOHRE; KSA: HRSD; Qatar: MOL). Most disputes are resolved within 2-4 weeks through mediation. If unresolved, you can escalate to labor courts.
3. Are allowances included in overtime and gratuity calculations?
This varies by country. In the UAE, only basic salary is used for gratuity calculations. In Saudi Arabia, "wage" includes basic salary plus all regular allowances for both overtime and gratuity. Always clarify your salary structure in your contract.
4. What happens to unused annual leave when I resign?
In all three countries, employers must compensate you for unused annual leave upon termination. This is calculated based on your last drawn salary and cannot be forfeited. Keep records of your leave balance.
5. Can my employer change my working hours without consent?
Significant changes to working hours (beyond normal business variations) require mutual agreement. Unilateral changes that substantially affect your work-life balance can be challenged as a breach of contract. Document any changes in writing.
6. What protections exist against wage theft?
All three countries have implemented Wage Protection Systems (WPS) requiring employers to pay salaries through approved banking channels. Non-compliance results in penalties for employers and can lead to work permit suspensions. Report delayed salaries to the Ministry of Labour immediately.
Conclusion: Knowing Your Rights Empowers Your Career
The labor laws of the UAE, Saudi Arabia, and Qatar provide substantial protections for expatriate workers—protections that we must understand and assert. From maximum working hours to end-of-service gratuity, these regulations form the foundation of our employment relationship and financial security in the Gulf.
As we navigate our careers in the GCC, maintaining awareness of these legal frameworks helps us identify violations, negotiate better terms, and plan our financial futures with confidence. While enforcement varies and disputes can be challenging, the laws themselves provide a clear framework of rights and entitlements.
We encourage all expatriate workers to keep copies of their employment contracts, document their working hours and leave balances, and stay informed about any changes in labor law. Knowledge of our rights is the first step toward protecting them—and toward building a successful, secure career in the Gulf.