Why Labor Day Matters: A Look at Workers' Rights in the UAE and Beyond

Hi Dubai

01-05-2025

Every year on May 1st, cities around the world come alive with marches, speeches and banners celebrating International Workers' Day. From Tokyo to Los Angeles, workers gather to honor the labor movement's hard-fought victories and to demand better conditions and fair treatment. But beyond the parades and slogans, Labor Day is a powerful reminder of the ongoing struggle for dignity in the workplace; a struggle that continues in both visible and hidden ways.
In the United Arab Emirates, a country built on the labor of millions of migrant workers, the conversation around workers' rights is especially urgent. While the UAE has made significant strides in labor reform, challenges remain. From construction sites under the blazing sun to domestic workers behind closed doors, stories of hardship still surface, highlighting the gap between policy and practice.
Take a closer look at why Labor Day still matters. Explore the global roots of the holiday, examine the current state of workers' rights in the UAE and consider what more needs to be done to ensure that every worker, regardless of nationality or job title, is treated with fairness and respect. The Global Origins of Labor Day
Labor Day, also known as International Workers' Day, traces its origins back to the labor movement in the late 19th century, a time when factory workers were toiling in dangerous conditions for long hours and little pay. The industrial revolution had transformed economies but it also created harsh working environments where laborers, including women and children, had few rights and virtually no protections.
The push for an eight-hour workday became a rallying cry among labor unions around the world. This demand culminated in a significant moment of resistance in the United States. On May 1, 1886, more than 300,000 workers across the country walked off their jobs in what became a nationwide strike. In Chicago, a peaceful demonstration turned violent during the Haymarket affair when a bomb was thrown at police, leading to chaos and the deaths of several officers and civilians.
Although the immediate outcome was tragic, the Haymarket affair became a powerful symbol of the labor struggle. In 1889, the International Socialist Conference declared May 1st as International Workers' Day to honor those who had fought and died for basic labor rights. It was adopted by countries across Europe, Asia and Latin America as a day to recognize the working class and push for reforms.
Today, Labor Day is not just a historical observance but a platform for modern labor movements. In many countries, it remains a time to spotlight issues like wage inequality, workers' safety, the right to organize and job security. Whether in the streets of Paris or the ports of Manila, the message remains the same: workers deserve respect, dignity and a voice in shaping the conditions of their labor. UAE Labour Law Structure
The backbone of private sector employment in the UAE is Federal Decree Law No. 33 of 2021, enforced by the Ministry of Human Resources and Emiratisation (MoHRE). In 2023, it was updated with Federal Decree Law No. 20, strengthening protections for both employees and employers.
These laws govern employment contracts, working models, leave policies, wages, anti-discrimination measures and more. They apply to most private sector workers in the UAE, whether Emirati or expat. However, the rules don't apply to domestic workers, federal or local government staff and members of the armed forces or police. Why Labour Laws Matter
Labour laws exist to create a balanced workplace where both sides benefit.
For Employers: Reduce the risk of legal disputes.
Retain skilled employees and lower hiring costs.
Create a motivated, productive work culture.
For Employees: Protection against unfair treatment or dismissal.
Access to fair wages, leave benefits and safe working conditions.
Legal rights to unionize and raise workplace concerns. Employment Contracts in the UAE
You must have a valid employment contract and a work permit from MoHRE to work legally.
What's in a typical contract? Names and details of both parties
Job title and duties
Salary and benefits
Working hours, holidays and leave
Probation and notice periods
Contract length (usually up to three years)
Clauses like confidentiality or non-compete if relevant
Contracts can be full-time, part-time or temporary, depending on your job arrangement. You should always receive a copy of your signed contract. Working Hours, Leave and Rest Days
Standard working hours: 8 hours a day or 48 hours a week
Minimum one-hour daily break
No outdoor work from 12:30 to 3:00 p.m. during peak summer months
Overtime: Limited to 2 extra hours a day
Overtime pay starts at 25% more, or 50% for night shifts and weekends
Annual Leave: Minimum of 30 days paid leave per year
Public holidays (like Eid and National Day) are included
Sick Leave: Up to 90 calendar days a year
First 15 days: full pay
Next 30 days: half pay
Last 45 days: unpaid
No sick leave pay during probation
Maternity Leave: 60 days total (45 fully paid, 15 half-paid)
Additional 45 unpaid days allowed for complications
Up to two daily nursing breaks for 6 months post-return
Parental Leave: 5 working days paid leave for both parents within 6 months of birth
Bereavement Leave: 5 days for a spouse's death
3 days for close family members Employee Rights and Protections
In the UAE, employees are legally protected across various aspects of the workplace to ensure fair treatment and safety. Discrimination is strictly prohibited; employers are not allowed to treat workers unfairly based on race, gender, religion, nationality or disability.
Job roles and responsibilities must align with what's stated in your employment contract. An employer cannot assign tasks outside your agreed scope of work unless you've given your consent.
When it comes to workplace safety, employers are required to provide a healthy environment, including personal protective equipment (PPE) where needed. Your well-being must be a priority at all times.
All employees must be covered by health insurance, and this is fully paid for by the employer. It's not something you need to arrange or fund yourself.
During the probation period, which cannot exceed six months, an employer must give at least 14 days' notice if they intend to terminate your employment. This gives both parties a fair transition period.
Some employers may offer rent assistance in the form of company-provided housing or a housing allowance, though this isn't mandatory.
If you choose to resign from your job, you must give 14 days' written notice. Also, if your contract includes a non-compete clause, it can only be enforced under specific conditions and cannot exceed two years from the end of your employment.
Labour Law Protections for Women
Women working in the UAE are entitled to full equality in the workplace. By law, they must receive equal pay for doing the same job as their male counterparts. Employers are also prohibited from discriminating against women on the basis of gender. Maternity leave and breastfeeding breaks are clearly defined and protected under the law, helping women balance work and family responsibilities.
Hiring Juveniles
There are strict rules in place for hiring young workers. Children under the age of 15 are generally not allowed to work but exceptions can be made under certain conditions: The work must be safe and officially approved.
Working hours must not exceed 6 hours per day.
A medical certificate and written consent from a parent or guardian are required.
Juveniles are not allowed to work at night, on weekends or during public holidays.
Salary and Compensation
Wages in the UAE are typically paid in UAE Dirhams, although another currency can be used if both parties agree. While there's currently no federal minimum wage for all sectors, MoHRE provides salary benchmarks depending on the job and industry. The UAE Cabinet also has the authority to introduce a minimum wage for specific sectors if needed.
End-of-Service Benefits (EOSB)
Employees who have completed at least one year of continuous service are entitled to an end-of-service gratuity. The amount is calculated as follows: 21 days of basic salary for each year of service for the first five years.
30 days of basic salary for each year beyond five years.
The total gratuity is capped at the equivalent of two years' wages.
This benefit is paid out at the end of the employment term and serves as a financial cushion for employees leaving their job.
Legal Termination and Employee Rights
Termination of employment must follow legal procedures and must be based on valid reasons, such as: The contract has expired.
The employee's performance is consistently poor.
There has been serious misconduct.
The company is undergoing economic downsizing.
Both parties agree to end the contract mutually.
If you're terminated, you are entitled to receive your final salary and any end-of-service benefits owed. In cases where the dismissal is considered unfair, you can file a complaint through the MOHRE, which handles labour disputes. FAQs Who is excluded from the UAE labor law provisions?
The law doesn't apply to government workers, armed forces, police, security personnel or domestic workers. These groups are governed by separate laws due to the unique nature of their roles and responsibilities. Are employees protected against discrimination under the law?
Yes. Workers are protected from discrimination based on race, gender, religion, nationality or disability. The law ensures equal treatment and equal pay for equal work, especially supporting women's rights in the workplace. Is health insurance mandatory for employees in the UAE?
Yes. Employers are legally required to provide health insurance for all employees. This includes coverage from the start of employment and must be fully paid by the employer.
Not without your consent. An employer must stick to the duties outlined in your signed contract unless you explicitly agree to take on different or additional tasks. What maternity protections do women receive under UAE labor law?
Women are entitled to paid maternity leave, breastfeeding breaks and legal protection from workplace discrimination. These provisions aim to support working mothers and promote gender equality in the workplace. What happens if an employee is unfairly terminated?
Employees who are terminated without valid legal reason can file a complaint with MoHRE. If the termination is found to be unfair, they may be entitled to compensation and all remaining dues, including EOSB and final salary. Can I work in Dubai on a visit visa?
No. A visit or tourist visa does not permit you to work in the UAE. Working without a valid work permit is illegal and may lead to fines, deportation or other legal consequences. To work legally, you must obtain a work visa through an authorized UAE employer. Can I convert my visit visa to a work visa in Dubai?
Yes, you can convert your visit visa to a work visa if you receive a valid job offer from a UAE-based employer. The process typically takes 7–14 working days, and the cost is around AED 3,000, which is usually covered by the employer. What is the penalty for working on a visit visa in the UAE?
Working on a visit visa is strictly prohibited. Employers found hiring individuals without a valid work permit and UAE residency visa may face a fine of AED 100,000, as outlined in Article 1 of Federal Decree Law No. 9 of 2024. How can I file a complaint against my employer in the UAE?
Employees can report labor-related issues by contacting the Ministry of Human Resources and Emiratisation (MoHRE). Call the toll-free Labour Claims and Advisory Call Centre at 80084 for guidance, support and to initiate a formal complaint process if needed. Do I need to pay if I resign during the probation period?
Yes. If you resign during probation without giving the required notice, you must compensate the employer. For example, if your contract requires one month's notice and you leave without it, you're obligated to pay one month's salary in lieu of notice. Also Read:
UAE Labour Law: Working Hours, Leave, Overtime, and Employee Rights
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