As the holy month of Ramadan approaches, workplaces across the UAE prepare to adjust schedules to accommodate fasting employees. A key question that arises each year is whether employers can require employees to work extra hours during Ramadan. Understanding UAE labor laws and the rights of workers during this period is crucial for both employers and employees.
UAE Labor Law on Working Hours During Ramadan
The UAE labor law mandates reduced working hours for employees during Ramadan. According to the UAE Labour Law (Federal Decree-Law No. 33 of 2021), Article 15 states that all employees—regardless of their religion—are entitled to a two-hour reduction in their daily working hours throughout the holy month. This means that if an employee’s regular working hours are eight hours per day, they should only be required to work six hours daily during Ramadan.
The law applies to both public and private sector employees, ensuring that fasting workers can observe their religious practices without undue work-related stress. However, exceptions exist for certain industries and job roles where continuous operations are necessary.
Can Employers Require Extra Hours?
Employers cannot compel employees to work additional hours beyond the legally mandated reduced working hours unless specific conditions apply. However, if overtime is required, employees must be compensated according to UAE labor laws.
Key Considerations:
- If an employee works beyond the reduced Ramadan hours, it is considered overtime and must be paid accordingly.
- Overtime compensation is calculated as per Article 19 of the UAE Labour Law, which stipulates that employees working beyond the reduced hours must receive additional pay at a rate of at least 25% more than their regular wage.
- If overtime occurs between 10 PM and 4 AM, the overtime rate increases to at least 50% of the employee’s basic salary.
Exceptions and Industry-Specific Regulations
Certain sectors, such as healthcare, hospitality, and security services, may have specific operational requirements that necessitate longer working hours. In such cases, employers may schedule additional shifts, but they must adhere to labor laws regarding overtime pay and ensure fair treatment of employees.
Employees in managerial or supervisory roles may also be exempt from overtime compensation, depending on their contractual agreements. It is advisable for employers to clearly outline working hour expectations and compensation structures in employment contracts to avoid disputes.
Employee Rights and Employer Responsibilities
During Ramadan, employers are encouraged to create a supportive and flexible work environment. Best practices include:
- Implementing flexible work schedules to accommodate fasting employees.
- Allowing remote work options where feasible.
- Encouraging a balanced workload to prevent exhaustion.
- Ensuring that employees receive their entitled breaks and rest periods.
Employers who violate Ramadan working hour regulations may face penalties, including fines and legal action. Employees who feel that their rights are being compromised can file complaints with the Ministry of Human Resources and Emiratisation (MOHRE).
Conclusion
While employers in the UAE must adhere to the reduced working hours mandated by labor laws during Ramadan, they may request extra hours only under specific conditions, with appropriate overtime compensation. Ensuring a fair and supportive work environment benefits both employers and employees, fostering a more productive and harmonious workplace during the holy month.
As Ramadan is a time of reflection and spiritual devotion, workplaces should strive to accommodate the needs of fasting employees while maintaining operational efficiency. Both employers and employees should remain aware of their rights and obligations to ensure compliance with UAE labor regulations.
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