Eid Al Fitr 2025: What UAE employees need to know about working on holiday
How to file a complaint if not compensated for working on Eid
DUBAI: As the United Arab Emirates (UAE) continues its Eid Al Fitr 2025 celebrations, many employees are enjoying their well-earned break, while others are required to work during the holiday.
The UAE government has confirmed that both public and private sector workers receive a three-day holiday, with work resuming on Wednesday, April 2.
Today marks the second day of Eid, and for those working during this festive period, it is important to understand their rights and compensation under UAE Labour Law.
Paid holiday for private sector employees
Eid Al Fitr is classified as a paid public holiday for private sector workers, as announced by the Ministry of Human Resources and Emiratisation (MOHRE). Under Federal Decree-Law No. 33 of 2021, which came into effect on February 2, 2022, private sector employees are entitled to official public holidays with full pay.
Article 28 of the law states:
1. Employees are entitled to full-paid public holidays as determined by the UAE Cabinet.
2. If an employer requires an employee to work on a public holiday, the worker must be compensated with either:
- A substitute day off for each day worked during the holiday.
- A wage for that day in addition to an extra payment of at least 50 percent of their basic salary.
It is important to note that these provisions apply to all employees, regardless of rank or category, as long as the employer has officially requested the employee to work or if the nature of the job requires their presence during the holiday.
How can you file a labour complaint?
Employees who do not receive proper compensation for working on Eid or have other labour-related disputes can file complaints with MOHRE. The ministry is responsible for regulating employer-employee relations and resolving disputes based on UAE Labour Law.
Employees can file complaints through the following channels:
- MOHRE Hotline – Call 800 60 for assistance.
- MOHRE Mobile App – Download the app and submit a complaint.
- MOHRE Website – Visit www.mohre.gov.ae and follow the complaint filing process.
Employees using the online or app-based options must create an account and provide passport details and a work permit (labour card) number. After submitting a complaint, MOHRE’s Twa-fouq Centre will assign a legal advisor to contact the complainant within 72 working hours to attempt an amicable resolution. No fee is charged to employees for filing a labour complaint.
Can employers deny requests to combine Eid Holidays with annual leave?
With Eid Al Fitr ongoing, many employees may consider extending their break by combining it with annual leave. However, UAE Labour Law grants employers the authority to determine annual leave schedules based on business requirements.
Article 29 (4) of Federal Decree-Law No. 33 of 2021 states:
- Employers must notify employees at least one month in advance about their annual leave dates.
- Employers may set leave schedules or rotate employee leave to ensure business operations continue smoothly.
Additionally, companies with more than 50 employees must have an internal HR policy detailing leave entitlements, work instructions, and benefits, as per Article 13(3) of the UAE Employment Law.
If an employer’s internal policies allow the combination of annual leave with public holidays, employees can benefit from this option. This is supported by Article 65(4) of the law, which states that any company policy offering greater benefits than the law itself will take precedence.
However, if the company’s policies do not permit combining leave, or if operational needs require an employee’s presence, HR may refuse the request. Employees are advised to discuss their leave requests with their employer in advance to reach a mutual agreement.