The Complete Guide to UAE Ramadan Working Hours 2026: Private & Public Sector Rules

Ramadan 2026 brings significant workplace adjustments across the United Arab Emirates, with mandatory working hour reductions affecting millions of employees in Dubai, Abu Dhabi, Sharjah, and beyond. Whether you’re a current employee navigating Ramadan working hours UAE 2026, an HR professional preparing compliance documentation, or a job seeker timing your career move, understanding the precise regulations under Article 65 of UAE Federal Decree-Law No. 33 of 2021 and the forthcoming MOHRE Ramadan circular is essential for seamless workplace operations during Islam’s holiest month.

This comprehensive guide breaks down federal labor law requirements, emirate-specific variations, free zone exceptions, overtime calculation rules, and practical compliance strategies for both employers and employees. With Ramadan 2026 expected to begin around February 17-18 (subject to moon sighting confirmation), now is the critical time to understand how reduced working hours for non-muslims and Muslim employees alike will reshape daily schedules, productivity expectations, and recruitment timelines through mid-March 2026.

When Does Ramadan 2026 Start and How Long Do Reduced Hours Last?

Ramadan 2026 is astronomically projected to commence on February 17 or 18, 2026, with the UAE’s International Astronomy Centre providing moon sighting confirmation 1-2 days prior. The Ministry of Human Resources and Emiratisation (MOHRE) typically issues its annual Ramadan working hours circular in early February, establishing the legal framework for workplace hour reductions that remain in effect for the entire lunar month—approximately 29-30 days—culminating with Eid Al Fitr celebrations in mid-March 2026.

Historical precedent from MOHRE Circular No. 5 of 2024 and similar prior-year directives establishes a consistent pattern: working hour reductions take immediate effect from Ramadan’s first day and continue through the final day before Eid. Employers must implement schedule changes no later than the start of Ramadan, and many organizations begin transitional preparations in late January or early February to ensure payroll systems, shift patterns, and operational coverage align with legal requirements.

Federal Law Foundation: Article 65 and the Two-Hour Reduction Mandate

The legal bedrock for Ramadan working hours UAE 2026 rests in Article 65 of Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relations, which explicitly states: “Working hours shall be reduced by two hours during the Holy Month of Ramadan.” This statutory provision applies universally to private sector employees—both Muslim and non-Muslim—without exception, reducing the standard 8-hour workday to 6 hours and the 48-hour workweek to 36 hours.

Critically, this reduction is mandatory, not discretionary. Employers cannot require employees to work standard hours during Ramadan or offer compensation in lieu of the reduced schedule. The two-hour reduction applies regardless of employment contract terms, industry sector, or employee seniority level, creating a uniform standard across UAE private sector workplaces from multinational corporations in Downtown Dubai to SMEs in Sharjah Industrial Area.

The MOHRE Ramadan circular (expected in early February 2026) will operationalize Article 65 with specific guidance on implementation timelines, inspection protocols, and violation penalties. Past circulars have emphasized that the reduction applies to “normal working hours” as defined in employment contracts, meaning employees on 9-hour contracts reduce to 7 hours, those on 7-hour contracts reduce to 5 hours, and so forth—always maintaining the two-hour reduction principle.

Public Sector Ramadan Working Hours: Different Rules Apply

UAE federal government employees and public sector workers follow separate directives issued by the Federal Authority for Government Human Resources (FAHR), typically implementing even more generous reductions. Based on historical patterns, public sector Ramadan schedules in 2026 will likely feature:

• 5-hour workdays for federal government employees (typically 7:30 AM – 12:30 PM or 8:00 AM – 1:00 PM)
• Single-shift operations with afternoon closures for government service centers and ministries
• Friday-Saturday weekends maintained, with no Thursday operations during Ramadan
• Remote work flexibility expanded for eligible roles to support family and religious obligations

Emirate-level government entities (Dubai Government, Abu Dhabi Government) issue separate circulars that often mirror federal guidelines but may include local variations. Job seekers targeting public sector opportunities should note that recruitment processes virtually halt during Ramadan, with interview scheduling resuming post-Eid.

Do Non-Muslims Get Reduced Working Hours? Clarifying Article 65 Application

One of the most frequently asked questions about reduced working hours for non-muslims in UAE: Yes, absolutely. Article 65 makes no religious distinction—the two-hour reduction applies to all employees in UAE private sector establishments during Ramadan, regardless of their faith, nationality, or personal observance of fasting.

This universal application reflects UAE labor law’s protection of employee rights independent of religious affiliation. Whether you’re Hindu, Christian, Buddhist, Jewish, atheist, or any other background, if you work for a UAE mainland private company under MOHRE jurisdiction, you are legally entitled to reduced working hours during Ramadan. Employers cannot create two-tier schedules where Muslim employees work 6 hours while non-Muslims work 8 hours—such practices violate Article 65 and expose employers to MOHRE penalties starting at AED 5,000 per affected employee.

That said, flexible work patterns MOHRE provisions allow employers to negotiate mutually agreeable arrangements with non-fasting employees who wish to maintain longer hours to accumulate time off later, work on strategic projects during quieter periods, or accommodate personal preferences. However, such arrangements must be:

• Genuinely voluntary with documented employee consent
• Compensated as overtime (125-150% of normal hourly rate) for hours beyond the 6-hour daily limit
• Compliant with weekly maximum working hour caps (including overtime) under Article 17 of the Labor Law
• Subject to MOHRE approval if creating systematic deviations from standard Ramadan schedules

Calculating Ramadan Overtime Pay: What Changes During the Holy Month?

Understanding Ramadan overtime pay UAE regulations is crucial for both hourly-paid workers and salaried employees who work beyond reduced hour limits. During Ramadan, the overtime calculation threshold shifts to reflect the reduced baseline working hours, creating important implications for compensation:

Standard Overtime Rules (Non-Ramadan): Article 66 establishes that work beyond 8 hours daily or 48 hours weekly qualifies as overtime, compensated at 125% of the normal hourly wage for daytime work and 150% for nighttime (9 PM – 4 AM).

Ramadan Overtime Rules: The overtime threshold drops to 6 hours daily or 36 hours weekly. Any work beyond these reduced limits triggers overtime rates using the same percentage multipliers (125% or 150% depending on timing). Crucially, the “normal hourly wage” for overtime calculation purposes remains based on the employee’s standard contractual rate, not adjusted for Ramadan reductions.

Practical Ramadan Overtime Scenarios

Scenario 1 – Salaried Employee: Ahmad earns AED 12,000 monthly on a standard 8-hour/day contract. During Ramadan, his hours reduce to 6 hours daily. His employer calculates his hourly rate as AED 12,000 ÷ 22 working days ÷ 8 hours = AED 68.18/hour (based on contractual hours, not reduced Ramadan hours). If Ahmad works 7 hours on a Ramadan day, he receives his regular monthly salary plus 1 hour of overtime at AED 85.23 (125% × AED 68.18).

Scenario 2 – Hourly-Paid Employee: Maria is paid AED 45/hour for her standard 8-hour shifts. During Ramadan, she works reduced 6-hour shifts. If her employer schedules her for 7 hours, she receives: (6 hours × AED 45) + (1 overtime hour × AED 56.25) = AED 326.25 for that day. Importantly, Maria’s base hourly rate doesn’t change during Ramadan—she simply works fewer hours at the same rate unless overtime is required.

Scenario 3 – Shift Workers: Essential services (healthcare, security, hospitality) often require coverage beyond 6-hour limits. Employers must either: (a) hire additional staff to cover gaps, (b) rotate employees through staggered shifts totaling 6 hours each, or (c) pay mandatory overtime rates for work beyond 6 hours. Forcing shift workers to maintain 8-hour or 12-hour shifts at regular pay rates violates Article 65 and overtime provisions.

Critically, employers cannot mandate overtime during Ramadan without employee consent except in specific emergency circumstances defined in Article 67 (natural disasters, accidents, force majeure events). Employees have the right to decline overtime requests during Ramadan, and refusal cannot result in disciplinary action or negative employment consequences.

Free Zone Exemptions: DIFC, ADGM, and Jebel Ali Variations

While Article 65 governs mainland UAE private sector employers under MOHRE jurisdiction, special economic zones operate under independent regulatory frameworks that create important distinctions for Ramadan working hours UAE 2026:

Dubai International Financial Centre (DIFC)

DIFC maintains its own employment legal system under the DIFC Employment Law (DIFC Law No. 2 of 2019), which does not automatically incorporate Ramadan working hour reductions. However, the vast majority of DIFC employers voluntarily implement 6-hour daily schedules during Ramadan to align with broader UAE cultural practices and employee expectations. DIFC-based companies typically announce their specific Ramadan policies in early February, and variations exist based on industry demands (financial services firms may maintain longer hours during critical market periods).

DIFC employees should review their employment contracts and company handbooks for Ramadan hour policies, and can direct questions to their HR departments or the DIFC Authority’s Employment Standards Office. Unlike mainland employees who can report violations to MOHRE, DIFC employees use internal company grievance procedures or DIFC’s employment dispute resolution mechanisms.

Abu Dhabi Global Market (ADGM)

Similar to DIFC, ADGM operates under the ADGM Employment Regulations 2019, which don’t mandate Ramadan hour reductions but are commonly implemented voluntarily. ADGM’s approach tends to mirror DIFC practices, with most employers offering 6-hour schedules while retaining flexibility for business-critical operations. Financial institutions, law firms, and consulting practices in ADGM may implement hybrid models where client-facing roles maintain extended availability while back-office functions adopt strict 6-hour limits.

Jebel Ali Free Zone (JAFZA) and Other Commercial Free Zones

Commercial and industrial free zones (JAFZA, Dubai Multi Commodities Centre, Sharjah Airport International Free Zone) typically do follow MOHRE Ramadan circular guidance as these zones maintain closer alignment with federal labor standards compared to financial free zones. Employers in these zones generally implement the mandatory two-hour reduction, though specific enforcement mechanisms may route through free zone authority labor departments rather than directly through MOHRE.

Job seekers evaluating opportunities across different UAE zones should clarify Ramadan working hour policies during the interview process, particularly if comparing offers between mainland companies and free zone entities. Free zone positions may offer scheduling flexibility that impacts work-life balance preferences during Ramadan and throughout the year.

Enforcement, Penalties, and Employee Rights Protection

MOHRE maintains active enforcement of Ramadan working hour regulations through several mechanisms designed to protect employee rights and ensure employer compliance with Article 65 requirements:

Inspection Protocols

During Ramadan 2026, MOHRE will conduct both scheduled and surprise labor inspections across UAE private sector establishments, with heightened focus on:

• Time and attendance records verification to confirm 6-hour daily schedules
• Payroll system audits ensuring no salary deductions for reduced hours
• Overtime documentation review for proper compensation calculations
• Employee interviews to assess actual working conditions versus documented policies

Employers must maintain detailed records of Ramadan working schedules, including start/end times, break periods, and any overtime arrangements, for minimum two-year retention periods.

Violation Penalties

Companies found in violation of Ramadan working hour regulations face escalating penalties:

• First offense: AED 5,000 fine per affected employee
• Repeat violations: Increased fines up to AED 50,000 and potential temporary business license suspension
• Systematic violations: Referral to Public Prosecution for criminal proceedings under Article 64 of the Labor Law
• Wage Protection System (WPS) penalties: Delayed or incorrect salary payments during Ramadan trigger additional WPS violations and banking restrictions

Employee Reporting Mechanisms

Workers experiencing Ramadan working hour violations can report employers through multiple confidential channels:

• MOHRE Mobile App: “Report a Violation” feature with Arabic and English interfaces
• 24/7 MOHRE Hotline: 600 590000 (local) or +971 2 665 9999 (international)
• MOHRE Website: Online complaint submission portal at mohre.gov.ae
• MOHRE Service Centers: In-person reporting at MOHRE offices in Dubai, Abu Dhabi, and other emirates

MOHRE treats employee complaints confidentially and investigates within 2-4 weeks. Employers are legally prohibited from retaliating against employees who report labor violations, with retaliation itself constituting a separate offense carrying additional penalties.

Practical Ramadan Workplace Strategies for Employees and Job Seekers

Beyond legal compliance, understanding the cultural and operational realities of Ramadan working hours enables both current employees and job seekers to navigate this period strategically:

For Current Employees

Productivity Planning: Shorter workdays don’t necessarily mean proportionally reduced output expectations. Proactive employees excel during Ramadan by:

• Front-loading complex tasks to early morning hours when energy levels are highest
• Scheduling internal meetings for 9-11 AM time blocks before energy dips
• Setting realistic daily priorities (2-3 major tasks vs. full pre-Ramadan workload)
• Communicating deadline adjustments to stakeholders in late January before Ramadan begins

Cultural Sensitivity: Non-Muslim employees should demonstrate respect for fasting colleagues through:

• Avoiding visible eating/drinking in open office areas (use designated dining rooms)
• Refraining from scheduling lunch meetings or mid-afternoon conferences
• Offering to cover critical tasks during Iftar times (sunset, when Muslims break fast)
• Learning basic Ramadan greetings (“Ramadan Kareem” / “Ramadan Mubarak”)

For Job Seekers: Timing Your UAE Job Search Around Ramadan

Strategic job seekers leverage Ramadan’s unique hiring dynamics through calculated timing:

Pre-Ramadan Push (January – Early February 2026): This represents the optimal window for aggressive job search activity. Companies accelerate hiring decisions to onboard new employees before Ramadan begins, avoiding the complications of training during reduced hours. Our CV distribution service to 200,000+ UAE employers ensures maximum visibility during this critical pre-Ramadan hiring push. Applications submitted in January often progress faster than those from other months, with interview-to-offer timelines compressed to 2-3 weeks.

During Ramadan (Mid-February – Mid-March 2026): Recruitment activity slows but doesn’t stop entirely. Key patterns include:

• Initial screening calls and HR interviews continue, typically scheduled for 9-11 AM
• Final-stage technical interviews and executive meetings often postponed until post-Ramadan
• International companies with non-Muslim leadership may maintain near-normal hiring pace
• Startups and growth-stage companies show higher urgency than established corporations

Post-Ramadan Surge (Late March – June 2026): The period immediately following Eid Al Fitr through early June represents UAE’s peak hiring season. Companies release pent-up hiring budgets, employees who’ve been planning career moves submit resignations (creating replacement needs), and fiscal year planning (many UAE companies operate April-March fiscal years) drives strategic hiring. Candidates who’ve already completed initial screenings during Ramadan are first in line for these post-Eid opportunities.

Ramadan 2026 Interview Scheduling Etiquette

Candidates who secure interview invitations during Ramadan should navigate scheduling with cultural awareness:

Optimal Interview Times: Request slots between 9:00 AM – 12:00 PM when hiring managers are most alert and focused. Avoid late afternoon meetings (3:00 PM onwards) when fasting-related fatigue peaks and decision-makers mentally prepare for end-of-day.

Format Preferences: Video interviews gain popularity during Ramadan as they eliminate commute time for both parties within compressed working hours. Candidates should proactively suggest virtual options for initial rounds while expressing flexibility for in-person finals.

Duration Expectations: Anticipate shorter interview sessions—expect 30-minute conversations versus standard 45-60 minute discussions. Prepare concise responses focusing on high-impact achievements rather than lengthy background narratives. Review our common interview questions guide for frameworks that adapt well to compressed timeframes.

Cultural Gestures: Beginning interviews with “Ramadan Kareem” and expressing understanding of fasting commitments demonstrates cultural intelligence valued by UAE employers. Avoid bringing coffee, water, or other beverages to in-person interviews (even if you’re not fasting) to show respect for the environment.

Salary Implications: How Ramadan Hours Affect Monthly Compensation

A critical concern for many employees centers on whether reduced Ramadan working hours impact monthly salary payments. Federal labor law provides clear protection:

Salaried Employees: Article 65 explicitly prohibits salary reductions corresponding to Ramadan hour decreases. Employees receiving fixed monthly salaries (the vast majority of UAE white-collar workforce) continue receiving full contractual compensation throughout Ramadan despite working 36 hours weekly versus the standard 48 hours. Any employer deducting salary on a pro-rata basis for reduced Ramadan hours violates Article 65 and faces MOHRE penalties.

Hourly-Paid Employees: Workers compensated on hourly basis (common in retail, hospitality, healthcare support roles) face different dynamics. These employees’ total monthly earnings will naturally decrease during Ramadan due to fewer hours worked—this is legal and expected. For example, an employee earning AED 40/hour working 48 hours weekly normally earns approximately AED 8,320 monthly (48 hours × 4.33 weeks × AED 40). During Ramadan’s 36-hour weekly schedule, the same employee earns AED 6,240 (36 hours × 4.33 weeks × AED 40)—a AED 2,080 reduction reflecting actual hours worked.

However, employers cannot reduce the hourly rate itself during Ramadan. The AED 40/hour rate remains constant; only the number of hours worked changes. Some progressive employers offer “Ramadan allowances” to hourly workers to partially offset reduced earnings, though this is voluntary, not legally mandated.

Commission-Based Employees: Sales professionals and others earning commission structures typically see income fluctuations during Ramadan due to reduced business activity and shortened customer engagement windows. Employment contracts should specify how commissions are calculated during Ramadan, particularly if commission structures include minimum guaranteed amounts or hourly components subject to the Article 65 reductions.

Sector-Specific Ramadan Working Hour Applications

While Article 65 applies uniformly across private sector employers, practical implementation varies by industry based on operational requirements:

Retail and Hospitality

Malls, restaurants, and hotels experience dramatic timing shifts during Ramadan, with business activity concentrated in evening hours (post-Iftar, typically 7 PM – 2 AM). Employers in these sectors often implement:

• Split shifts: Employees work morning hours (9 AM – 1 PM) and return for evening shifts (7 PM – 11 PM), totaling 6 hours with extended breaks
• Rotating schedules: Some staff work morning weeks, others evening weeks, to maintain coverage without overtime
• Seasonal hiring: Temporary staff augmentation during Ramadan evening peak periods

Employees in these sectors should verify that total daily hours don’t exceed 6 hours when split shifts are involved, and that any work beyond 6 hours receives proper overtime compensation.

Healthcare

Hospitals and medical facilities operate 24/7 regardless of Ramadan, but must still comply with hour reduction mandates. Healthcare sector approaches include:

• Increased staffing levels: Hiring locum doctors and contract nurses to cover gaps created by reduced individual hours
• 12-hour to 10-hour shift adjustments: Nurses and medical staff on 12-hour rotations reduce to 10-hour shifts, requiring schedule restructuring
• Department-specific flexibility: Non-emergency departments (administration, elective procedures) implement strict 6-hour limits while emergency services maintain extended coverage with overtime compensation

Banking and Financial Services

UAE banks typically implement uniform Ramadan schedules with earlier branch closures (1-2 PM public-facing closures vs. normal 4-5 PM closures). Back-office operations follow 6-hour schedules but may stagger start times to ensure market hours coverage. The fintech sector, particularly digital-only players, often maintains more flexible remote work options during Ramadan given reduced physical infrastructure requirements.

Technology and Startups

Tech companies, especially those with international client bases or global teams, navigate Ramadan through:

• Core hours systems: Mandatory presence during 9 AM – 1 PM “core collaboration hours” with flexibility around those times
• Remote work expansion: Increased work-from-home options eliminating commute time within 6-hour work window
• Async communication emphasis: Reduced synchronous meetings, increased documentation and asynchronous workflows to maximize productivity in compressed schedules

Job seekers in high-growth industries aligned with UAE Vision 2031 should assess potential employers’ Ramadan work culture fit during interview processes, as approaches vary dramatically between traditional corporate environments and startup ecosystems.

Frequently Asked Questions: Ramadan Working Hours UAE 2026

When does Ramadan 2026 start in the UAE?

Ramadan 2026 is expected to begin around February 17-18, 2026, subject to moon sighting confirmation by the UAE’s International Astronomy Centre. The exact dates will be officially announced 1-2 days prior by the UAE government. Working hour reductions take effect from the first day of Ramadan and continue through Eid Al Fitr.

Do non-Muslims get reduced working hours during Ramadan in UAE?

Yes. Article 65 of UAE Federal Decree-Law No. 33 of 2021 mandates a two-hour reduction in working hours for all employees during Ramadan, regardless of religion. This applies to both Muslim and non-Muslim workers in the private sector, reducing the standard workweek from 48 to 36 hours.

What is the penalty for not following MOHRE Ramadan working hours?

Employers violating Ramadan working hour regulations face fines starting at AED 5,000 per affected employee under MOHRE enforcement guidelines. Repeated violations can result in increased fines, temporary business license suspension, and mandatory labor inspection audits. Employees can report violations through the MOHRE app or by calling 600 590000.

How does Ramadan affect overtime pay in UAE?

During Ramadan, any work beyond the reduced 6-hour daily limit (or 36-hour weekly limit) qualifies as overtime. Standard overtime rates apply: 125% of normal hourly wage for daytime overtime, and 150% for work between 9:00 PM and 4:00 AM. Employers cannot mandate overtime during Ramadan without employee consent except in cases specified under Article 67.

Do DIFC and ADGM follow the same Ramadan working hours?

DIFC and ADGM operate under separate employment frameworks and are not automatically bound by MOHRE’s Ramadan circular. However, most employers in these free zones voluntarily implement similar reduced hours (typically 6 hours daily) to align with UAE cultural practices. Employees should confirm specific arrangements with their DIFC/ADGM employers as policies vary by company.

Your UAE Career Success Starts with Strategic Timing

Understanding Ramadan working hours UAE 2026 extends beyond compliance to strategic career planning. Whether you’re optimizing productivity in your current role, navigating first-time Ramadan workplace experiences as a new expat, or timing your job search for maximum success, the legal framework provided by Article 65, MOHRE regulations, and flexible work patterns creates a unique professional landscape that savvy professionals leverage for career advancement.

For job seekers specifically, the pre-Ramadan period (January through mid-February 2026) represents the single most strategic window for UAE job applications. Companies accelerate hiring to avoid onboarding complications during Ramadan, interview schedules compress, and decision-making timelines shorten. Candidates who’ve already progressed through initial screening stages before Ramadan begins gain enormous competitive advantages for post-Eid offers when hiring activity surges again in late March through June.

Don’t let optimal timing pass you by. Our CV distribution service to 200,000+ UAE employers, HR managers, directors, and C-level decision-makers positions your profile in front of hiring authorities before the Ramadan slowdown and primes you for the post-Eid hiring surge. With proven delivery of interview calls within 4-7 days and comprehensive coverage across Dubai, Abu Dhabi, Sharjah, and northern emirates, JobSeekers.ae remains the strategic partner for professionals who understand that when you apply matters as much as how you apply.

Complement your strategic timing with expertise in ATS-friendly CV formats, insights into the hidden job market that never slows during Ramadan, and understanding of high-paying Dubai opportunities that continue recruiting year-round. The combination of legal knowledge, cultural intelligence, and strategic career planning transforms Ramadan from a potential job search obstacle into a competitive advantage for those who plan ahead.

Start your UAE job search today—before Ramadan 2026 begins and before your competition realizes the window is closing.

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