Kritika 
Last updated on June 1st, 2026 at 05:48 am
With the upcoming Eid Al Adha, a question is on everyone’s mind in the UAE private sector: If my employer requires me to work during the public holiday, what do I do? Understanding your rights within the UAE Eid work rules can be the key to either allowing yourself to be treated unfairly or to be able to claim the compensation that you deserve.
The Official Holiday Period
The Ministry of Human Resources and Emiratisation (MOHRE) has announced the 2026 Arafat Day and Eid Al Adha paid holiday, which runs from Tuesday, May 26, 2026, to Friday, May 29, 2026. Normal working hours will resume on Monday, June 1st. This is a notification to the private sector and employees, and provides them with a clear period from which the UAE Eid work rules will come into effect.
What the Law Actually Says
Decree Law No. 33 of 2021 is the legislative instrument that provides for the United Arab Emirates work rules of 2026, and it applies to all private-sector employees in the United Arab Emirates. Every individual employee has the right to officially recognize days off that will be paid during public holidays according to Article 28 of the law.
But, crucially, the law does not allow employers to simply ignore this entitlement. When the employer requires employees to work during a public holiday, he or she is under a duty to provide compensation in either of two ways in accordance with the laws governing public holidays:
- A replacement day off for each public holiday worked — in addition to any annual leave accrual, or
- Wages to be paid for each day of work, and a minimum premium of 50 per cent of the employee’s basic wage for that day is to be paid.
While employment contracts can provide greater pay rates, there is no way they can pay less than 50 per cent of the statutory premium. It is a minimum level in the UAE labour law Eid holiday provisions that cannot be bargained for.
Who Decides Which Option Applies?
Whether or not to provide a substitute rest day or the overtime pay premium is for the employer’s discretion. Both options are equally valid, however, and either way, the employee is covered. The decision shall not be used to negatively impact the worker — i.e. it cannot take the place of the worker’s regular rest day, but must be an additional rest day.
By knowing the working hours during Eid, according to UAE regulations, you will not fall into any trap of accepting a lesser arrangement. Any internal policy or verbal contract that is less than what is outlined in Federal Decree-Law No. 33 of 2021 is not enforceable.
How to Assert Your Rights
Under UAE Eid work rules, the initial step to take is to write to your employer or HR department if you believe you were called in to work during the Eid holiday without getting either of the forms of compensation. Record working hours; maintain communications as evidence.
In case this fails to solve the matter, a formal complaint can be lodged at MOHRE, which handles such issues in the private sector in the UAE. MOHRE can mediate between employees and employers and can proceed with the official labour channels, if needed. This is a formal grievance process that is included as a protection under the UAE Employee Rights 2026.
Key Takeaways
The UAE Eid work rules are in place to prevent any disadvantage for a private sector employee because he is required to take the afternoon off on a national public holiday. But the law guarantees you something and nothing in a contract or company policy will take that away — overtime pay or a substitute rest day. In case of any doubts regarding entitlements, MOHRE’s official channels will always be the most trusted sources of guidance on the UAE Ministry of Human Resources Eid guidelines.
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