When I first visited Dubai for Ramadan, I was taken aback by how gradually things started to change. nor the roads, nor the skyline, but the pace. By 3 PM, elevators appeared to be less full, meetings shifted earlier, and inboxes slowed after noon. For everyone, not just those keeping the fast, the entire rhythm of life was rebalanced.
This yearly modification isn’t random. It is included in the UAE’s labor code and is applicable to all private sector employees, irrespective of their job or religious beliefs. All private sector workers are required to work two less hours per day during the holy month in accordance with Cabinet Resolution No. 1 of 2022. Accountants, baristas, designers, security personnel, and even the most overworked CEOs fall under this category.
| Aspect | Details |
|---|---|
| Legal Basis | Cabinet Resolution No. 1 of 2022; Federal Decree-Law No. 33/2021 |
| Duration of Reduction | 2 hours per day less than regular work hours during Ramadan |
| Applies To | All private sector employees (Muslim and non-Muslim) under MOHRE |
| Public Sector Hours | Usually 9 AM to 2:30 PM (Mon–Thu); 9 AM to 12 PM (Fri), may vary by emirate |
| Sectors with Exceptions | Healthcare, security, hospitality, shift-based jobs, and some freezones (e.g., DIFC) |
| Overtime Compensation | +25% standard; +50% for work between 10 PM–4 AM; substitutions allowed for off days |
| Enforcement | Employers must comply or face penalties; overtime rules strictly apply during Ramadan |
| Source | Gulf News |
Near the beginning of Ramadan, federal and local governments publish comprehensive circulars in public sector offices. Usually consisting of five-hour days, the timetables are shorter and sometimes include remote work or flexible start times. Despite its administrative complexity, the system represents a cultural mindset that prioritizes balance over sheer productivity.
This does not imply that all industries follow the same path. Due to operational requirements, shift-based operators, security officers, hotel employees, and healthcare professionals may be spared from the regular reduction. However, overtime rights are still legally enforceable even in those positions. Employers are required to provide rest time in lieu of financial compensation for overtime. And those who don’t run the possibility of serious legal issues in addition to negative publicity.
It’s interesting to note that certain zones, such as the ADGM and DIFC, have their own labor laws. Only Muslim workers are eligible for less hours during Ramadan in these jurisdictions. Unless otherwise specified in the contract or regulation, non-Muslim employees continue to work their regular hours. The divergence has generated quiet discussions among lawyers and HR professionals, particularly on justice and consistency.
Most businesses, however, proceed with caution. Many go one step farther and provide staggered shifts, hybrid setups, or shorter Fridays not only to comply but also out of kindness. Even though they are modest, these actions have been especially helpful in maintaining staff morale. It’s difficult to ignore the fact that teams appear more composed, less hurried, and more understanding during this period.
During Ramadan, I once sat through a brainstorming session that finished forty-five minutes early. According to the team lead, the goal was to “give people time to breathe.” The outcome? remarkably comparable levels of production, but the next week saw noticeably higher levels of engagement. That made an impression.
After all, HR departments face more than simply logistical challenges during Ramadan. Our perspective on time and energy is being adjusted for the season. The conscious slowing down becomes a socially acceptable expression of respect in a place like the United Arab Emirates, where life sometimes seems to be moving at a breakneck speed. It’s evident in earlier meetings, in the calmer streets before sundown, and even in the way coworkers check in with one another.
The labor regulation typically restricts the workday in some sectors during Ramadan to six hours, which translates to a 30-hour work week for a five-day timetable. Others may experience 36 hours across six days. Any extra time needs to be fairly rewarded. This rate rises to 150% if it occurs between 10 PM and 4 AM, which is a strong incentive to observe boundaries during fasting.
The rules are remarkably unambiguous. In order to grant the reduced schedule, employers cannot need proof of fasting. Rather than religious status, the policy is linked to work protections. Fairness takes precedence over presumptions in this functional view of inclusion.
Many businesses also use Ramadan as a test period for long-term changes through strategic tweaks. meetings that are hybrid. shortened timetables. performance evaluations focused on results rather than timers. Once thought to be anomalies, these techniques are now commonplace models.
The UAE has positioned itself as both forward-thinking and tradition-minded over the last ten years. Working hours during Ramadan perfectly capture the dichotomy. Even if it’s only for a month, they respect religious practice while also redefining what a positive workplace culture may entail.
It’s easy to interpret this change only in terms of empathy. Indeed, that is incredibly thoughtful. However, it is also very effective. During Ramadan, businesses don’t stop operating. Reports are sent, deals are closed, and cities operate. The intensity is altered, and something more sustainable takes its place.
The UAE makes sure that time, one of our most limited resources, is managed carefully during a holy time by utilizing transparent labor frameworks. Not only is that commendable, but it’s also incredibly successful.
