Working hours, leave entitlement: Your guide to the new remote working rules in the UAE

Working from home in the UAE does not translate into lighter rules or more flexible obligations. Behind the convenience of remote setups lies a framework just as firm as that governing office-based roles — where employees remain bound by the same working hours, performance benchmarks and legal responsibilities.

A new updated  guide issued by the Ministry of Human Resources and Emiratization (MOHRE) offers a comprehensive look into how remote work is regulated across the private sector. The document lays out, in detail, the mechanics of hybrid and remote arrangements — covering everything from working hours and leave entitlements to employer obligations, monitoring practices and penalties for non-compliance. In doing so, it provides much-needed clarity for both companies and employees navigating an evolving workplace landscape.

At its core, remote work is defined as the ability for employees to carry out their duties — either fully or partially — outside the traditional workplace, relying on digital communication tools, as stipulated in their employment contracts. Yet despite the shift in location, the fundamentals remain unchanged: employees are entitled to the same salary, working hours, leave provisions and workplace protections as their office-based counterparts.

The guide places clear responsibilities on employers. Companies are required to issue transparent employment contracts detailing salary, job role, working hours and duration. They must adhere to legally mandated working hours, provide rest days and ensure employees receive all forms of leave, including annual and sick leave. Employers are also obligated to supply the necessary devices and technical tools, settle all dues promptly at the end of contracts, and refrain from charging any recruitment or hiring fees. Crucially, they must clearly define job tasks and communication systems, while maintaining the ability to monitor performance and provide records if requested by labour inspectors.

Employees, in turn, are expected to meet strict standards. Tasks must be completed personally — outsourcing is not permitted. They are required to work within agreed hours, respond promptly, use company equipment appropriately and safeguard the confidentiality of work-related data. Timely submission of reports and attendance at virtual meetings are also mandatory.

The framework reinforces that standard working hours remain at eight per day, or up to 48 per week. Any work beyond these limits qualifies as overtime and must be compensated accordingly. Mandatory daily rest breaks are enforced, and employees are entitled to at least one paid day off each week.

Leave entitlements are equally defined. Employees who complete one year of service are granted 30 days of annual leave, with pro-rated leave applicable for shorter tenures.

Sick leave is structured across three tiers: 15 days at full pay, 30 days at half pay and 45 days unpaid.

Maternity leave totals 60 days — 45 days at full pay and 15 at half pay — with explicit protection against termination due to pregnancy. Additional leave provisions include 10 working days of parental leave, bereavement leave ranging from three to five days depending on the relationship, as well as study and national service leave subject to specific conditions.

On the protection front, employers must provide health insurance for remote workers, along with worker protection insurance covering unpaid wages of up to Dh20,000. Employees, meanwhile, are required to enroll in unemployment insurance schemes, which offer 60 per cent of their salary for up to three months in the event of job loss.

The guide also draws a firm line around what constitutes misconduct. Failure to respond during working hours without valid justification, repeated delays in completing tasks, engaging in personal activities during official hours, delegating tasks without approval, or merely logging in without performing actual work—all are considered violations. In serious cases, such breaches may lead to disciplinary action, including termination.

Importantly, the document underscores that logging into a system does not, in itself, prove productivity. Performance is measured by output and the quality of work delivered — not presence alone. Nor can employees independently set their working hours; these are defined strictly within the employment contract. Likewise, work hours are reserved exclusively for professional duties, leaving no room for personal tasks.

Employers are permitted to monitor remote employees, but such oversight must remain proportionate and respectful of individual privacy and dignity. And just as in traditional workplaces, sustained poor performance can ultimately result in termination.

For UAE nationals enrolled in the Nafis programme, the guide clarifies that eligibility hinges on holding a genuine and active job. Remote work, in itself, does not affect access to benefits—provided all conditions are met. However, any changes in employment status must be promptly reported.

In essence, while remote work may redefine where tasks are performed, it does not alter the rules that govern how they are carried out.