As Eid Al Adha approaches, many UAE employees are getting ready for a well-deserved national vacation. However, some workers in critical services, retail, and hospitality may be required to work over the holiday season. If you’ve been scheduled to work on Eid, it’s critical to understand your rights under UAE labour law, particularly when it comes to public holiday reimbursement.
According to Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, all private sector employees are entitled to paid public holidays, including Eid Al Adha. If your employer requires you to work on a public holiday, you must receive either another day off in lieu or financial compensation, which is calculated at your basic daily wage plus at least 50%.
Employers must also be transparent and fair when assigning holiday shifts. A positive work atmosphere is encouraged by advance warning, proper documentation, and mutual agreement. Employees working during Eid should keep records of hours worked and clarify compensation terms with HR or management to avoid misunderstandings.
In summary, working on Eid Al Adha is legal only if employees are compensated fairly. Whether you’re in healthcare, logistics, or customer service, know that your rights are protected. UAE law ensures a balance between business needs and employee well-being—even during holidays. If you feel your rights have been violated, you can raise the issue with MOHRE (Ministry of Human Resources and Emiratisation) for support.
