UAE Remote Work Rules Explained: Working Hours, Leave Entitlements, Monitoring Powers and Legal Obligations

Working from home in the UAE does not mean relaxed rules or flexible obligations. Employees operating remotely are subject to the same working hours, performance standards and legal responsibilities as those working from an office.

A new guide issued by the Ministry of Human Resources and Emiratisation (MoHRE) sets out how remote work operates in the private sector, offering clarity on working hours, leave entitlements, employer obligations, monitoring practices and disciplinary action.

What is Remote Work?

Remote work allows employees to perform their duties outside the workplace — either fully or partially — using digital communication tools, as agreed in the employment contract.

Employees working remotely are entitled to the same:

• Salary
• Working hours
• Leave
• Workplace protections
  
  

Employer Obligations

Employers must:

• Issue a clear employment contract covering salary, role, working hours and duration
• Adhere to legal working hours and provide rest days
• Grant annual, sick and other statutory leave
• Provide necessary devices and technical tools
• Pay all dues on time at the end of employment
• Not charge recruitment or hiring fees
• Clearly define tasks and communication systems
• Monitor employee performance and provide records if requested by labour inspectors
  
  

Employee Responsibilities

Employees working from home must:

• Complete tasks themselves and not outsource work
• Work within agreed hours and respond promptly
• Use company equipment responsibly
• Maintain confidentiality of work-related data
• Submit reports and complete assignments on time
• Attend virtual meetings when required
  
  

Working Hhours and Rest Periods

• Maximum 8 hours per day
• Up to 48 hours per week
• Overtime must be paid if limits are exceeded
• Daily rest breaks are mandatory and not counted as work hours
• At least one paid weekly day off is required
  
  

Leave Entitlements

Annual Leave

• 30 days per year after one year of service
• Pro-rated leave for employees with less than one year

Sick Leave

• 15 days full pay
• 30 days half pay
• 45 days unpaid
  
  

Maternity Leave

• 60 days total (45 days full pay, 15 days half pay)
• Termination due to pregnancy is prohibited
  
  

Other Leave

• Parental leave: 10 working days
• Bereavement leave: 3 to 5 days depending on relation
• Study and national service leave (subject to conditions)
  
  

Insurance Requirements

Employers must provide:

• Health insurance for remote employees
• Worker protection insurance covering unpaid wages up to Dh20,000
  
  

Employees must subscribe to unemployment insurance, which provides:

• 60 per cent of salary for up to three months in case of job loss
  
  

What Counts as a Violation?

The following actions may lead to disciplinary measures:

• Not responding during working hours without valid reason
• Repeated delays in completing tasks
• Performing personal activities during official hours
• Assigning work to others without approval
• Logging in without actually working
  
  

Employers may impose penalties, including termination in serious cases.

Performance and Monitoring

Performance is assessed based on output and quality of work — not merely logging in.

Employers are allowed to monitor remote employees, provided such monitoring is appropriate and respects employee privacy and dignity.

Special Note on Nafis Programme

For UAE nationals under Nafis:

• Eligibility depends on holding a genuine and active job
• Remote work does not affect benefits if conditions are met
• Any employment changes must be reported
  
  

FAQs

Are remote employees treated differently from office workers?
No. Remote employees are entitled to the same salary, working hours, leave and legal protections.

Can employees choose their own working hours?
No. Working hours are fixed by the employment contract.

Is logging in enough to prove work is being done?
No. Performance is measured by productivity and quality, not login status.

Can employees do personal work during office hours?
No. Official working hours must be used strictly for job responsibilities.

Can employers monitor remote workers?
Yes. Monitoring is permitted if it respects privacy and dignity.

Can poor performance lead to termination?
Yes. The same performance standards apply as in office-based roles.

Is overtime applicable to remote workers?
Yes. Any work beyond legal limits must be compensated as overtime.

 

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