Quick answer
Working on public holidays in the UAE means a substitute day off or your wage plus 50% of basic pay under Article 28. Know your rights before the next holiday.
Working on public holidays in the UAE entitles a private-sector employee to either a substitute rest day or the normal day’s wage plus a supplement of at least 50% of the basic wage, under Article 28 of Federal Decree-Law No. 33 of 2021. In other words, if your employer asks you to come in on an official holiday, you should not simply lose that day. Instead, the law gives your employer a choice between two clear compensation routes, and understanding both protects your pay.
Key Takeaways
- Under Article 28 of Federal Decree-Law No. 33 of 2021, private-sector staff get paid official leave on public holidays.
- If required to work, the employer must grant a substitute rest day OR pay the normal day’s wage plus at least 50% of basic wage.
- The 50% supplement is calculated on basic wage, not total salary including allowances.
- This holiday rule is separate from ordinary overtime, which is 25% (or 50% for work between 10pm and 4am).
- Public holidays that fall inside your annual leave count as leave, unless your contract is more favourable.
Your rights when working on public holidays in the UAE
First, the baseline: private-sector employees are entitled to paid official leave on the public holidays observed in the country. This entitlement is set out in Article 28 of the UAE Labour Law. Therefore, a public holiday is meant to be a day off with full pay.
However, business does not always stop. Hospitals, hotels, retail, logistics, and many other operations keep running through the holidays. Because of this, the law allows an employer to require attendance on a public holiday, but only if the employee is properly compensated afterwards.
As a result, the question is rarely “can they ask me to work?” and more often “what do I get in return?” That is where the two compensation routes come in.
Route one: a substitute rest day
The first option is time off in lieu. Here, the employer grants one paid day off for each public holiday day worked. Notably, this keeps your monthly salary the same, since you simply shift the rest day to another date.
Route two: the wage plus a 50% supplement
The second option is additional pay. In this case, the employer pays your normal wage for the day worked, plus an addition of at least 50% of the basic wage on top. Importantly, the employer decides which route applies, subject to the terms of your contract.
How the two compensation options compare
To make the choice concrete, the table below sets out both routes side by side. Because employers pick the option, knowing both helps you check that your payslip or leave record is correct.
| How the employer can compensate public-holiday work | Substitute rest day (time off in lieu) | Additional pay |
|---|---|---|
| What the employee receives | One paid day off for each public holiday day worked | The normal day’s wage for that day PLUS at least 50% of basic wage on top |
| Legal basis | Article 28, Federal Decree-Law No. 33 of 2021 | Article 28, Federal Decree-Law No. 33 of 2021 |
| Who chooses | Employer decides which option to apply, subject to the contract | Employer decides which option to apply, subject to the contract |
| Basis of the supplement | N/A | Calculated on basic wage, not total salary |
Notably, the supplement sits on your basic wage, not your total salary. For example, if your total package includes housing and transport allowances, those allowances do not feed into the 50% top-up. Consequently, employees sometimes expect a larger figure than the law actually requires, so it helps to read your contract’s salary breakdown carefully. If your agreement is unclear, a quick legal consultation can confirm what “basic wage” means in your specific case.
Public-holiday pay versus ordinary overtime
Many employees confuse holiday compensation with overtime. Although both involve extra pay, they are different rules under the law, and mixing them up can cost you money.
What ordinary overtime pays
Under the UAE working hours and overtime rules, general overtime is paid at normal remuneration plus 25%. Furthermore, the supplement rises to 50% for overtime worked between 10pm and 4am. However, shift workers are exempt from these overtime rules.
Why the distinction matters
Overtime covers extra hours beyond your normal working day. In contrast, the public-holiday rule under Article 28 covers a whole official holiday you were required to work. Therefore, a holiday shift is not simply “overtime”; it triggers the 50% of basic wage supplement or a substitute day off instead.
Working on your weekly rest day
Similarly, if you work on a scheduled rest day or off-day, you are entitled to a substitute rest day, or to normal working hours’ remuneration based on basic salary plus 50% of that pay. As a result, weekly rest-day work follows a comparable logic to holiday work, though the two are governed separately.
Holidays during annual leave and other practical points
As of 2026, another common question involves holidays that land inside a booked vacation. Under the annual leave rules, public holidays or agreed leave days that fall within your annual leave period count as part of that annual leave, unless your contract or company policy provides more favourable terms.
Meanwhile, it helps to know the leave baseline. Private-sector annual leave is 30 days paid for each year after one year of service, and 2 days per month for service between six months and one year. Because policies vary, always check whether your company offers something better than the statutory minimum.
Which holidays are official
The Cabinet designates public holidays for both the public and private sectors. According to the official public holidays list, these include New Year’s Day (1 January), Eid Al Fitr, Arafah Day and Eid Al Adha, Hijri New Year, Prophet Mohammed’s Birthday, and Commemoration and National Day (2 to 3 December). Notably, the Islamic holidays are set by moon sighting, so their exact dates shift each year.
If your employer gives you neither
Finally, if you receive neither a substitute day nor the supplement, you can raise the issue. First, request the correct compensation in writing from HR. Next, if that fails, you can approach MOHRE, whose “Dear Worker, Know Your Rights” guidance confirms your entitlements. For persistent disputes, an advisor can help you prepare the claim and, where appropriate, support mediation and dispute resolution. Employers reviewing their own policies may also benefit from a broader legal due diligence review of contracts and payroll practices.
Frequently Asked Questions
Can my employer make me work on a public holiday in the UAE?
Yes, your employer can require you to work on a public holiday, but they must compensate you. Under Article 28 of Federal Decree-Law No. 33 of 2021, that means either a substitute paid rest day or your normal wage plus at least 50% of basic wage. Therefore, you should never simply lose the day without one of these two forms of compensation.
What compensation do I get for working on a public holiday in the UAE?
You get one of two options chosen by your employer: a substitute rest day, or the normal day’s wage plus an addition of at least 50% of your basic wage. Both routes rest on Article 28 of the UAE Labour Law. The employer selects which option applies, subject to your contract.
Is public-holiday pay calculated on basic salary or total salary?
The 50% supplement is calculated on basic wage, not total salary. Allowances such as housing and transport do not feed into the top-up. As a result, you should check the basic-wage figure stated in your contract to confirm the correct amount.
Do public holidays that fall during my annual leave count as leave days?
Yes, public holidays or agreed leave days that fall within your annual leave period count as part of that annual leave. However, this applies unless your contract or company policy provides more favourable terms. Because of that exception, it is worth reading your policy closely.
What can I do if my employer gives me neither a day off nor the 50% supplement?
First, request the correct compensation from HR in writing. If the issue is not resolved, you can raise it with MOHRE, whose guidance confirms your entitlements under the UAE Labour Law. For ongoing disputes, professional advice and mediation support can help you pursue the claim.
Which public holidays are official in the UAE private sector?
The official public holidays include New Year’s Day (1 January), Eid Al Fitr, Arafah Day and Eid Al Adha, Hijri New Year, Prophet Mohammed’s Birthday, and Commemoration and National Day (2 to 3 December). These apply to both public and private sectors. Notably, the Islamic holiday dates are confirmed by moon sighting.
Disclaimer: This article is for general informational purposes only and does not constitute legal, tax, or regulatory advice. Rules and fees in the UAE change frequently. Before acting on anything you read here, speak to a qualified advisor — we are happy to help.