Public holidays in the United Arab Emirates and how they affect pay
Reviewed by Mellow Editorial Team, HR & payroll content team
Public holidays in the UAE are set annually by the government and do not automatically increase an employee's pay — but working on a public holiday does trigger specific entitlements under UAE labour law.
How public holidays are announced
The UAE does not publish a fixed statutory list of public holidays that applies identically every year. Instead, the federal government (and, separately, each emirate) issues a circular near the end of each calendar year confirming the official days off for the following year. Some holidays — particularly Islamic ones such as Eid Al Fitr, Eid Al Adha, and the Prophet's Birthday — shift each year because they follow the Hijri (lunar) calendar. The exact dates are often confirmed only a few days before, once the moon is sighted.
For planning purposes, employers should watch for circulars from the Ministry of Human Resources and Emiratisation (MOHRE) and from their specific emirate's government. Free zone authorities may also issue their own holiday schedules, which can differ slightly from the federal list.
Typical public holidays observed each year include:
- New Year's Day (1 January)
- Eid Al Fitr (three days, dates vary)
- Arafat (Eid Al Adha Eve) and Eid Al Adha (four days, dates vary)
- Islamic New Year / Al Hijri New Year
- The Prophet's Birthday
- Commemoration Day (30 November)
- UAE National Day (2–3 December)
The total usually falls between 13 and 16 days per year, depending on how lunar holidays land.
What the law says about public holiday entitlement
Federal Decree-Law No. 33/2021 (the UAE Labour Law) requires employers to give employees paid time off on official public holidays. The key points:
Full pay for the day off. An employee who does not work on a public holiday receives their normal daily pay for that day. There is no bonus or premium simply for the holiday falling on a workday.
Working on a public holiday. If a business requires an employee to work on a public holiday, the employee is entitled to either a substitute day off or, if no substitute day is given, an additional day's pay on top of their regular wage. In practice, many employers pay a premium (commonly 150% of the daily rate for the holiday day itself), but the law's minimum requirement is the substitute day or the additional day's pay.
Probationary employees. Employees on probation are still entitled to public holiday benefits — probation does not reduce statutory entitlements.
How public holidays interact with annual leave
Annual leave and public holidays are separate entitlements. After completing one year of service, employees are entitled to 30 calendar days of annual leave. If a public holiday falls within an employee's approved annual leave period, that day should not be counted as a leave day — it should either extend the leave by one day or be credited back. This is a common source of confusion, and a clear written policy helps avoid disputes.
Payroll mechanics under WPS
All private-sector salaries in the UAE must be paid through the Wage Protection System (WPS), which records and timestamps every salary transfer. Public holidays do not create a separate WPS obligation — they are absorbed into the regular monthly payroll cycle. However, if a public holiday causes a bank processing delay near the end of the month, employers should plan transfers accordingly to stay compliant with WPS deadlines.
For businesses running payroll across multiple countries, aligning UAE public holiday adjustments with a single payroll schedule is one of the practical challenges covered in how Mellow runs payroll across six countries on one platform.
Practical steps for employers
Update your calendar early. As soon as the government circular is released (usually October or November for the following year), update your HR system and notify employees. For Islamic holidays, build in flexibility for last-minute date changes.
Put a clear policy in writing. Your employment contracts or HR handbook should state how the business handles substitute days and any premium pay for holiday working. Vague policies create disputes.
Check free zone rules. If you operate in a free zone, confirm whether your authority follows the federal schedule exactly or issues its own. Differences are usually minor but matter for compliance.
Account for part-time and variable-pay employees. For employees whose pay varies week to week, calculate the public holiday day rate using the agreed daily or hourly rate in their contract rather than an average — unless your contract specifies otherwise.
Keep records. Document any instances where employees worked on a public holiday and what compensation was given. MOHRE inspections can request this evidence, and clear records protect both parties.
---
Run HR and payroll in UAE with Mellow
Mellow brings HR, payroll and 12 AI agents into one platform — built to handle UAE properly, with payroll included, from £4 per employee per month. The AI agents don't just answer questions; they generate contracts, run cost estimates and draft letters for you.
[Start a free trial →](/register)