Ramadan 2025 in UAE: Can Employees Be Asked to Work During Iftar Hours?

Ramadan, the holiest month in the Islamic calendar, brings significant changes to daily life, including workplace adjustments across the UAE. Employers and employees alike must adhere to legal regulations governing working hours, particularly regarding breaks for iftar—the evening meal to break the fast. But what if business operations require staff to work during these hours? Let’s explore the rules governing Ramadan work hours in UAE workplaces, including free zones, and your obligations as an employer.

• Understanding Ramadan Work Hour Reductions
• Can Employers Require Employees to Work During Iftar?
• Overtime Pay During Ramadan
• Best Practices for Employers Managing Ramadan Work Schedules
• Special Considerations for Free Zone Companies

Understanding Ramadan Work Hour Reductions

In the UAE, labor laws ensure a reduction in working hours during the holy month of Ramadan. Under Article 15(2) of Cabinet Resolution No. 1 of 2022, employees are entitled to a reduction of two hours per working day. This rule applies to all employees, regardless of their religion, ensuring a more manageable workload during fasting hours.

Employers must comply with this reduction, adjusting business operations accordingly. However, for businesses that require continued operation, shift adjustments and flexible work arrangements are essential.

Can Employers Require Employees to Work During Iftar?

As an employer, you must provide Muslim employees with a break for iftar to allow them to break their fast. However, if business operations demand continued activity during this time, you have the option to:

• Schedule non-Muslim employees to work during iftar breaks.
• Implement a shift-based work schedule to accommodate all employees.
• Offer Muslim employees additional flexibility or alternative break times.

For businesses such as restaurants, call centers, and customer service hubs that operate continuously, planning well in advance to accommodate fasting employees is crucial.

Overtime Pay During Ramadan

If employees work beyond the reduced Ramadan working hours, the additional time may be classified as overtime. As per Article 19(2) of the Employment Law, any overtime worked must be compensated with a salary increase of at least 25% of the employee’s basic hourly wage.

Keep in mind that overtime applies to general employees and does not cover managerial or supervisory positions. If your staff needs to work extra hours, ensure their compensation aligns with UAE labor law requirements.

Best Practices for Employers Managing Ramadan Work Schedules

To ensure compliance and maintain a balanced work environment, consider these best practices:

• Plan Shifts Strategically: Assign duties so that Muslim employees are free during iftar hours while non-Muslim employees take over operations if necessary.
• Communicate Work Schedule Adjustments: Inform employees well in advance about any changes to their working hours.
• Promote Remote or Flexible Work: Offering flexible work arrangements can help fasting employees maintain productivity without overexertion.
• Encourage a Supportive Workplace: Make accommodations for low-energy periods by scheduling crucial tasks earlier in the workday.

Special Considerations for Free Zone Companies

As a company operating in a UAE free zone, additional regulations may apply. Certain free zones may have guidelines specific to Ramadan work arrangements, so it is advisable to:

• Consult with your free zone authority to confirm policies on working hours.
• Ensure compliance with both UAE labor law and free zone-specific rules.
• Provide necessary accommodations and fair compensation when scheduling staff for extended hours.

Non-compliance with regulations surrounding Ramadan work hours could lead to penalties and dissatisfied employees. Adhering to legal guidelines and fostering an inclusive, supportive work atmosphere ensures that business operations continue smoothly while respecting the holy month’s observances.

Final Thoughts

Employers in the UAE must ensure compliance with labor laws concerning Ramadan work hours while fostering a respectful and accommodating work environment. By implementing strategic scheduling, fair compensation for extended hours, and shift-based planning, businesses can operate efficiently while respecting the religious and cultural significance of this holy month.

For companies in free zones, it’s always advisable to check with your respective free zone authority for additional guidelines. A well-planned approach will not only allow smooth operations but also enhance employee satisfaction and productivity during Ramadan.