Working from home in the UAE does not mean employees can skip rules or relax responsibilities. Remote staff remain subject to the same working hours, performance standards, and legal obligations as those in offices.

A detailed guide issued by the Ministry of Human Resources and Emiratisation (MOHRE) explains how remote work operates in the private sector, covering working hours, leave entitlements, employer duties, monitoring, and penalties for violations. It provides clarity for companies and employees navigating hybrid or fully remote setups.

What Counts as Remote Work? Remote work allows staff to perform duties outside the office, either fully or partially, using digital tools, as agreed in their employment contracts. Employees retain the same rights as in-office colleagues, including:

• Salary

• Working hours

• Leave entitlements

• Workplace protections

Employer Responsibilities Employers must:

• Provide a clear employment contract specifying role, salary, hours, and contract duration

• Observe legal working hours and rest periods

• Offer annual, sick, maternity, and other leave

• Supply necessary devices and technical tools

• Pay all dues promptly at contract end

• Avoid charging recruitment fees

• Clearly define tasks, reporting, and communication systems

• Monitor employees appropriately and provide records if requested by labour authorities

Employee Obligations Remote employees are expected to:

• Complete assigned tasks personally

• Work within agreed hours and respond promptly

• Use company equipment correctly

• Maintain confidentiality of work-related data

• Submit reports and meet deadlines

• Attend virtual meetings when required

Working Hours

• Maximum of 8 hours per day, up to 48 hours per week

• Overtime must be compensated

• Daily rest breaks are mandatory (not counted as work hours)

• Minimum one paid day off per week

Leave Entitlements

• Annual Leave: 30 days per year after one year of service; pro-rated if less than a year

• Sick Leave: 15 days full pay, 30 days half pay, 45 days unpaid

• Maternity Leave: 60 days (45 full pay, 15 half pay), with job protection

• Other Leave: Parental leave (10 days), bereavement leave (3–5 days), study or national service leave under conditions

Insurance Requirements Employers must provide:

• Health insurance for remote staff

• Worker protection insurance covering unpaid wages (up to Dh20,000)

Employees must subscribe to unemployment insurance, offering up to 60% of salary for three months in case of job loss.

Violations and Disciplinary Action

Violations include:

• Not responding during work hours without reason

• Repeated delays in completing tasks

• Doing personal work during official hours

• Assigning work to others without approval

• Logging in without actually performing tasks

Employers may take disciplinary measures, including termination for serious breaches.

Key Clarifications

• Logging in alone does not prove work; output and quality matter

• Employees cannot set their own hours; these are defined in contracts

• Personal tasks are not allowed during work hours

• Monitoring by employers is allowed if respectful of privacy and dignity

• Poor performance can result in termination, same as office-based staff

UAE Nationals and Nafis Eligibility for benefits under the Nafis programme depends on holding an active job. Remote work does not affect entitlements if conditions are met, and any employment changes must be reported.

Bottom Line Remote work in the UAE comes with clear responsibilities and protections. Understanding your rights, obligations, and the rules around hours, leave, and monitoring ensures both employees and employers can make hybrid or remote arrangements work smoothly while remaining compliant with UAE labour law.