If you work in the UAE, you have rights. Specific, enforceable, legally backed rights. The problem is that many Indian workers don't know what they're entitled to — and some employers count on that ignorance.
UAE labour law was significantly updated in February 2022 (Federal Decree-Law No. 33 of 2021), replacing the 1980 law. Here's what every Indian worker in the UAE needs to know.
Your Employment Contract
Every employee in the UAE must have a written employment contract registered with MOHRE (Ministry of Human Resources and Emiratisation). Since 2022, all contracts in the UAE are fixed-term (no more "unlimited" contracts).
What your contract must include:
Critical rule: Your actual job must match your contract. If you were hired as an accountant but your employer makes you work as a warehouse laborer, that's a contract violation. You can file a complaint with MOHRE.
Offer letter vs contract: The offer letter you signed before coming to the UAE should match the contract registered with MOHRE. If they differ, the MOHRE-registered contract is the legal document. Always check both.
Salary Rights
Payment frequency: Salaries must be paid through the Wages Protection System (WPS) — a MOHRE-monitored electronic system. This means your salary goes directly to your bank account, and the government can see if your employer is late.
Salary delay: If your employer doesn't pay for 15 days, you can file a complaint with MOHRE. The system flags employers who are chronically late, and they can be blacklisted from hiring new workers.
Salary deduction limits: Your employer cannot deduct more than 50% of your salary for any reason (including fines, loans, or damages). The remaining 50% is protected by law.
No salary reduction without consent: Your employer cannot reduce your salary unilaterally. Any reduction requires your written consent. If you're asked to sign a salary reduction letter, you are NOT obligated to sign.
End of service gratuity: You are entitled to end-of-service gratuity after completing one year of continuous service:
Example: 7 years of service with AED 5,000 basic salary:
This is your money. It is not a bonus or a gift. If your employer refuses to pay, file with MOHRE immediately.
Working Hours and Overtime
Standard hours: 8 hours per day or 48 hours per week. During Ramadan, working hours are reduced by 2 hours daily for all workers (not just Muslims).
Overtime: Any work beyond standard hours must be compensated:
Friday (or designated rest day) work: If you work on your rest day and don't get a substitute rest day, you're entitled to 150% of your normal daily rate.
Important: Many Indian workers in construction, retail, and hospitality work overtime without proper compensation. This is illegal. Track your hours. Document everything.
Leave Entitlements
Annual leave: 30 calendar days per year after completing one year of service. 2 days per month during the first year.
Sick leave: 90 days per year after probation:
Maternity leave: 60 days (45 full pay + 15 half pay). Additional 45 days unpaid if needed for illness related to pregnancy. Fathers get 5 days parental leave within 6 months of birth.
Bereavement leave: 5 days for spouse's death, 3 days for parent/child/sibling/grandparent.
Hajj leave: 30 days unpaid, once during your employment, if you haven't performed Hajj before.
Termination Rights
Notice period: Both employer and employee must give written notice (as specified in the contract, minimum 30 days).
During probation: Either party can terminate with 14 days written notice.
Arbitrary dismissal: If you're fired without valid reason (valid reasons include poor performance, misconduct, criminal conviction), you may be entitled to compensation of up to 3 months' salary in addition to gratuity.
You can resign if:
Ban on new employment: Under the 2022 law, there is NO automatic ban on getting a new job after leaving your employer. The old 6-month/1-year ban system has been abolished. You can move to a new employer after your notice period ends.
How to File a Complaint
1. Try to resolve directly first. Talk to your employer or HR department in writing (email/WhatsApp message you can screenshot).
2. File with MOHRE. Use the MOHRE app or website (mohre.gov.ae) or call 600 590 000. You can file in English, Arabic, Hindi, or Urdu.
3. Mediation. MOHRE attempts mediation between you and your employer. This is free.
4. Labour Court. If mediation fails, your case goes to labour court. Filing fee is refundable if you win. Legal aid is available for workers earning below AED 8,000.
Critical documents to keep:
Common Violations Indian Workers Face
Passport confiscation: Illegal under UAE law. Your employer cannot hold your passport. If they do, file a complaint with MOHRE or call the police.
Contract substitution: You were promised one salary/job but given a different contract on arrival. File with MOHRE — the original offer letter is evidence.
Accommodation deductions beyond agreement: If your contract includes accommodation, your employer cannot later deduct rent from your salary.
Threat of deportation: Only the UAE government can deport you. Your employer cannot deport you by threatening. If they cancel your visa without notice, you have a grace period to find new employment.
Know your rights. Use our salary calculator to understand your package breakdown and the cost of living calculator to plan your finances in the UAE.