What changed in UAE labour law during 2026, and what employers should check now
Fixed-term contracts, the tightened WPS deadline, Emiratisation targets and leave entitlements — a plain summary of the current position under Federal Decree-Law No. 33 of 2021 as amended.
Photo: Helena Lopes (CC0 1.0)
Federal Decree-Law No. 33 of 2021 remains the governing statute for private-sector employment on the UAE mainland, but the amendments running through 2025 and 2026 have changed enough in practice that most HR files need a review rather than a skim.
All private-sector contracts are now fixed-term; any remaining open-ended contract needs to be converted. Annual leave stands at 30 calendar days after a year of service, and maternity leave at 60 calendar days — 45 on full pay followed by 15 on half pay.
On Emiratisation, companies with 50 or more employees are working to a 2% annual increase in Emirati staff, with monthly contributions applying where checkpoints are missed. End-of-service gratuity continues to accrue from the first day of service for employees outside DIFC savings-scheme arrangements such as DEWS.
What it means for employers
- Audit every employment contract for fixed-term wording and correct renewal dates.
- Reconcile leave balances against the 30-day statutory entitlement before year end.
- Track the Emiratisation checkpoint calendar — the penalty is financial and it recurs monthly.
Related pages
Summarised by the Horizon GCC team. Original reporting: Workplus HCM
This briefing is general information, not legal advice. Confirm current requirements with the relevant authority before acting.
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