The UAE Four and a Half Day Work Week: How Does it Work?

Effective 1 January 2022, the United Arab Emirates (UAE) has changed its workweek from Sunday to Thursday (5 day-week) to a four and a half day week, with the weekend being from Friday afternoon to Sunday. The new working week applies to all Federal Government departments effective 1 January 2022.

Impact on the private sector

Officially, there has been no formal announcement from the Ministry of Human Resources & Emiratization (MOHRE) as to whether these changes will also extend to the private sector.

New labour law, effective 2 February 2022

This announcement of the change in the work week for the public-sector comes shortly after the recent enactment of the Federal Decree Law No. 33 of 2021, which is a new labor law in the UAE, effective 2 February, 2022. The new labor law no longer specifies Friday as being the day of rest for employees, and therefore, private sector employees will be given the flexibility to effect changes in their work schedule as needed.

Working hours for Schools, Universities & Courts

As to functioning hours for schools, universities, and the courts, the working hours during the week are confined to Monday to Friday. Going forward, the expectations are that the majority of the private sector employers will align their respective weekly-work schedules with those from the public sector starting 1 January, 2022.

However, in the absence of a formal ruling or a circular from the (MOHRE) thus far for private sector, the prevailing view is that many private sector employers will not implement the four and half day workweek unless there are discussions with employees about salary, applicability of overtime, and other relevant factors.  For employees who attend a Friday congregational prayer, there will be the option to work from home, or an option for an extended break to attend prayers, if Friday becomes a regular working day.

Non-implementation in the private sector

Currently there are no implications for those employers who do not wish to implement this reduced working-week, as there is no corresponding legal obligation for them to comply.

However, for those employers who do wish to implement this four-and-a-half-day workweek, the following must be noted:

Contractual /Policy Amendments

● Changes to the weekly work pattern is likely to constitute a change in the employee’s terms and conditions of employment; this would need to be agreed upon with the employee. This may require amendments to individual employment contracts/company policies to ensure employees’ respective working hours/work patterns are accurately reflected.

Consultation with employees

● It is pertinent to note that, whilst there is no strict obligation to do so, it would still be advisable to engage in a consultation or discussion with employees before introducing a contractual change to the employment contract.

● Under the new labor law, it is important to mention that it is prohibited to discriminate, for example, on the basis of religion or gender. Employers will, therefore, need to be mindful of this when considering remote working and extending break requests for congregational prayers on Fridays. Employers will also need to consider those employees who need to work remotely as they may need time to take care of other matters such as children’s school pick-up, drop offs, etc.

● If an employee does not agree to a change in the working hours, or the adjustments in work-schedule, the employer will need to consider whether it is appropriate to terminate the employment relationship. However, there needs to be appropriate basis for doing so under the new labor law.

Some advantages of a four and a half day working week

Reduced costs

With respect to the employer, the office would be closed for an additional half day a week, and therefore running costs (i.e. electricity or water expenses, transportation or other costs) are expected to see a significant decline in the long term. From the employee’s perspective, they would be paying less to commute, and would see a reduction in expenses, like snacks and coffee purchased from vendors during the day.

Employees will be more productive

Having a two-and-a-half-day weekend will leave employees with more free time.  Having more time for personal hobbies can increase overall happiness, and can help increase loyalty to a company. Discontented staff tend to distract their co-workers. A general theory behind even a slightly shorter work week is that happier, more fulfilled employees are more focused on the job ahead when they are present at the workplace.

A study carried out by the Perpetual Guardian, a New Zealand firm, who trialed a shorter work week, found that 78% of employees could effectively manage their home and work life after the shorter work week, as opposed to before the experiment, where the percentage was only 54%.

Fewer Health issues

According to Charity Mind (an organization providing advice support to empower anyone experiencing a mental health problem), 1 in 6 people experience mental health issues in any given week. Having a slightly longer weekend will allow employees to spend more time with their family and friends and spend time on their hobbies, which will naturally lead to an improvement in their wellbeing.

Recruitment and retention

Offering a flexible work pattern is an incentive for an employee to stay at an organization. If an employee knows they will get a slightly longer weekend, this will keep any employee motivated week on week. 

Some Disadvantages of a 4-and-a-half-day work week

● No one size fits all approach with  respect to the business models. A shorter work week doesn’t suit every business.  This option is only feasible for companies who are flexible and can adapt their whole business to a new way of working.

● Longer hours and work-related stress. Practically, employees on a four and a half day work week will most likely be expected to work the same number of hours as before, but in four in and a half days instead of five days. Longer days could have a significant negative impact on employees’ stress levels, their overall well being and productivity at the workplace.

Conclusion

Whilst UAE has moved from its original five-day workweek to a four-and-a-half-day workweek, all private organizations must take into consideration the Contractual/ Policy Amendments they will have to make to ensure the employees’ working hours are accurately reflected in their employment contracts.

In addition, an employee wide consultation should be considered, particularly if a contractual change is being implemented. Employers will also have to be careful not to discriminate on the basis of gender and/or religion when considering remote working and extending break requests.

Lastly, the UAE Government must have carefully deliberated the pros and cons in consultation with HR and Legal professionals before moving to this work-schedule. It is likely that it has been convincingly established for them that the pros outweigh the cons for both the employers and employees.