Latest MoHRE Announcements About Gratuity 2025
The UAE Ministry of Human Resources and Emiratisation (MoHRE) has introduced several important updates in 2025 aimed at enhancing worker protections, clarifying employer duties, and accelerating Emiratisation across the private sector.
🇦🇪 1. Emiratisation Program Expansion and Enforcement
The Emiratisation initiative continues to be a cornerstone of the UAE's labor strategy.
- Companies with 50+ employees: Must achieve an 8% Emiratisation rate in skilled roles by the end of 2025. This is achieved through a 1% increase every six months (June and December).
- Companies with 20–49 employees: Must hire at least two Emirati nationals by December 31, 2025, covering 14 key sectors (real estate, healthcare, education, construction, technology, etc.).
- Penalties: AED 108,000 per unfilled position (AED 9,000 per month), collected in January 2026.
- Fake Emiratisation: Strict penalties for nominal or fraudulent employment of Emiratis, with fines up to AED 100,000.
- Nafis Platform: Companies are required to register via https://nafis.gov.ae for access to official programs.
Official Source: https://www.mohre.gov.ae/en
⚖️ 2. Amendments to the UAE Labour Law (Federal Decree-Law No. 33 of 2021)
Several key amendments, effective from August 31, 2024, are now in force in 2025:
- Salary Continuation During Disputes: MoHRE can require employers to continue paying an employee's salary for up to two months during active disputes.
- Legally Enforceable Decisions: For labour claims under AED 50,000, MoHRE's rulings are now automatically enforceable as court orders.
- Probation Notice Rules:
- Employers must provide 14 days' notice before terminating during probation.
- Employees resigning to leave the UAE: 14 days' notice.
- Employees moving within UAE: 1 month's notice.
- Gratuity Entitlement: All terminated employees, regardless of reason, are entitled to end-of-service benefits, eliminating prior resignation deductions.
- Flexible Work Models: Now clearly defined—includes full-time, part-time, temporary, remote, and job-sharing contracts.
Official Source: https://www.mohre.gov.ae/en/laws-and-regulations/resolutions-and-circulars.aspx
🌙 3. Public Holidays and Working Conditions
MoHRE, in coordination with the UAE Cabinet, announced official paid holidays for the private sector in 2025:
| Occasion | Date | Notes | |-----------|------|-------| | New Year's Day | Jan 1, 2025 (Wed) | Paid holiday | | Eid Al Fitr | Mar 30 – Apr 1 (Sun–Tue) | Possible extension to Apr 2 | | Arafat Day & Eid Al Adha | Jun 5 – Jun 8 (Thu–Sun) | | | Islamic New Year | Jun 27 (Fri) | | | Prophet Muhammad's Birthday | Sep 5 (Fri) | | | National Day & Commemoration Day | Dec 1–3 (Mon–Wed) | |
Midday Break Rule: From June 15 – September 15, 2025, outdoor work between 12:30 PM and 3:00 PM is prohibited.
Ramadan Hours: All private-sector employees receive a 2-hour daily reduction in working hours.
Official Source: https://u.ae/en/about-the-uae/public-holidays
🧾 4. Practical Impact for Employers and Employees
- Companies must review employment contracts for compliance with updated probation and notice rules.
- HR teams should maintain digital records for MoHRE audits.
- Employers failing to comply with Emiratisation or gratuity regulations face administrative penalties and potential court enforcement.
📞 MoHRE Contact Info:
- Email: ask@mohre.gov.ae
- Call Centre: 600590000
✅ Summary
The MoHRE 2025 updates reinforce the UAE's commitment to:
- Enhancing legal protection for employees
- Supporting nationalization via Emiratisation
- Promoting fair, flexible, and modern workplaces
These reforms align with Federal Decree-Law No. 33 of 2021 and the UAE Vision 2031 framework for a sustainable and competitive labor market.
For an instant end-of-service estimate, use our online gratuity calculator UAE.
