Ramadan 2026 is expected to begin in late February and continue into March.
For businesses in the United Arab Emirates, this month brings structured changes to working hours across the private sector.
For manpower-driven industries such as construction, logistics, facility management, and manufacturing, understanding Ramadan working hour rules is essential.
Non-compliance can result in penalties.
Poor planning can reduce productivity.
This guide explains what employers and HR managers must know about manpower working hours during Ramadan 2026 in the UAE.
UAE Labour Law on Ramadan Working Hours 2026
Under UAE labour regulations, private sector employees are entitled to reduced working hours during Ramadan.
The rule is clear:
Employees must work two hours less per day throughout the holy month.
This applies to:
Skilled labour
Unskilled labour
Administrative staff
Technical manpower
Outsourced and contract workers
Importantly, salaries cannot be reduced due to shorter hours.
The reduced working hours apply to all employees, regardless of religion.
The law does not differentiate between Muslim and non-Muslim staff.
For example:
Normal schedule: 8 hours per day
Ramadan schedule: 6 hours per day
Companies must adjust rosters accordingly.
Impact on Manpower-Intensive Industries
Industries that rely on shift-based or project-based labour feel the biggest operational impact.
Construction Sector
Construction companies must balance:
Reduced hours
Weather conditions
Project deadlines
During Ramadan, productivity patterns change.
Fasting workers may experience fatigue, especially in outdoor environments.
Many contractors adjust by:
Increasing night shifts
Introducing split shifts
Prioritizing critical site tasks
Early planning prevents delays and avoids workforce strain.
Facility Management & Support Services
Cleaning crews, security staff, and maintenance teams often operate 24/7.
Reduced working hours create scheduling gaps.
Solutions include:
Rotational manpower
Temporary reinforcement staff
Flexible shift coverage
Outsourced manpower providers play a key role here, ensuring coverage without violating labour rules.
Shift Planning Strategy for Ramadan 2026
Reduced hours do not automatically mean lower output.
However, shift strategy must change.
1. Consider Night Shifts
Night shifts can improve productivity because:
Temperatures are cooler
Energy levels increase after Iftar
Worker fatigue decreases
Industries like warehousing and logistics often benefit from adjusted night schedules.
Ramadan requires smarter scheduling.
Focus on:
High-impact activities
Safety-critical tasks
Deadline-driven operations
Avoid overloading teams during fasting hours.
Micro-planning improves efficiency.
3. Maintain Worker Safety
Fasting combined with physical labour increases dehydration risk.
Employers should:
Ensure proper hydration access
Schedule rest breaks
Monitor signs of fatigue
Worker wellbeing directly affects output quality.
Overtime Rules During Ramadan
Overtime regulations remain valid during Ramadan.
Reduced daily hours do not remove overtime provisions.
Employers must:
Pay overtime according to UAE labour law
Keep clear attendance records
Avoid excessive overtime demands
Overtime should only be applied when operationally necessary.
Excessive scheduling defeats the purpose of reduced Ramadan hours.
Compliance protects both business reputation and workforce morale.
Role of Outsourced Manpower Providers During Ramadan
Many companies rely on manpower suppliers to manage workforce adjustments.
A structured manpower partner helps with:
Flexible deployment
Backup labour availability
Short-term contract staffing
Shift reallocation
This reduces pressure on internal HR teams.
For businesses working on tight timelines, having scalable manpower ensures continuity while respecting legal requirements.
Why Early Planning Matters
Ramadan does not arrive unexpectedly.
Companies should prepare at least 30–45 days in advance.
Key preparation steps:
Review manpower contracts
Adjust shift templates
Inform employees early
Coordinate with project managers
Align payroll calculations
Clear communication prevents confusion.
Well-planned Ramadan schedules improve morale and reduce absenteeism.
Final Thoughts
Ramadan 2026 working hours in the UAE require careful coordination between employers, HR departments, and manpower suppliers.
The two-hour reduction rule is mandatory.
It applies to all private sector employees.
Businesses that plan early maintain:
Compliance
Productivity
Workforce wellbeing
Manpower-intensive industries must focus on structured shift management, safety monitoring, and legal adherence.
With proper scheduling and workforce flexibility, Ramadan operations can remain efficient without compromising employee rights.