Key employment law provisions across all six GCC countries — for professionals and employers
For general information only. This overview provides a summary of publicly available labour law provisions across GCC countries. It is not legal advice. Laws change frequently and individual situations may vary. Always consult a qualified legal professional or your employer's HR team for specific guidance.
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Saudi Arabia
Saudi Labour Law — Royal Decree No. M/51, with 2025-2026 Vision 2030 reforms
Working hours
48 hours/week
8 hours/day, 6 days. Reduced to 36 hours/day during Ramadan for Muslim employees
Annual leave
21 days (0-5 years) / 30 days (5+ years)
Minimum paid annual leave. Public holidays are additional
Notice period
60 days (standard)
30 days if employed less than 2 years. Contractually may be longer
End of service gratuity
Half month salary per year (1-5 yrs) / 1 month per year (5+ yrs)
Paid on termination by employer. Reduced if employee resigns within first 2 years
Probation period
Maximum 90 days
Can be extended to 180 days by agreement. Either party can terminate without notice during probation
Overtime pay
150% of basic wage
For hours beyond the standard working day. Friday overtime: 150% minimum
Key 2026 updates
Kafala system abolished (October 2025) — replaced with contract-based employment model
New 5-year physical Resident ID card introduced (does not extend residency — annual renewal still required)
Skills-based work permit framework: three tiers based on education, experience, skills, wage level, and age
Qualified dependents of expat workers can now obtain work permits through HRSD
Saudisation (Nitaqat) quotas actively enforced — companies must maintain Green or Platinum status to sponsor or receive iqama transfers
Wage protection
Wage Protection System (WPS) requires employers to pay salaries electronically through approved banks
Failure to pay for 3 consecutive months entitles the employee to transfer iqama without employer consent
Penalties for late payment escalate and are tracked digitally through Qiwa
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UAE
Federal Decree-Law No. 33 of 2021 (Labour Law), as amended 2022-2026
Working hours
48 hours/week
8 hours/day. Reduced to 6 hours/day during Ramadan for Muslim employees
Annual leave
30 calendar days
After 1 year of continuous service. 2 days/month if employed less than 1 year
Notice period
Minimum 30 days
Usually 90 days in practice. Both parties must observe the same notice period
End of service gratuity
21 days per year (1-5 yrs) / 30 days per year (5+ yrs)
Based on basic salary only. Paid on all terminations including resignation after 1 year
Probation period
Maximum 6 months
Either party can terminate with 14 days notice during probation
Overtime pay
125% basic (weekdays) / 150% (rest days)
Maximum 2 hours overtime per day
Key features for expats
New flexible contract types introduced in 2022: full-time, part-time, temporary, project-based, and flexible work
Employees can work for multiple employers simultaneously with the right contract type
MOHRE (Ministry of Human Resources) handles labour disputes through digital platform
New Golden Visa and Green Visa allow residence independent of an employer sponsor
Emiratisation quotas (Nafis programme) require increasing proportions of UAE nationals in private sector roles
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Qatar
Labour Law No. 14 of 2004, with major 2020-2022 reforms fully in effect by 2026
Working hours
48 hours/week (10 hours/day)
Outdoor work banned 10am-3:30pm from June 15 to September 15
Annual leave
Minimum 3 weeks
Some contracts offer 30+ days. Annual air ticket to home country is standard for expats
Notice period
Minimum 30 days (indefinite contracts)
1 month during first year. Typically 60-90 days in professional contracts
End of service gratuity
3 weeks basic salary per year
After 1 year of service. Not capped. Paid regardless of resignation or termination
Minimum wage
QAR 1,000/month
Plus QAR 500 housing and QAR 300 food allowances if not provided in kind. Introduced 2021.
Kafala reform
Exit permits abolished 2020
Workers no longer need employer permission to leave Qatar or change jobs after 1 year
Worker protection highlights
Workers' Support and Insurance Fund provides compensation for unpaid wages, end-of-service benefits, and repatriation costs
Domestic workers now covered under separate domestic worker law with similar protections