federal-2026.5 · reviewed 13 August 2026UAE Federal private sector
Current federal framework reviewed against official UAE and MOHRE sources
- Traditional gratuity uses 21 days of last basic wage for each of the first five service years and 30 days for each later year, after at least one year of continuous service.
- Traditional gratuity excludes unpaid absence days, applies proportionately to partial years after one completed year and is capped at two years of wage.
- Part-time and job-sharing gratuity is scaled by contracted annual working hours divided by full-time annual working hours.
- Unused annual leave on termination is checked separately from ordinary leave salary and should be reconciled to the HR leave ledger.
- If an employee works an official holiday and no substitute rest day is provided, the cash route is the normal-day wage plus at least 50% of the basic wage for that day.
- The voluntary Savings Scheme uses employer basic subscriptions of 5.83% of monthly basic salary below five years of service and 8.33% after five years for full-time beneficiaries.
- Wages under the 2026 WPS framework are due according to the current official schedule; salary-delay tools provide triage, not an official breach finding.
- End-of-contract wages and entitlements are generally due within 14 days.
adgm-2024.2 · reviewed 13 August 2026ADGM
ADGM Employment Regulations 2024
- Gratuity uses 21 days of Basic Wage for each of the first five service years and 30 days thereafter.
- The gratuity daily rate is annual Basic Wage divided by 365.
- Basic Wage used for gratuity cannot be below 50% of Annual Wages.
- Unused vacation pay uses ADGM Daily Wage based on annual Wages and the employee's average working days per week.
- Termination wages and other amounts owing, excluding qualifying variable payments, are generally due within 21 calendar days.
- A late-payment penalty may apply under Section 14, but conditions and limitations must be reviewed rather than assumed from the day count alone.
difc-2026.4 · reviewed 13 August 2026DIFC / qualifying schemes
DIFC Employment Law and current qualifying-scheme framework
- DIFC Daily Wage is Annual Wage divided by 260 for an employee working five days per week, or by average weekly work days multiplied by 52 for other schedules.
- Accrued vacation compensation on termination uses the DIFC Daily Wage, not monthly wage divided by 30.
- Relevant termination payments are generally due within 14 days after the Termination Date.
- A late-payment penalty may equal Daily Wage for qualifying days in arrears, but statutory thresholds, court proceedings and employee conduct can limit or waive it.
- Core qualifying-scheme employer contributions are generally 5.83% of monthly Basic Wage for the first five years of service and 8.33% for additional service.
- Investment returns and actual account value are separate from required employer contributions.