Fair working hours and proper overtime pay are among the rights most frequently misunderstood by migrant workers. Across the GCC, labour laws set limits on the working day and define when extra pay is due, but these rights only protect you if you know them and if they are written into your contract.
This article summarises the general framework and what to do if your employer does not follow it.
GCC labour laws generally set a maximum standard working day, with a weekly rest day and reduced hours during the holy month of Ramadan for Muslim workers. The exact figures are defined by each country's law and should be reflected in your contract.
Work beyond the standard hours, and work on your rest day or public holidays, typically attracts a higher rate of pay. The precise percentages are set by law, so confirm them for your destination country.
You are generally entitled to daily rest breaks, a weekly day off, and annual paid leave after a qualifying period. Air-ticket entitlements for annual or end-of-contract leave are defined in the contract.
Keep your own record of hours worked. If overtime goes unpaid or hours exceed the legal limit, raise it through the employer's grievance process, and if needed, seek help from the labour authority or your embassy's labour attaché.
We make sure candidates understand their working-hour and overtime entitlements before signing, so expectations are clear from day one.
As a government-licensed recruitment agency, Gulf Asia Manpower Pvt. Ltd. guides candidates through every stage of the foreign-employment process, from documentation and skill testing to interviews, visa processing and pre-departure orientation. Contact our office to speak with a counsellor about your options.
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