Working-hours disputes are rarely solved by memory. They are solved by records. Employees should keep shift schedules, attendance logs, emails, WhatsApp instructions, site access records, and payslips. Employers should keep approved overtime records, attendance systems, job classifications, and payroll calculations.

The UAE Labour Law regulates working hours and overtime for private-sector employees, subject to exceptions and special categories. Ramadan hours may also affect working-time arrangements. The exact calculation depends on the contract, role, schedule, actual hours, and whether the worker falls into an excluded category.

Common disputes include unpaid overtime, employer claims that overtime was not approved, employees working through breaks, site staff working different hours from office staff, and salary packages said to include overtime. Construction, security, transport, cleaning, hospitality, and site-based work often require careful evidence review.

Employees should not rely only on general screenshots. They should build a calendar showing the date, start time, end time, break, task, supervisor instruction, and wage paid. Employers should not rely on informal overtime denial if actual instructions and records show additional work was required.

If overtime is disputed, legal review should happen before filing a complaint or rejecting a settlement.

This article provides general information only.