UAE Public Holidays 2025: Official Schedule and How Businesses Can Prepare

The UAE government has released the 2025 public holidays schedule through a Cabinet Resolution, enabling residents to plan their time off in advance and allowing businesses to make necessary operational and HR arrangements.

As we approach 2025, the UAE government has already revealed the public holiday schedule, offering residents a chance to plan ahead for their time off. With a total of at least 12 public holidays on the horizon, plus the potential for an additional day off if Ramadan lasts for 30 days, 2025 promises ample opportunities for rest and celebration.

Whether you’re looking forward to a long weekend or marking significant cultural occasions, the UAE’s official holiday schedule is designed to give workers a good balance of rest and celebration. Keep an eye on local government announcements for any additional holidays in specific regions and stay tuned for moon sightings that will confirm the exact dates for key Islamic holidays.

UAE holiday planning: Note legislative changes for 2025

A major update to how public holidays are announced comes from Cabinet Resolution No. 27 of 2024, which will take effect on January 1, 2025. This resolution, which was published in the official gazette in May 2024, introduces a clearer structure for holidays, with provisions allowing for some flexibility. The most notable change is that the Cabinet can now transfer holidays to the beginning or end of the week, but this will not apply to Eid holidays.

This means that if a holiday falls on a weekend, an extra day off could be given on the Friday or Monday, providing a longer weekend for workers. However, this is not applicable to Eid Al Fitr and Eid Al Adha, which will remain on their designated days.

UAE 2025 holiday schedule

Based on the new resolution, the official public holidays in the UAE for 2025 will be as follows:

1. January 1: Gregorian New Year’s Day (1 day)
2. Eid Al Fitr: March 31 – April 2 [From 01 to 03 Shawwal] (3 days)
   • If Ramadan is a 30-day month, an additional day off will be granted on March 30.
3. May 30: Arafat Day [09 Thu Al-Hijjah] (1 day)
4. May 31 – June 2: Eid Al Adha [From 10 to 12 Thu Al-Hijjah] (3 days)
5. June 27: Islamic [Hijri] New Year [1 Muharram] (1 day)
6. September 1: Prophet Muhammad’s (PBUH) Birthday [12 Rabi’ Al Awal] (1 day)
7. December 2 – 3: UAE National Day (2 days)

What’s new in 2025

One of the major updates in 2025 is the flexibility regarding holiday transfers. If a public holiday falls on a weekend, it could be moved to the adjacent weekend day, allowing workers to enjoy an extended break. This provision will certainly benefit those looking for long weekends throughout the year.

Additionally, the local governments in the UAE are empowered to declare additional public holidays for events or occasions specific to their regions, which could mean extra time off for residents in certain emirates.

The role of moon sightings

As with previous years, several holidays, especially Eid Al Fitr and Eid Al Adha, are dependent on moon sightings, which means exact dates may vary slightly. However, the general timeframe for these holidays in 2025 has been predicted:

• Eid Al Fitr: March 31 – April 2, 2025
• Arafat Day: May 30, 2025
• Eid Al Adha: May 31 – June 2, 2025
• Islamic New Year: June 27, 2025
• The Prophet Muhammad’s birthday: September 1, 2025
• National Day: December 2-3, 2025

Advisory for UAE businesses and HR best practices

Businesses in the UAE need to ensure they are well-prepared for the public holiday schedule and the potential impact on workforce management, operations, and employee satisfaction. With the UAE government announcing a total of at least 12 public holidays in 2025, including adjustments for weekends and potential additional days off due to Ramadan, HR departments and business leaders should adopt the following best practices to effectively navigate the holiday landscape.

1. Plan in advance for public holidays

Given that the 2025 holiday dates have already been officially announced, businesses should update their internal calendars and plan for staffing needs well in advance. This includes:

• Identifying key dates: Mark public holidays such as Eid Al Fitr, Eid Al Adha, National Day, and Islamic New Year in the company’s annual schedule.
• Communication: Ensure all employees are aware of the holiday schedule. This should be shared via email, company intranet, or physical notice boards to avoid confusion and help employees plan their personal schedules.

2. Review policies for holiday pay and time off

With the new resolution allowing for the potential transfer of public holidays to adjacent weekdays, businesses should update their holiday pay policies and leave management systems. This ensures that:

• Holiday pay: HR should review policies around overtime, compensatory time off, or bonuses for employees working on holidays.
• Leave management: Establish clear guidelines on how holidays will be handled, especially if a holiday is moved to a weekend or adjacent weekday. For example, ensure employees know if they will receive a day off or additional compensation if they work on a transferred holiday.

3. Ensure flexibility in work schedules

With holidays such as Eid Al Fitr and Eid Al Adha potentially falling on weekdays and depending on moon sightings, HR departments should plan for flexible work arrangements:

• Remote work options: For employees in roles that allow it, consider offering remote work options or flexible working hours around public holidays.
• Shift adjustments: Businesses with 24/7 operations or critical services should ensure that holiday shifts are fairly distributed and communicated well in advance to ensure business continuity without overburdening staff.

4. Implement a clear communication strategy

Clear communication is key during public holidays, particularly for businesses with a diverse workforce. HR departments should:

• Proactively inform employees about any changes or special instructions regarding holidays, especially if any holidays are moved to different days.
• Promote transparency on holiday-related policies, including how holidays that fall on weekends will be managed.
• Encourage open channels for employees to raise questions regarding holiday entitlement or changes in holiday schedules.

5. Plan for absenteeism and operational disruptions

Businesses should anticipate higher absenteeism during the holiday periods, especially around Eid holidays, and plan accordingly to ensure that operations continue smoothly:

• Cross-training: Ensure that key employees are cross-trained in multiple roles to cover absences during holiday periods.
• Temporary staff: For businesses with high seasonal demand during public holidays, consider hiring temporary staff or arranging for contractors to ensure business operations are unaffected.
• Backup plans: Establish a solid backup plan in advance, particularly for departments that are critical during the holidays (e.g., customer service, retail, and healthcare).

6. Respect cultural and religious observances

It is essential for businesses to respect cultural and religious observances during major Islamic holidays, such as Eid Al Fitr and Eid Al Adha. HR departments should:

• Acknowledge the significance of holidays: Be sensitive to the religious practices of employees during Ramadan and Eid periods. Offering flexibility or understanding during these times can go a long way in fostering employee satisfaction.
• Promote inclusivity: Be aware of cultural diversity in the workplace, ensuring that all employees feel included and respected during the holiday season.

7. Monitor the impact of transferred holidays

The flexibility to transfer public holidays that fall on weekends is an important provision under the new law. HR departments should:

• Track official announcements: Stay updated on Cabinet decisions regarding transferred holidays to ensure accurate planning and communication.
• Adjust schedules promptly: Ensure that any changes to the holiday schedule are reflected in employee rosters, work schedules, and payroll.

8. Evaluate employee well-being

While public holidays are a time to celebrate, they are also an opportunity for businesses to enhance employee well-being:

• Encourage time off: Encourage employees to take full advantage of the holidays to rest and recharge, especially after a busy period.
• Support mental health: Recognize that public holidays, especially those around religious events, can be emotionally significant for some employees. Offering support and flexibility can contribute to a more positive work environment.

9. Monitor for local government holidays

In addition to the national public holidays, UAE’s local governments may declare additional holidays for specific emirates or events. HR departments should:

• Stay informed: Keep an eye on any updates or special announcements from local government authorities regarding public holidays that may apply to specific regions or sectors.

10. Update contracts and employee handbooks

Ensure that employment contracts, employee handbooks, and internal policies are updated to reflect the 2025 public holiday guidelines, especially regarding:

• Holiday entitlements: Clarify how employees will be compensated for public holidays, including those moved to adjacent days, or if they work on a holiday.
• Transferability of holidays: Make employees aware of any changes regarding the transferability of holidays falling on weekends.

Summary

The UAE’s public holiday schedule for 2025 introduces several opportunities for businesses to support their employees and ensure smooth operations throughout the year. By implementing these best practices, businesses and HR departments can not only maintain productivity but also foster a positive work culture, ensuring that employees feel valued and respected during the festive seasons. Proper planning, flexibility, and clear communication will be key to navigating the new public holiday framework and maintaining a happy, motivated workforce.

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