UAE Announces Eid al-Fitr 2025 Holiday Dates for Private Sector

The UAE has confirmed the Eid al-Fitr 2025 holiday dates. Employers should ensure compliance with public holiday regulations, clearly communicate holiday schedules, and offer flexibility where possible. By planning ahead, businesses can effectively manage absenteeism, minimize operational disruptions, and address fluctuations in customer demand during the holiday period.

By Giulia Interesse

The Ministry of Human Resources and Emiratisation has announced the Eid al-Fitr holiday dates for private sector employees in the UAE for 2025.

According to the ministry, the holiday will begin on Sunday, 30 March, and end on Tuesday, 1 April, providing a three-day paid break for all private sector employees across the country.

However, if Ramadan concludes on the 30th day, the holiday will be extended to Wednesday, 2 April 2025.

Eid al-Fitr 2025 celebrations will coincide with the conclusion of Ramadan, and the dates are subject to the moon sighting, which will officially determine the end of the holy month. In the meantime, private sector workers are encouraged to prepare for the holiday as per the announced schedule.

Read more about UAE Public Holidays 2025:

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

Best practices for employers in the UAE to manage Eid al-Fitir Holidays

As Eid al-Fitr approaches, employers in the UAE should review and adhere to the updated regulations concerning public holidays to ensure compliance and maintain positive employee relations.

UAE public holiday entitlements for employees in 2025

In the UAE, private sector employees are entitled to the following public holidays in 2025:

• New Year’s Day – January 1
• Eid al-Fitr – March 30 to April 2 (subject to moon sighting)
• Arafat Day – June 5
• Eid al-Adha – June 6 to June 8
• Islamic New Year – June 26
• Prophet Muhammad’s Birthday – September 5
• UAE National Day – December 2 and December 3

Managing employee expectations

Given that Eid al-Fitr is expected to begin on Sunday, March 30, and continue through Wednesday, April 2, employers should:

• Communicate clearly: Inform employees about the holiday schedule as soon as official dates are confirmed, considering potential adjustments based on moon sighting.
• Plan ahead: Anticipate increased absenteeism during this period and adjust staffing levels to maintain business operations without overburdening employees.
• Offer flexibility: Recognize the cultural and religious significance of Eid by providing flexible work arrangements where possible, enhancing employee satisfaction.

Requiring Employees to work on public holidays

If business operations necessitate employees working during public holidays, employers must provide one of the following compensations:

• Compensatory leave: An alternative day off in lieu of the holiday worked.
• Monetary compensation: Payment of the regular daily wage plus a 50 percent bonus for the hours worked during the holiday.

Compensation or time off in lieu for weekend public holidays

According to UAE Cabinet Resolution No. 27 of 2024, if a public holiday falls on a weekend, it may be moved to the beginning or end of the week. However, this provision does not apply to Eid al-Fitr and Eid al-Adha.

Therefore, if these holidays fall on a weekend, employees are not automatically entitled to additional compensation or time off in lieu. Employers may choose to offer such benefits as a gesture of goodwill, but it is not legally required.

Impact on business operations and planning

Eid al-Fitr is a significant cultural event, often leading to:

• Increased absenteeism: Many employees may take extended leave to celebrate with family or travel.
• Operational adjustments: Businesses should plan for potential disruptions by adjusting project timelines and staffing levels accordingly.
• Customer demand fluctuations: Sectors like retail and hospitality may experience higher demand due to increased consumer activity during the holiday period.

By proactively addressing these factors, employers can navigate the holiday season effectively, ensuring compliance with legal requirements while supporting a positive and culturally respectful workplace environment.

Key takeaways

As Eid al-Fitr approaches, it’s essential for employers in the UAE to remain compliant with local labor laws while also being considerate of the cultural and personal significance of the holiday for their employees. By planning ahead, ensuring clear communication, and offering flexibility where possible, businesses can navigate the holiday season smoothly while maintaining positive relations with their workforce.

For businesses, Eid also presents an opportunity to engage in corporate social responsibility initiatives, such as supporting charitable causes, which align with the values of the holiday. This can further enhance the reputation of your company as an employer that values community and employee well-being.

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