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Does travel to site count as working time in the UAE?

Last updated

Normally no. Article 17 of the labour law excludes commuting between home and work from working hours. Article 15 of Cabinet Resolution No. 1 of 2022 counts it in three cases: weather delays following National Centre of Meteorology warnings, delays in employer transport from an accident or breakdown, and where the contract says so.

On this page
  1. The employer-transport case
  2. Weather warnings
  3. How SupaJack Construct records it
  4. Related tools and guides
  5. Questions people ask

The employer-transport case

Most construction workers travel from camps on company buses. If the bus breaks down or is in an accident, the delay counts as working time. A two-hour breakdown at 6:00 counts toward that day's hours.

Weather warnings

Fog and storms delay site buses in winter. Delays in response to National Centre of Meteorology warnings count as working time, so the worker is not penalised for arriving late.

How SupaJack Construct records it

Punches are captured at the site or through the self-service app with geofencing. A punch correction with a reason, such as a bus breakdown, goes through approval and is kept as an audit trail.

Related tools and guides

See the UAE labour law guide for contractors, the final settlement calculator, the gratuity calculator, the annual leave calculator, the unpaid leave deduction calculator, payroll and WPS in SupaJack Construct, time and attendance and the meaning of basic salary.

Worked example

A crew's bus breaks down on the way to site and they arrive at 9:00 instead of 7:00. The two hours count as working time under Article 15, so the crew's day is not cut short and no lateness deduction applies.

Questions people ask

Does the normal bus ride count?

No, unless the contract says so.

Does a weather delay count?

Yes, when it follows National Centre of Meteorology warnings.

What about a traffic accident on a private car?

The regulation covers employer-provided transport.

Sources

  1. Cabinet Resolution No. 1 of 2022 implementing Federal Decree-Law No. 33 of 2021 (in the MOHRE consolidated text)
  2. Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relationship (MOHRE, consolidated)

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