Countries across the Gulf Cooperation Council (GCC) have officially confirmed Eid Al Adha 2026 holiday schedules. As a result, millions of employees across the region will receive extended breaks ranging from four to nine days.
- UAE Announces Up to Nine-Day Break for Government Employees
- Saudi Arabia and Oman Confirm Similar Eid Schedules
- Bahrain and Kuwait Extend Public Sector Closures
- HR Departments Face Payroll, Staffing and Compliance Challenges
- GCC Labour Laws Reinforce Employee Holiday Rights
- GCC Businesses Enter Peak Holiday Management Phase
The coordinated announcements from the UAE, Saudi Arabia, Oman, Kuwait, Bahrain and Qatar have finally ended weeks of uncertainty for businesses, HR departments and employees planning travel or staffing schedules.
The Eid Al Adha holidays, linked to the sighting of the Dhul Hijjah crescent moon, will mark one of the busiest travel and operational periods of the year across the Gulf.
UAE Announces Up to Nine-Day Break for Government Employees
The Federal Authority for Government Human Resources confirmed that UAE public sector employees will remain off duty from Monday, May 25, to Friday, May 29. Government offices will reopen on Monday, June 1.
Because the break aligns with the regular Saturday-Sunday weekend, many public sector employees will effectively receive a nine-day holiday.
In addition, employees in Sharjah could enjoy even longer leave periods. The emirate’s four-day workweek structure may extend the Eid break to 10 consecutive days for some government workers.
Meanwhile, private sector employees in the UAE will receive four paid holidays from Tuesday, May 26, to Friday, May 29. Employees with Saturday-Sunday weekends are expected to enjoy six consecutive days off.
The announcement from the Ministry of Human Resources and Emiratisation also resolved speculation over whether private sector workers would receive additional leave days.
Saudi Arabia and Oman Confirm Similar Eid Schedules
Saudi Arabia has also confirmed a four-day Eid Al Adha holiday beginning on Arafah Day on May 26.
Because the Kingdom follows a Friday-Saturday weekend structure, many private sector employees are expected to receive a six-day holiday extending until Sunday, May 31.
Likewise, Oman announced identical leave dates for public and private sector workers.
According to the country’s state news agency, official holidays will begin on Tuesday, May 26, with work resuming on Sunday, May 31.
Bahrain and Kuwait Extend Public Sector Closures
Bahrain has declared holidays for ministries, government agencies and public institutions from Tuesday through Friday.
Furthermore, authorities announced compensatory leave on Sunday, May 31, because Friday already falls within the country’s official weekend. Consequently, many employees will receive a six-day break.
Kuwait’s Cabinet also approved Eid holidays for ministries, public departments and government institutions from Tuesday until Sunday, May 31.
However, Kuwaiti authorities clarified that organisations with operational requirements would determine their own internal schedules separately.
HR Departments Face Payroll, Staffing and Compliance Challenges
While employees prepare for holidays and travel, HR teams across the GCC now face mounting operational pressure.
Payroll processing, staffing schedules, government approvals and compliance deadlines could experience delays during the Eid period. In addition, multinational companies operating across multiple Gulf markets must coordinate varying public holiday structures and staffing gaps.
Businesses in the UAE face additional complexity because Sharjah’s government holiday structure differs from other emirates.
At the same time, travel demand is expected to surge sharply. Popular outbound destinations such as Istanbul, Kuala Lumpur and Bangkok are already witnessing strong booking activity ahead of Eid.
Government office closures may also affect visa processing, labour approvals and regulatory filings across the region.
In Saudi Arabia, temporary Eid shutdowns involving the Ministry of Human Resources and Social Development and the Qiwa platform could delay work permit renewals, contract uploads and Nitaqat-related processes.
As a result, many employers have shifted focus from holiday planning to business continuity management.
GCC Labour Laws Reinforce Employee Holiday Rights
The extended Eid period has also renewed attention on employee compensation rules across Gulf labour markets.
In the UAE, workers remain entitled to full salary during officially declared public holidays under Federal Decree-Law No. 33 of 2021.
Employers asking staff to work during Eid must provide either a compensatory day off or overtime compensation equal to regular wages plus an additional 50 per cent of basic salary.
Moreover, Resolution No. 27 of 2024 clarified that Eid Al Adha and Eid Al Fitr holidays remain exempt from overlap rules involving weekends.
In Qatar, Article 78 of the Qatar Labour Law guarantees employees three working days of fully paid Eid leave.
Similarly, Saudi labour regulations guarantee four days of fully paid Eid holidays. Employees required to work during the festive period must receive overtime compensation in line with labour law provisions.
GCC Businesses Enter Peak Holiday Management Phase
The Eid Al Adha 2026 holiday calendar has now triggered one of the Gulf’s busiest workforce coordination periods.
Large employers, airlines, tourism operators and HR teams are rapidly adjusting schedules as millions of residents prepare for travel, family gatherings and extended leave.
At the same time, businesses across the GCC are racing to minimise operational disruption during one of the region’s most significant public holidays.
