Overview of UAE Paid Leave Entitlements

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The UAE labor law provides employees with a range of paid leave entitlements designed to promote work-life balance and protect employee rights. Understanding these entitlements is essential for both employers and employees to ensure compliance with the law and to promote a healthy workplace. From annual vacation leave to sick leave, maternity and paternity benefits, and compassionate leave, these provisions reflect the UAE’s commitment to employee welfare.

Employers are required to adhere to specific rules regarding the allocation of paid leave, including the number of days allowed, eligibility criteria, and the process for claiming these entitlements. Failure to comply can result in penalties, legal issues, and dissatisfaction among employees, making it vital for companies to stay informed.

In this guide, we’ll explore the major types of paid leave in the UAE, breaking down each category in detail:

Annual Leave: The number of vacation days employees are entitled to based on their length of service.
Sick Leave: Paid time off for employees to recover from illness or injury.
Maternity and Paternity Leave: Time off granted to new parents for the care of newborns.
Compassionate Leave: Leave provided in the event of family bereavement or other significant personal events.

Each of these leave types is governed by specific rules, and it’s essential to understand them thoroughly to ensure compliance with UAE labor laws. Now, let’s dive deeper into the individual categories of paid leave in the UAE.

Annual Leave Policies in UAE

Annual leave is one of the most important entitlements provided to employees under UAE labor law, ensuring they have the opportunity to rest, recharge, and maintain a healthy work-life balance. The specifics of annual leave entitlements in the UAE depend on the employee’s length of service and are clearly outlined in the UAE Labor Law, Federal Law No. 8 of 1980, as amended.

Key Provisions of Annual Leave

Full-Time Employees:

All full-time employees are entitled to 30 calendar days of paid annual leave after completing one year of service.

Partial Leave:

Employees who have worked for more than six months but less than a year are entitled to two days of leave for each month worked.

Public Holidays:

Official public holidays do not count as part of the annual leave days, meaning if an official holiday falls during an employee’s vacation, that day is not deducted from their annual leave balance.

Carry-Over:

If the employee has not used all of their leave within the calendar year, the remaining days can often be carried over into the next year, subject to company policies.

Requesting Annual Leave

Employees should provide adequate notice to their employer when planning to take annual leave. Employers may, at their discretion, specify when the leave can be taken, typically aligning with business needs. However, denying leave unreasonably may be considered non-compliant with labor laws.

If an employee’s service is terminated, and they have not utilized their full annual leave, they are entitled to compensation for the unused leave. The compensation is calculated based on their daily wage.

Annual leave policies are designed to ensure that employees have sufficient time for rest and personal activities while maintaining overall productivity. Employers must carefully manage leave requests to avoid operational disruptions while also ensuring compliance with labor laws.

Sick Leave Entitlements

Sick leave provides employees with the right to take time off work when they are unwell or injured, ensuring they do not lose their income while recovering. The UAE labor law guarantees paid sick leave to all employees who have completed at least three months of service under probation, but there are specific provisions governing how much of this leave is paid and the conditions that must be met.

Key Provisions of Sick Leave

Eligibility: Employees are entitled to sick leave after completing at least three months of service. During the first three months of employment, sick leave is generally unpaid.
Duration: Employees are entitled to up to 90 calendar days of sick leave per year, broken down as follows:
- First 15 days: Full pay
- Next 30 days: Half pay
- Following 45 days: Unpaid
Documentation Requirements: To qualify for paid sick leave, employees must provide a medical certificate from an authorized physician or medical institution. Failure to provide valid medical documentation may result in denial of sick pay.
Exclusions: Sick leave may not be paid if the illness or injury is self-inflicted or if it results from the employee’s misconduct, such as drug or alcohol abuse.

Sick Leave and Termination

Employers cannot terminate employees while they are on sick leave unless the employee exceeds the 90-day sick leave period. In such cases, the employer has the right to terminate the employment contract, but they must still provide end-of-service benefits based on the employee’s total period of service.

Understanding sick leave entitlements is crucial for ensuring employee well-being and avoiding legal disputes. Both employers and employees must adhere to the established rules to maintain compliance and ensure fair treatment.

Maternity and Paternity Leave in the UAE – Private Sector (2024 Guide)

Under Federal Decree-Law No. 33 of 2021, which came into effect in February 2022, the UAE outlines clear maternity and paternity leave entitlements for private sector employees. The provisions aim to support working parents while maintaining compliance with UAE labour regulations.

Maternity Leave Entitlement

UAE Private Sector
Eligible female employees in the private sector are entitled to a total of 60 calendar days of maternity leave, structured as follows:

45 days of full pay
15 days of half pay
Additional Unpaid Leave (Post-Maternity Illness):
After the standard maternity leave, if the employee is unable to resume work due to medical complications related to pregnancy or childbirth, she may take up to 45 additional unpaid days, provided a valid medical certificate is submitted.
Miscarriage or Stillbirth:
If the employee experiences a stillbirth or miscarriage after the sixth month of pregnancy, she is entitled to the full 60-day maternity leave. In cases where a miscarriage occurs before six months, maternity leave entitlements do not apply.
Newborn Illness or Disability:
If the newborn is ill or has a disability:
The mother may take up to 30 additional days of paid leave.
This can be extended by another 30 days of unpaid leave, subject to medical documentation confirming the condition
Paternity Leave in the UAE (Private Sector):
Male employees are entitled to 5 working days of paid paternity leave, which must be used within six months from the child’s birth.
Breastfeeding Breaks (Post-Maternity):
Upon returning to work, a new mother is entitled to:
Two paid breaks per day, each lasting 30 minutes, for the purpose of breastfeeding.
These breaks are granted for up to 6 months following the delivery date
Key Considerations:
No minimum employment duration is required to qualify for maternity leave. Employees are entitled to the full leave benefits regardless of tenure.
These entitlements apply under both limited and unlimited contracts within the UAE private sector.
Public sector maternity leave policies may vary by emirate or government entity and are governed separately.

Paternity Leave

The UAE also recognizes the importance of paternity leave, allowing new fathers to take time off to support their spouse and bond with their newborn child.

Duration: Male employees are entitled to 5 calendar days of paid paternity leave, which must be taken within six months of the child’s birth. This leave applies to both public and private sector employees.

Protections for Pregnant Employees

Pregnant employees in the UAE are also protected from dismissal based on pregnancy. Employers cannot terminate or reduce a pregnant employee’s salary because of her pregnancy or while she is on maternity leave.

Paternity and Maternity Leave in the Free Zones

It’s important to note that maternity and paternity leave regulations in the UAE’s various free zones may vary slightly, so employees should review their specific contracts and consult with HR departments to understand their entitlements.

Both maternity and paternity leave policies aim to support families during this significant life event, ensuring that parents can take time to care for their newborns without fear of losing their income or jobs

Compassionate Leave Regulations

Key Provisions of Compassionate Leave

Eligibility: All full-time employees working in the UAE are entitled to compassionate leave, irrespective of the length of service.
Duration: Employees are granted 3 to 5 days of paid compassionate leave, depending on the relationship to the deceased:
- 5 days for the death of a spouse.
- 3 days for the death of a parent, child, sibling, grandchild, or grandparent.

Regulations and Considerations

Timing: The compassionate leave days must be taken within a period that is most relevant to the occurrence, allowing the employee flexibility to decide when to take the leave (immediately after the death or during the funeral, for instance).
Leave Documentation: In most cases, employees will be required to provide official documents, such as a death certificate, as proof of the bereavement to qualify for paid leave.
Additional Days: If the employee requires additional time off beyond the compassionate leave period, they may request unpaid leave, or in some cases, annual leave, depending on their company’s policies.

Importance for Employers

Employers in the UAE are expected to be empathetic and responsive to employees’ requests for compassionate leave. While the days are relatively few, the opportunity for employees to grieve and manage family affairs without worrying about job security or pay can have a lasting positive impact on both morale and employee retention. Failing to comply with compassionate leave regulations could lead to legal repercussions and create a negative work environment.

Frequently Asked Questions (FAQs)

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How many days of annual leave are employees entitled to in the UAE?+

Under the UAE Labour Law, employees are entitled to 30 calendar days of fully paid annual leave after completing one year of continuous service. For those who have completed more than six months but less than a year, the entitlement is two days of leave for each month worked. Employees with less than six months of service are not legally entitled to annual leave, unless otherwise specified in their employment contract. Employers have the discretion to determine the dates of annual leave based on work requirements, but employees must utilize their leave within the year it is granted. Unused leave may be carried over to the next year with the employer's approval, and if not utilized within two years, the employee may receive a cash payment in lieu of the unused leave. These provisions are outlined in Article 29 of the Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations.

Can an employer deny annual leave requests?+

Under UAE Labour Law, employers have the authority to schedule annual leave based on operational requirements, meaning they can adjust or postpone leave dates to ensure business continuity. However, they cannot deny an employee's right to take annual leave entirely. Specifically, employers must grant annual leave at least once every two years unless the employee agrees to carry it forward or receive payment in lieu of leave. This ensures that while employers can manage the timing of leave, employees retain their entitlement to rest periods as stipulated by law.

What happens if an employee does not use their full annual leave in a year?+

If an employee at Dahhan Business Services does not utilize their full annual leave within a year, UAE Labour Law permits carrying over up to half of the unused leave to the following year, subject to employer approval. Alternatively, the employee may agree with the employer to receive a cash allowance for the unused leave, calculated based on the basic salary at the time the leave was due. Employers are not allowed to prevent employees from using their accrued annual leave for more than two consecutive years unless the employee consents to carry it forward or receive payment in lieu. Upon termination of employment, any remaining unused leave must be compensated in cash, based on the employee’s basic wage.

How is sick leave calculated in the UAE?+

In the UAE, including at Dahhan Business Services, employees are entitled to up to 90 days of sick leave per year after completing their probation period. This leave can be taken continuously or intermittently and is compensated as follows: the first 15 days at full pay, the next 30 days at half pay, and the remaining 45 days without pay. To qualify, employees must notify their employer within three days of falling ill and provide a medical certificate from a recognized healthcare provider. Failing to submit proper documentation may result in the denial of paid sick leave.

Is sick leave paid if the employee's illness is caused by their own actions?+

No, under UAE Labour Law, employees are not entitled to paid sick leave if their illness results from their own misconduct, such as consuming alcohol or narcotics, or violating workplace safety regulations. In such cases, the employer has the right to withhold paid sick leave benefits. This policy applies to all employers in the UAE, including Dahhan Business Services.

What are the maternity leave entitlements in the UAE?+

In the UAE, including at Dahhan Business Services, female employees are entitled to 60 days of maternity leave under the 2025 UAE Labour Law. This comprises 45 days of full pay and 15 days at half pay, with no minimum service requirement to qualify. Employees may commence maternity leave up to 30 days before the expected delivery date. Additionally, if a pregnancy or childbirth-related illness prevents the employee from returning to work, she may take up to 45 additional days of unpaid leave, provided she submits a medical certificate from a recognized authority. These provisions ensure that working mothers receive adequate support during and after pregnancy.

Does the UAE offer paternity leave to new fathers?+

Yes, the UAE Labour Law grants male employees, including those at Dahhan Business Services, five working days of fully paid paternity leave. This leave can be taken consecutively or non-consecutively within six months of the child's birth and applies to both biological and adoptive fathers. This provision, introduced under Article 74 of Federal Decree-Law No. 33 of 2021, aims to support fathers in balancing work and family responsibilities.

What is compassionate leave, and how many days are granted?+

In the UAE, including at Dahhan Business Services, employees are entitled to paid compassionate leave under Federal Decree-Law No. 33 of 2021. This includes five days of paid leave upon the death of a spouse, and three days for the death of a parent, child, sibling, grandchild, or grandparent. The leave is fully paid and commences from the date of death, providing employees with immediate time off to grieve and manage personal matters. These provisions apply across the UAE private sector, ensuring consistent support for employees during times of bereavement.

What happens if an employee exceeds their 90 days of sick leave?+

If an employee at Dahhan Business Services exhausts their 90 days of sick leave under UAE Labour Law and remains unable to return to work, the employer has the right to terminate the employment contract. However, termination cannot occur during the sick leave period. Once the 90-day limit is reached, and if the employee is still unfit for work, the employer may proceed with termination. In such cases, the employee is entitled to end-of-service benefits as stipulated by the UAE Labour Law.

Can an employer terminate an employee during maternity leave?+

No, under UAE Labour Law, including at Dahhan Business Services, an employer cannot terminate an employee during maternity leave. Article 30 of Federal Decree-Law No. 33 of 2021 prohibits dismissal during maternity leave, ensuring job security for female employees during this period. Termination is only permissible if the employee is found guilty of a criminal offense, or if the employer is facing bankruptcy or closure, among other specific exceptions. This protection is in place to support employees during maternity and ensure their rights are upheld.