Types of Leave in UAE for Employees
Under UAE labor law, understanding the various types of leave available to employees is essential for ensuring compliance, promoting employee wellbeing, and maintaining operational efficiency. This article states the different types of leaves under UAE Labour Law, explaining what employees are legally entitled to.
The least entitlement is two days per month for employees with less than one year of service and 30 days in a year for those with more than one year. Annual leave is a fund established to regulate work-life balance.
UAE Labor Law allows 90 sick leave days in a year but in separate categories- paid, half-paid, and unpaid ones. The first 15 days are paid 100%, the next 30 days 50% are half-paid and the last forty-five are unpaid. Granted, the employee must show a valid medical certificate to receive this leave.
Female employees are entitled to 60 days of maternity leave under UAE law, 45 days fully paid and 15 days at half pay. If complications arise, an additional unpaid leave of up to 45 days is allowed upon submission of medical proof.
Introduced under the updated UAE Labor Law, fathers are now entitled to paternity leave of five paid days, which must be used within six months of the child’s birth. This progressive policy reflects the UAE’s commitment to family welfare.
Muslim employees are entitled to a Hajj leave of up to 30 days (unpaid) to accomplish pilgrimage. This is only provided once in the period of employment and is separate from other kinds of leave.
In case of sudden death of a family member, employees are entitled to bereavement leave (or compassionate leave). The right is five days for the death of a spouse and three days for the death of a parent, sibling, a child, a grandparent, or a grandchild.
Employees studying at accredited educational institutions in accredited institutions are eligible for study leave of maximum 10 days in a calendar year either for attending exams or defense, for those who have completed their service for at least two years of current employer.
Employees may be granted unpaid leave at mutual agreement. This form of leave provides flexibility to allow staff that need more extended time off but beyond what they may be entitled to on a paid basis while strictly requiring benchmarks on the same.
Employees who work have the right of paid leave because the UAE government announced official public holidays including Eid Al Fitr, Eid Al Adha, National Day, and Islamic New Year.
When employees work during official holidays or their regular rest day, they may be entitled to compensatory leave. This ensures employees receive adequate rest in exchange for extra work hours.
Distinct from maternity and paternity leave, parental leave allows either parent an additional five days off within six months of childbirth. This initiative aligns with international standards promoting parental bonding.
While not mandated under UAE Labor Law, some companies voluntarily offer sabbatical leave to long-term employees for professional development or personal projects. Policies vary by employer.
Certain organizations provide special leave for unique personal circumstances, humanitarian reasons, or public service. Approval is discretionary and depends on company policy.
Although not specifically outlined under UAE law, many employers allow emergency leave for unforeseen urgent matters. This type of leave usually counts against annual or unpaid leave balances unless otherwise specified.
Private sector workers are entitled to at least one day of compensated rest each week under Article 21 of the Labor Law, UAE and employers may choose to increase the number of rest days each week.
To effectively ensure compliance with UAE labor law, businesses are advised to seek the expert services of premier Payroll and HR outsourcing services providers such as Payroll Middle East. Contact us today and we shall be glad to assist you.
With a vast experience of 10 years, Jean Rodas is a specialist in managing all aspects of Payroll and HR. Within Payroll, she has comprehensive knowledge in areas such as computation of final settlement, payslips, WPS registration, salary transfers, leave trackers, and end of service benefits among others, which she has successfully carried out for clients from diverse industries.