Leave Types In UAE

In the UAE, companies offer a range of paid and unpaid leave options to their employees. Different laws specify the minimum number of leave to be provided by employers. However, the regulations governing leave can differ from one employer to another. Additionally, numerous employers extend supplementary leave options as a part of their employee benefits package, which may be influenced by the specific business type and industry sector.

Types of Leave in UAE

This article compiles the various types of leave granted to private sector employees in the UAE.

1. Annual Leave

Employees are entitled to annual leave for personal matters, including vacations, family events, or festivals that are not recognized as official holidays.

Employees in the UAE are entitled to two days of leave each month after they have completed six months of service. Upon reaching one year of service, the leave entitlement increases to 30 days annually.

Annual leave can be accumulated, taken together or carried forward to the next year if the company’s leave policy has a provision. In this case, the employers calculate Annual Leave based on the Basic salary.
This leave is also granted to part-time workers based on the number of working hours and terms of the contract.

2. Sick Leave

Sick leave is a mandatory under UAE law and is permitted when an employee is sick or has experienced an accident. The employee must notify the employer within three days by submitting a medical certificate.

Employees can take Sick Leave for a maximum period of 90 days in a year. As per the law, employers will pay the full salary for the first 15 sick leave days, half for the next 30 days and nothing for the remaining 45 days.

Employees do not qualify for Sick Leave during probation period or if they have fallen sick due to acts of misconduct like consumption of alcohol etc. Also, employees are not eligible for sick leave if they have violated any safety rules, causing them fall sick.

If sickness happens during their Annual Leave, that leave is considered Annual Leave and not Sick Leave.

3. Emergency Leave

Employees cannot anticipate every instance of leave. Emergencies may arise unexpectedly during work hours. Consequently, employers typically provide Emergency Leave in response to unforeseen circumstances.

Since the scope of the law does not include an Emergency Leave, the employer in question must make a decision. The approval depends upon the company's leave policies, and the employer has the discretion to determine whether compensation will be provided.

4. Maternity Leave

Maternity Leave is granted to female employees for the purpose of childbirth. This leave can be taken prior to and/or following the delivery.

As per the law, an employee is eligible for 45 days of leave with full pay and 15 days of leave with half pay. In case of any illness due to pregnancy, she can take an additional leave of 45 days without pay. In case the baby is sick or has any disability, the mother can take another 30 days of leave with pay.

A request for an extension of maternity leave due to illness in the UAE must be accompanied by a medical certificate. After returning to work, she can also take two additional breaks (one hour each) for a period of six months. An employer is prohibited from terminating an employee during maternity leave on the grounds of their absence.

5. Parental Leave

Parental Leave is a paid leave available to parents of a newborn, which can be taken at any time within six months following the birth. This provision ensures that parents can effectively attend to their child's needs, especially during emergencies.

As per the law, employees can take five working days of Parental Leave in a year. Parental Leave has been implemented to promote family unity at home and to foster gender equality within the workplace.

6. Hajj or Pilgrimage Leave

Muslim employees are entitled to take a Hajj Leave to go on a pilgrimage to the holy city of Mecca in Saudi Arabia.

Hajj Leave is an unpaid leave provided to employees for a maximum duration of 30 days, which may be utilized only once throughout their employment with the current organization.

It is essential for employees to communicate their leave plans with their manager ahead of time, allowing for the redistribution of work responsibilities to other team members during their absence.

7. Compassionate Leave

In the event of a family member's death, employers offer Compassionate Leave to their employees.

Employees are entitled to five days of Bereavement Leave (Compassionate Leave) upon the death of a spouse. If an immediate relative, including a parent, child, sibling, or grandparent, passes away, the leave is limited to three days.

Since different companies present a range of benefits, employees are advised to consult their organization's leave policy before applying for Compassionate Leave in the UAE.

8. Study Leave

The UAE supports individuals in seeking higher education to enhance their professional skills. Those employed and enrolled in an accredited educational institution are entitled to receive paid Study Leave.

The required number of leave days would depend on the number of subjects/examinations the student has to take. Therefore, the law has allowed 10 days of Study Leave in a year.

To be eligible for this leave, the employee must have served for a minimum of two years within the organization.

9. Weekly Off Day

Recognizing the necessity for employees to rest and attend to personal responsibilities, employers in the UAE provide a weekly day off.

Employers provide one or two days of leave in accordance with their leave policies and the terms outlined in the employees' contracts.

The legislation in the UAE has modified the working week for government employees, who are now required to work from Monday to Friday, with Friday being a half-day. Private-sector employers are also encouraged to adjust their policies to support the well-being of their employees and their families.

In Conclusion

The UAE Labor Law seeks to achieve an appropriate equilibrium between productivity and individual freedom. Consequently, employers are required to provide leave when employees genuinely require it. Simultaneously, employees are anticipated to utilize their leave responsibly and with integrity. The list of leave categories provided above serves merely as a brief reference and should not be considered an official document.