The United Arab Emirates (UAE), with its thriving economy, global business hubs like Dubai and Abu Dhabi, and strong government-driven diversification, continues to attract multinational companies. Industries such as finance, technology, energy, logistics, and tourism provide vast opportunities for foreign employers. However, hiring in UAE requires strict compliance with the UAE Labor Law (Federal Decree-Law No. 33 of 2021) and related regulations.
One of the most crucial aspects of compliance is the leave policy in UAE, which balances employee rights, employer obligations, and cultural norms. These policies protect workers while ensuring businesses stay competitive and comply with international standards.
This guide outlines key leave entitlements in the UAE, including annual leave, maternity and paternity leave, sick leave, public holidays, and other special leave provisions.
Table of Contents
- Adoption Leave in UAE
- Earned Leave (Annual Leave) in UAE
- Maternity Leave in UAE
- Parental Leave in UAE
- Paternity Leave in UAE
- Public Holidays in UAE
- Sick Leave Policy in UAE
- Casual Leave in UAE
- Unpaid Leave in UAE
- Other Special Leave Types in UAE
- Digital Leave Management in UAE with Asanify AI
- FAQs on Leave Policy in UAE
Adoption Leave in UAE
The UAE does not have a formal statutory adoption leave scheme under labor law. However, many employers extend leave benefits to adoptive parents as part of their HR policies or contracts.
- Practice: Employers often grant adoptive mothers leave equivalent to maternity leave, though this is discretionary.
- Documentation: Employees must provide legal guardianship or adoption documents.
- Payroll Processing: Employers should align adoption leave with internal policies and process allowances fairly.
Using Employer of Record Services UAE helps global companies standardize adoption leave policies while remaining compliant with local frameworks.
Earned Leave (Annual Leave) in UAE
Annual leave entitlements in the UAE are governed by the Labor Law and depend on service length.
- Employees with 6 months to 1 year of service earn 2 days of paid leave per month.
- Employees with more than 1 year of service are entitled to 30 days of paid annual leave per year.
- Employers must schedule leave in line with business needs, but employees must take leave within the year.
- Employers must pay annual leave salary in advance, including base pay and allowances.
Accurate payroll processing ensures employees receive the correct leave salary and prevents compliance issues.
Suggested Read: Employer of Record UAE: A Comprehensive Guide
Maternity Leave in UAE
Maternity leave entitlements in the UAE have been strengthened to protect working mothers.
| Feature | Details |
| Maternity Leave | 60 calendar days (45 with full pay, 15 with half pay) |
| Extended Leave | Up to 45 additional unpaid days if illness is certified |
| Notice Requirement | Employee must notify employer at least 30 days before expected due date |
| Payment | Employers pay full or partial salary based on entitlement |
Employers must not terminate employees during maternity leave. EOR in UAE providers help global companies handle these statutory obligations seamlessly.
Parental Leave in UAE
The UAE is the first country in the Middle East to introduce paid parental leave for fathers.
| Type of Parental Leave | Duration | Details |
| Parental Leave (for fathers or mothers) | 5 working days | Must be taken within 6 months of child’s birth |
| Extended Care Leave | Subject to employer policy | Often unpaid or covered by contractual benefits |
Employers should integrate parental leave into HR systems for transparency. Global Contractor Management helps multinationals offer competitive benefits aligned with international practices.
Paternity Leave in UAE
Fathers are entitled to 5 days of paid paternity leave, taken within the first 6 months after childbirth.
- Leave may be taken consecutively or split across days.
- The employer covers full pay during this leave.
- Many companies extend additional days as part of their global HR policies.
Public Holidays in UAE
The UAE follows both Islamic (Hijri) and Gregorian calendars for public holidays. In 2025, employees are entitled to the following official holidays:
| Holiday | Date (2025) |
| New Year’s Day | 1 January |
| Eid al-Fitr | 31 March – 3 April |
| Arafat Day | 6 June |
| Eid al-Adha | 7–9 June |
| Islamic New Year | 27 June |
| Prophet Muhammad’s Birthday | 5 September |
| National Day | 2–3 December |
If a public holiday falls on a weekend, employees are typically granted an alternative rest day. Employers must adjust payroll processing accordingly.
Sick Leave Policy in UAE
Sick leave entitlements are well-defined under labor law.
| Period of Illness | Entitlement |
| First 15 days | Full pay |
| Next 30 days | Half pay |
| Next 45 days | Unpaid leave |
Employees must provide a medical certificate within 48 hours.- Employers are not obligated to pay if illness is caused by employee misconduct (e.g., alcohol use).
Employer of Record Services UAE simplify compliance by ensuring correct payroll deductions and medical leave documentation.
Casual Leave in UAE
The UAE labor law does not explicitly provide for casual leave, but many employers grant it as part of internal HR policies.
- Typically 1–2 days per request.
- Often unpaid unless covered by employment contracts.
- Employers retain discretion while ensuring fairness.
Unpaid Leave in UAE
Employees may take unpaid leave under certain conditions:
- With employer approval for personal or family needs.
- Extended unpaid leave may be granted for study, travel, or emergencies.
- Pilgrimage leave: Muslim employees may be granted up to 30 unpaid days once during employment to perform Hajj.
Employers must formally document unpaid leave to avoid disputes.
Other Special Leave Types in UAE
Additional leave types in the UAE include:
- Compassionate (Bereavement) Leave: 5 days for the death of a spouse; 3 days for the death of a parent, child, sibling, or grandparent.
- Study Leave: 10 days per year for employees enrolled in accredited institutions with at least 2 years of service.
- Marriage Leave: 3 days of paid leave.
These reflect the UAE’s focus on employee well-being and family values.
Suggested Read: Labour Laws in UAE (2025): A Complete Guide
Digital Leave Management in UAE with Asanify AI
Managing leave in the UAE can be complex due to the mix of Islamic calendar holidays, multiple leave categories, and diverse company policies. Manual processes risk payroll errors and compliance gaps. Asanify AI helps employers streamline leave management.
Here’s how Asanify supports employers:
- Real-time tracking of annual, maternity, and sick leave balances.
- Slack and mobile approvals to speed up workflows.
- Integrated payroll processing aligned with UAE labor law, covering full pay, half pay, and unpaid sick leave entitlements.
- Audit-ready compliance reports to meet Ministry of Human Resources and Emiratisation (MoHRE) standards.
- Automation for religious and national holidays, ensuring accurate substitution days.
By partnering with EOR in UAE through Asanify, global employers ensure compliance, streamlined operations, and better employee satisfaction. Employer of Record Services UAE also handle global contractor management, allowing expansion without setting up a legal entity.
FAQs
30 days of paid annual leave after one year of service.
60 days (45 full pay + 15 half pay).
Yes, 5 working days within the first 6 months of birth.
Yes, 15 days at full pay, 30 days at half pay, and 45 days unpaid.
Employees receive a substitute rest day.
Yes, with employer approval, including up to 30 days for Hajj.
By using Asanify’s Employer of Record Services UAE and Global Contractor Management for payroll accuracy and legal compliance.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
