Services

Why CXC

Resources

Connect

Global Hiring Contact us

Let´s talk

OUTLINE

Annual leave in the UAE

Parental leave in the UAE

Adoption leave in the UAE

Additional types of leave in the UAE

Public holidays in the UAE

Safeguard your employees and your business in the UAE

Paid leave rules in the UAE

The UAE provides a structured framework for employee leave, ensuring work-life balance while maintaining compliance with labour regulations. Employers must understand the paid leave rules in the UAE to effectively manage their workforce and fulfil legal obligations.

Employees are entitled to various forms of leave, including public holidays, annual leave, and sick leave.
Some companies may offer casual paid leave in the UAE, allowing employees to take short-term leave for personal matters.

Under UAE’s labour laws, is medical leave paid?

Yes, medical leave is paid in the UAE, but the payment depends on the duration of the leave. Under Federal Decree-Law No. 33 of 2021, employees are entitled to 90 days of sick leave per year after completing their probation period, with the following pay structure:

First 15 days: Full paid medical leave.
Next 30 days: Half paid medical leave.
Remaining 45 days: Unpaid leave.

Employees must provide a medical certificate from an approved healthcare provider to qualify for paid sick leave. However, sick leave is not paid if the illness is due to misconduct, such as alcohol or drug use.

Is Umrah leave paid in the UAE?

Religious leave policies in the UAE may vary. While there is no mandated paid leave for Umrah, employers may grant time off at their discretion, either as unpaid leave or deducted from annual leave.

Understanding and implementing these leave policies not only ensures legal compliance but also supports employee well-being, boosting retention and team’s productivity.

Annual leave in the UAE

Employees in the UAE are entitled to paid time off each year, and it is essential for employers to have a clear annual leave policy that complies with the UAE’s labour laws. Understanding how to manage leave effectively ensures compliance and a positive work environment.

Paid time off in the UAE

Under the UAE’s labour law covering annual leave, employees who have completed one year of service are entitled to a minimum of 30 calendar days of paid leave annually. Those who have worked for more than six months but less than a year accrue two days per month. Employers must pay employees their full salary before their leave begins.

Annual leave should ideally be taken within the same year it is accrued unless the company allows leave to be carried forward. Additionally, public holidays announced by the UAE government may fall within an employee’s annual leave period. Whether these holidays are moved to a working day depends on government decisions each year.

Employers should ensure that their annual leave policy in the UAE is transparent, allowing employees to plan their time off effectively while maintaining business operations.

Unused leave entitlements in the UAE

If an employee does not take their leave within the designated year, the handling of unused annual leave in the UAE depends on company policy. Employers may allow carryover or compensate employees for untaken leave upon termination.

In the UAE, when managing annual leave and resignations, an employee may provide notice while on leave, but they are still required to serve the notice period as per their contract. Similarly, if an employee has given notice, their annual leave during the notice period should be managed carefully to ensure proper handover and transition.

Calculating annual leave payments in the UAE

Employers must ensure they correctly calculate annual leave in the UAE to avoid disputes. The employee’s leave pay is based on their full salary, including allowances, and should be paid in advance of their leave. When an employee leaves the company, any pending leave is either compensated or deducted based on the contract terms and applicable laws.

By implementing a clear and compliant leave policy, businesses can foster a productive workplace while ensuring adherence to the UAE labour law for annual leave.

Parental leave in the UAE

Employers must be aware of regulations regarding the array of parental leave in the UAE to ensure compliance with labour laws and support employees during significant life events. The UAE has structured leave policies for both mothers and fathers, reflecting progressive workplace policies that aim to support work-life balance and family well-being.

Maternity leave in the UAE

Under the UAE’s maternity leave law, female employees are entitled to 60 days of maternity leave, structured as follows:

45 days of fully paid maternity leave.
15 days at half paid maternity leave.

Employees may begin their maternity leave in the UAE before or after childbirth. In cases of medical complications related to pregnancy or delivery, an additional unpaid leave of up to 45 days may be granted upon submission of a medical certificate. Furthermore, if a newborn has a disability or illness, the mother is entitled to an extra 30 days of paid leave, extendable by another 30 days unpaid.

For example, if a female employee gives birth prematurely and requires extended medical care, she can apply for the additional 45-day unpaid leave with medical documentation. Similarly, a mother of a newborn with a diagnosed medical condition may avail the additional paid and unpaid leave provisions to ensure the child receives adequate care.

After returning to work, new mothers are allowed two paid nursing breaks per day, not exceeding one hour in total, for six months following childbirth. This provision allows working mothers to balance their professional and parental responsibilities.

Employers must ensure that maternity leave is granted fairly, and it is prohibited to terminate employment due to pregnancy or maternity-related absence. For instance, if a female employee is dismissed while on maternity leave without valid justification, the employer may face legal consequences under UAE labour law.

Paternity leave in the UAE

Fathers in the UAE are entitled to paternity leave in the UAE, which provides five working days of paid leave. This leave must be taken within six months of the child’s birth.

The UAE is the first Arab country to mandate paternity leave for private sector employees, emphasising the country’s progressive approach to workplace rights. For example, a father working in the private sector who welcomes a newborn can take five consecutive or separate days off within the first six months to support his spouse and bond with the child.

While there is no additional paternity leave in the UAE specific for expats, employers should ensure that all eligible employees are aware of their entitlements and encouraged to utilise them.

UAE’s parental leave

Private sector employees are also entitled to five days of parental leave in the UAE. This applies to both mothers and fathers and must be used before the child reaches six months of age. Employees must provide proof of the child’s birth when requesting this leave.

For example, a working mother who has exhausted her maternity leave may use parental leave days to extend her time with the newborn before returning to work. Similarly, a father who has already taken his paternity leave may use parental leave to assist with childcare responsibilities.

Employers in the UAE should have a clear maternity leave policy and paternity leave provisions to support their workforce while remaining compliant with labour laws. By fostering a supportive work environment, businesses can enhance employee retention and overall productivity. A company with a well-defined parental leave policy may see improved employee morale and loyalty, contributing to a more engaged and committed workforce.

Adoption leave in the UAE

The United Arab Emirates (UAE) does not currently have specific nationwide laws that mandate adoption leave in the UAE. Employers are not legally required to provide leave for employees who adopt a child. However, companies may choose to offer adoption leave as part of their internal policies to support employees expanding their families.

While the UAE adoption law allows residents to foster and adopt children under strict guidelines, there are no official regulations granting parental leave for adoptive parents. Instead, employees looking to take time off for adoption-related matters must rely on company policies, annual leave entitlements, or unpaid leave.

Employers who wish to foster a supportive and inclusive work environment may consider implementing an adoption leave policy in line with maternity and parental leave provisions. For instance, businesses can offer a set number of paid or unpaid days off for employees who are adopting, helping them navigate the transition and bond with their child.

In the absence of formal adoption leave in the UAE, it is advisable for employers to establish clear policies that cater to adoptive parents, ensuring their workforce feels valued and supported.

Additional types of leave in the UAE

Employers in the UAE should be aware of various forms of leave beyond standard annual and parental time off. These additional leave entitlements accommodate employees during key life events, religious commitments, and educational pursuits. Having clear policies on these leave types helps businesses maintain a compliant and supportive work environment.

Hajj leave in the UAE

Employees undertaking the Hajj pilgrimage are eligible for a special leave period of up to 30 days. This leave is unpaid and can only be used once throughout an employee’s tenure with an organisation.

For Umrah, there is no specific entitlement under UAE labour laws. Employers have the discretion to approve leave for Umrah, either as unpaid leave in the UAE or by deducting it from the employee’s annual leave balance.

Study leave in the UAE

Workers who have been employed for at least two years may take up to 10 days of paid study leave annually to sit for examinations. This provision applies exclusively to employees pursuing education at accredited institutions within the UAE.
By offering study leave, employers support skill development and career advancement, creating a more knowledgeable workforce.

Bereavement leave in the UAE

Employees are entitled to bereavement leave in the UAE, with the length of leave depending on their relation to the deceased:

5 days for the loss of a spouse.
3 days for the loss of a parent, child, sibling, grandparent, or grandchild.

This fully paid leave allows employees to grieve and manage any necessary personal arrangements during difficult times.

Unpaid leave in the UAE

While UAE labour laws do not mandate general unpaid leave, employers may offer it at their discretion for personal or emergency reasons. Employees seeking extended leave beyond their statutory entitlements often rely on unpaid leave in the UAE, which is subject to employer approval.

Sabbatical leave for Emirati employees in the UAE

UAE labour regulations provide sabbatical leave for Emirati employees in the private sector when they are required to serve in national service. This leave is paid, ensuring they continue to receive their salary while fulfilling their duties.

By recognising and implementing policies for these types of leave in the UAE, employers can build a supportive and legally compliant workplace, fostering trust and employee satisfaction.

Public holidays in the UAE

Public holidays play a vital role in work-life balance in the UAE, giving employees paid time off to observe national and religious occasions. Employers should be aware of the official holiday framework to ensure compliance with labour law and effective workforce planning.

If a public holiday falls on a weekend, the UAE government may move the holiday to a weekday, depending on official announcements. Authorities also retain the discretion to introduce additional public holidays or adjust dates in response to national priorities.

Public Holidays in the UAE

The UAE is expected to observe the following public holidays in 2026:

New Year’s Day – 1 January.
Eid Al Fitr – expected to fall around late March / early April (subject to moon sighting).
Arafat Day – expected around late May / early June.
Eid Al Adha – expected to fall over early June (subject to moon sighting).
Islamic New Year (Hijri New Year) – expected around mid-June.
Prophet Muhammad’s Birthday (PBUH) – expected around late August / early September.
Commemoration Day – 1 December.
UAE National Day – 2 and 3 December.

The total number of public holidays in the UAE in 2026 is typically between 10 and 15 days, depending on moon sightings and official Cabinet decisions.

Religious holidays in the UAE

Islamic public holidays in the UAE follow the Hijri (lunar) calendar, meaning their dates change each year and are only confirmed shortly before they occur. Employers should monitor official announcements to confirm exact dates for:

Eid Al Fitr.
Arafat Day.
Eid Al Adha.
Islamic New Year.
Prophet Muhammad’s Birthday.

Labour law and public holidays in the UAE

Under UAE labour law:

Employees are entitled to fully paid leave on official public holidays.

If an employee is required to work on a public holiday, the employer must provide either a substitute rest day or additional pay, in accordance with labour law and employment contracts.

Regional and emirate-level variations

While most public holidays apply nationwide, individual emirates may occasionally declare additional local holidays. Employers should stay informed of any announcements issued at either the federal or emirate level to ensure ongoing compliance.

By aligning internal policies with the UAE’s public holiday framework, employers can maintain compliance while supporting employee well-being and operational continuity.

Safeguard your employees and your business in the UAE

As an employer in the UAE, staying up to date with labour laws and employee entitlements is essential. However, navigating legal requirements can be complex.

When you engage workers through our Employer of Record (EoR) solution, we ensure full compliance with UAE labour regulations, including mandatory benefits and entitlements. This guarantees that your employees receive their rightful benefits while your business remains protected from legal and financial risks.

Speak to our team today to learn how our EoR solution can support your business.

FAQ's

How does paid time off work in the UAE?

Paid time off in the UAE includes annual leave, paid public holidays, sick leave, maternity leave, parental leave, bereavement leave and certain other statutory leave rights.

For most private-sector employees, these entitlements are set by Federal Decree-Law No. 33 of 2021 and apply to both UAE nationals and expatriates. Some Free Zones, including DIFC and ADGM, have their own employment rules, so employers should check which system applies to the employee.

Employers can provide more generous leave than the statutory minimum through their employment contracts or company policy.

A leave policy in the UAE should also explain how employees request leave, what documentation is needed and how different leave types are handled through payroll.

What are the statutory leave entitlements in the UAE?

Private-sector employees in the UAE can receive annual leave, sick leave, maternity leave, parental leave, bereavement leave, study leave, Hajj leave and paid public holidays, subject to the eligibility rules for each type.

The main statutory entitlements include:

Annual leave: 30 calendar days after one year of service.

Sick leave: up to 90 days after probation.

Maternity leave: 60 days.

Parental leave: 5 working days for either parent.

Bereavement leave: 5 days for a spouse and 3 days for specified close relatives.

Study leave: up to 10 working days for eligible employees.

Hajj leave: up to 30 days unpaid, which may be granted once during employment with the same employer.

Public holidays: paid leave on official UAE public holidays.

UAE nationals can also receive paid leave for national service.

Each entitlement has its own rules, so employers should avoid treating all time off under one general leave category.

How many vacation days do employees get in the UAE?

Employees in the UAE are entitled to 30 calendar days of paid annual leave after completing one year of service.

Employees who have worked for more than six months but less than one year receive two days of annual leave for each month of service. Part-time employees receive annual leave based on their actual working hours and contract terms. The implementing regulations prescribe a proportional calculation for part-time employees, subject to a minimum of five working days of annual leave per year.

Employers can decide when annual leave is taken based on business requirements, but they should agree the timing with the employee and give at least one month’s notice of the leave dates.

Unused vacation days in the UAE may generally be carried forward to the following year up to a maximum of half the employee’s annual entitlement. Alternatively, the employee and employer may agree to payment for the unused leave in accordance with the implementing regulations. Employers cannot prevent an employee from using accrued annual leave for more than two consecutive years unless the employee chooses to carry it forward or receive payment instead.

Annual leave taken during employment is paid using the employee’s full wage. When employment ends, unused annual leave is paid based on the employee’s basic salary.

How does sick leave work in the UAE?

After probation, employees in the UAE can take up to 90 days of sick leave per year: the first 15 days at full pay, the next 30 days at half pay and the remaining 45 days unpaid.

Employees should tell their employer about the illness within three working days and provide a medical report from an approved medical provider.

Paid sick leave in the UAE is not available during probation. An employer can still approve unpaid sick leave during probation where the employee provides the required medical evidence.

If an employee has used the full 90-day entitlement and is still unable to return to work, the employer may end the employment relationship, provided the employee receives their outstanding statutory entitlements.

What maternity and parental leave are employees entitled to in the UAE?

Employees in the UAE are entitled to 60 days of maternity leave and five working days of parental leave for either the mother or father.

For maternity leave in the UAE, the first 45 days are paid at full salary and the next 15 days at half salary. The employee may also take up to 45 additional days without pay if an illness resulting from pregnancy or childbirth prevents her from returning to work, or if her child is ill, and the condition is supported by a medical certificate.

If the employee gives birth to a sick child or a child of determination who needs continuous care, she can receive an additional 30 days at full pay, followed by a further 30 days unpaid if needed. This additional leave must be supported by an appropriate medical certificate.

Parental leave is five working days at full pay and can be taken continuously or separately within six months after the child’s birth. It is available to either parent.

After returning from maternity leave, the employee is also entitled to breastfeeding breaks for up to six months from the date of birth, with the breaks limited to one hour per day in total.

What is “Hajj” leave in the UAE?

Muslim employees in the UAE may be granted up to 30 days of unpaid leave to perform Hajj, once during their employment with the same employer.

Hajj leave is separate from annual leave and is specifically recognised by the Labour Law for performing the Hajj pilgrimage. The statutory wording provides that the leave may be granted, so employees should obtain the employer’s approval and follow the applicable request procedure.

The UAE Labour Law does not provide a separate statutory entitlement for Umrah leave. If an employee asks for time off to perform Umrah, the employer can approve the request as annual leave, unpaid leave or another arrangement under the company’s policy.

This distinction is useful for HR teams because Hajj leave is a form of unpaid leave specifically recognised by statute, while Umrah leave is generally handled through the employer’s own leave policy.

What other types of leave exist in the UAE?

Other statutory leave rights in the UAE include bereavement leave, study leave, national service leave for UAE nationals and unpaid leave agreed with the employer.

Employees receive five days of paid bereavement leave following the death of a spouse and three days following the death of a parent, child, sibling, grandparent or grandchild. The leave period is calculated from the date of death, and the employer may request supporting documentation.

Employees who have worked for the same employer for at least two years can receive up to 10 working days of study leave per year to sit exams at an approved UAE educational institution.

UAE nationals are entitled to paid leave to perform national service subject to the applicable legislation and documentary requirements.

Employers can also approve other unpaid leave by agreement. That period generally does not count towards the employee’s service for end-of-service benefits. Its effect on pension contributions depends on the pension scheme and legislation applicable to the employee.

How do public holidays affect paid leave in the UAE?

Public holidays are paid days off in the UAE, but if a public holiday falls during an employee’s annual leave, it normally counts as part of the annual leave period unless the employment contract or company policy gives the employee a better entitlement.

This is an important difference from countries where a public holiday automatically extends an employee’s annual leave.

If an employee is required to work on an official public holiday, the employer must provide either another day off or normal pay for the day plus at least 50% of the employee’s basic wage for that day.

UAE public holiday dates can change each year, particularly Islamic holidays that follow the Hijri calendar, so employers should update their leave calendar when official dates are announced.

How do employers manage leave policies in the UAE?

Employers should manage a leave policy in the UAE by setting out each statutory leave entitlement, the eligibility rules, how employees request leave and how the leave will be paid or recorded.

The policy should clearly separate annual leave, sick leave, maternity and parental leave, bereavement leave, Hajj leave, study leave and public holidays. This is particularly important because each leave type has different rules on pay, notice and supporting documents.

HR should also track probation status because paid sick leave is not available during probation, while annual leave accrual changes based on length of service.

Employers should also explain how unused annual leave is carried forward, when payment instead of leave is allowed and how public holidays are treated when they fall during annual leave.

For employers operating across different UAE jurisdictions, the policy should also check whether employees fall under the federal Labour Law or a separate employment system such as DIFC or ADGM.

What makes CXC a trusted leave management partner in the UAE?

Companies use CXC for leave management in the UAE because we help HR teams apply local leave rules correctly and connect employee time off with payroll and ongoing employment administration.

CXC can support the administration of annual leave, sick leave, maternity and parental leave, bereavement leave, public holidays and other statutory time off for employees engaged through our service.

We also help make sure leave is recorded correctly for payroll, including situations where an employee receives full pay, half pay or unpaid leave. For annual leave, this includes tracking accruals, balances and unused leave that may need to be paid when employment ends.

For international employers, this provides local support for UAE leave requirements without requiring the internal HR team to manage every rule themselves.

Speak to our team to learn more about managing leave and time off in the UAE with CXC.

Compliantly hire employees anywhere with CXC

With our EoR solution, you can engage workers anywhere in the world, without putting your business at risk. No more worrying about local labour laws, tax legislation or payroll customs — we’ve got you covered.

Our EoR solution

DISCLAIMER: The information contained on this website is provided for general informational purposes only and should not be construed as legal, tax, or other professional advice on any subject matter. While we endeavor to ensure that the content is accurate and up to date, we make no warranties or representations of any kind regarding the completeness, accuracy, reliability, suitability, or availability of the information contained herein. The content on this site is not intended to be a substitute for professional advice. Users should not act or refrain from acting based on any information on this website without seeking the appropriate legal, tax, or other professional advice tailored to their specific circumstances from qualified professionals. We expressly disclaim all liability in respect to actions taken or not taken based on any or all of the contents of this website. Use of the information on this site does not create an attorney-client, tax advisor-client, or any other professional-client relationship between the user and the website or its authors.

BLOG

Helping businesess to compliantly engage talent since 1992