Annual leave, sick leave, maternity leave, understanding how each type of leave works under UAE Labour Law is essential for both employees and employers. Under Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations and its Executive Regulations, private-sector workers in the UAE are entitled to a clear set of statutory leaves, each with its own duration and pay treatment. This guide from Legacy Partners sets out every category of leave recognised by the Ministry of Human Resources & Emiratisation (MOHRE), what employees can expect, and what employers are obliged to provide.
Note: The figures below reflect the entitlements set out in the Decree-Law and Executive Regulations. Free-zone authorities (such as the DIFC and ADGM) operate their own employment regimes, and individual contracts or company policies may grant more generous terms. Always check the applicable framework for your case.
UAE Leave Entitlements at a Glance
The table below summarises the main types of leave available to private-sector employees under UAE Labour Law, together with the relevant article reference.
| Type of Leave | Entitlement / Duration | Payment | Reference |
|---|---|---|---|
| 1. Annual Leave | 30 calendar days/year after 1 year of service; 2 days per month for 6 months to less than 1 year | Full pay | Article 29 |
| 2. Maternity Leave | 60 days total first 45 days, then next 15 days | 45 days full pay, 15 days half pay | Article 30 |
| 3. Sick Leave | Up to 90 days/year after probation 15 / 30 / 45 day bands | 15 days full, 30 days half, 45 days unpaid | Article 31 |
| 4. Bereavement Leave | 5 days (death of spouse); 3 days (parent, child, sibling, grandchild or grandparent) | Full pay | Article 32 |
| 5. Parental Leave | 5 working days for a parent of a newborn, within 6 months of the birth | Full pay | Article 32 |
| 6. Study Leave | 10 working days/year for employees enrolled at an accredited UAE institution (2+ years' service) | Full pay | Article 32 |
| 7. Sabbatical Leave | Paid leave for UAE nationals to perform National Service (duration per the National Service law) | Full pay | Article 32 |
| 8. Unpaid Leave | As agreed between employee and employer | Unpaid | Article 33 |
Article references are indicative; readers should confirm the exact provision and sub-clause against the official text of the Decree-Law and its Executive Regulations.
1. Annual Leave
Reference: Article 29 • Payment: Full pay
Once an employee has completed one year of continuous service, they are entitled to 30 calendar days of paid annual leave each year. Employees who have served between six months and one year accrue two days of leave for every completed month of service.
- 30 calendar days of annual leave per year after one year of service.
- 2 days for each month of service for employees with 6 to less than 12 months' service.
- Leave is paid at the full wage. Unused leave is generally carried or compensated in line with the law and company policy.
2. Maternity Leave
Reference: Article 30 • Payment: 45 days full pay, 15 days half pay
Female employees are entitled to 60 days of maternity leave. The first 45 days are paid at the full wage and the following 15 days at half wage. The law also provides for additional leave in defined circumstances for example, where the mother suffers an illness linked to pregnancy or childbirth, or where the child is born with a health condition requiring care subject to medical certification and the conditions set out in the law.
- 60 days total maternity leave.
- First 45 days at full pay; next 15 days at half pay.
- Further leave may be available in cases of illness or where the newborn requires care, as provided by the law.
3. Sick Leave
Reference: Article 31 • Payment: graduated (full / half / unpaid)
After completing the probation period, an employee may take up to 90 days of sick leave per year, whether continuous or intermittent. Pay is graduated across three bands, and no wage is payable for sickness during the probation period unless otherwise agreed.
- First 15 days full pay.
- Next 30 days half pay.
- Following 45 days unpaid.
- The employee must notify the employer of any sickness within the timeframe set out in the law and provide supporting medical documentation.
4. Bereavement (Mourning) Leave
Reference: Article 32 • Payment: Full pay
Employees are entitled to paid bereavement leave on the death of a close family member:
- 5 days on the death of a spouse.
- 3 days on the death of a parent, child, sibling, grandchild or grandparent.
- Leave is calculated from the date of death and paid at the full wage.
5. Parental Leave
Reference: Article 32 • Payment: Full pay
UAE Labour Law grants parental leave to support new parents. Either the mother or the father may take five working days of paid leave to care for their child, to be used within the first six months following the date of birth.
- 5 working days of parental leave.
- Available to either parent of a newborn.
- To be taken within six months of the birth, on full pay.
6. Study Leave
Reference: Article 32 • Payment: Full pay
Employees enrolled in an accredited educational institution in the UAE may take study leave to sit examinations. This entitlement is available to employees who have completed at least two years of service.
- 10 working days of study leave per year.
- For employees enrolled at an accredited UAE institution who have at least two years' service.
- Intended to enable employees to attend or prepare for examinations.
7. Sabbatical Leave (National Service)
Reference: Article 32 • Payment: Full pay
UAE national employees are entitled to a paid sabbatical leave in order to perform National Service. The leave is paid at the full wage, and its duration follows the requirements of the National Service legislation.
- Available to UAE nationals called up for National Service.
- Paid at the full wage for the period of service required by law.
8. Unpaid Leave
Reference: Article 33 • Payment: Unpaid
Beyond the statutory paid categories, an employee and employer may agree on a period of leave without pay. Such leave is granted at the employer's discretion and is not counted as part of the employee's period of service unless agreed otherwise.
Employer Responsibilities and Important Notes
While leave is a statutory right, its administration carries clear obligations for employers and expectations for employees:
- Grant leave in line with the law entitlements may be enhanced by contract or policy, but never reduced below the statutory minimum.
- Maintain accurate records keep proper records of leave balances, accrual and pay treatment.
- Do not unreasonably refuse the timing of annual leave may be scheduled around operational needs, but leave should not be withheld without good reason.
- Employees should give notice follow company policy on advance notice and provide supporting documentation where required (for example, medical certificates for sick leave).
Key Takeaways for Employees and Employers
- UAE Labour Law (Federal Decree-Law No. 33 of 2021) provides a structured set of paid and unpaid leaves, from annual and sick leave to parental, study and bereavement leave.
- Pay treatment varies by leave type some are fully paid, sick and maternity leave are graduated, and unpaid leave is by agreement.
- Free zones such as the DIFC and ADGM apply their own employment rules, which may differ from the federal regime.
- Contracts and company policies can offer more than the statutory minimum but cannot offer less.
- When in doubt about eligibility, accrual or end-of-service entitlements, obtain tailored legal advice.
Frequently Asked Questions
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Disclaimer: This article is for general information only and does not constitute legal advice. Entitlements are summarised from Federal Decree-Law No. 33 of 2021 and its Executive Regulations and may be subject to change. For advice on a specific situation, please consult a qualified UAE employment lawyer.
