Picture for illustrative purposes only. ARCHIVE

Under the UAE Labour Law, employees are entitled to various types of leave, including paid weekly rest days, annual leave, parental leave, and bereavement leave. Understanding these rights is crucial for both employers and employees to ensure compliance with legal regulations. Here’s what you need to know:

Weekly rest day

Every employee in the UAE is entitled to a paid weekly rest day of at least one day, as specified in their work contract or workplace regulations. The UAE Council of Ministers has the authority to increase the number of weekly rest days.

Annual leave

Employees are entitled to fully paid annual leave as follows: - 30 days per year after completing one year of service. - Two days per month for employees who have worked more than six months but less than one year. - Pro-rata leave for employees who leave before completing a full year of service. - For part-time workers, annual leave is calculated based on actual working hours, ensuring a minimum of five working days per year.

Leave during probation

Employees may use their annual leave during the probationary period, subject to employer approval. If an employee fails probation, they are entitled to compensation for unused annual leave.

Leave scheduling

Employers can determine annual leave dates based on work requirements, provided they notify employees at least one month in advance. Employees can also carry forward unused leave to the next year with employer approval.

Payment for unused leave

Employees who resign or are terminated before using their leave entitlement will receive payment for unused leave, calculated based on their basic wage.

Special leaves

The UAE Labour Law grants workers paid leave in specific circumstances: Bereavement leave: Five days for the death of a spouse; three days for the death of a close family member (parent, child, sibling, grandparent, or grandchild). Parental leave: Five working days for parents of newborns, to be used continuously or intermittently within six months of birth. Study leave: 10 working days per year for employees enrolled in approved educational institutions, provided they have completed two years of service. National Service leave: Emirati workers are entitled to sabbatical leave for military service, as per UAE legislation. Proof from relevant authorities is required for all special leaves.

Maternity leave

Private sector: Female employees in the private sector are entitled to a maternity leave of 60 days, out of which: • 45 days will be fully-paid leave • 15 days will be half-paid leave. A female worker may apply for her maternity leave up to 30 days prior to the expected date of delivery. In addition to the basic maternity leave above, she may take an additional 45 days without pay if she has an illness as a result of pregnancy or childbirth and is unable to resume work. The illness must be proved via a medical certificate issued by the respective medical authority. These leave days can be consecutive or intermittent. If the baby is sick or suffers from a disability, the female worker may take additional leave of 30 days fully paid. This leave can be extended for an additional 30 days without pay. The illness or the disability of the child must be proved via a medical certificate issued by the respective medical authority. After the female worker resumes work, she is entitled to one or two additional breaks each day for nursing her child. The duration of the two breaks must not exceed one hour. The woman is entitled to such breaks for six months following the date of delivery. Such breaks are fully paid. Government sector: A female employee holding a permanent position in the federal government is entitled to maternity leave of three months with full salary. After that, for six months from the date of the employee resuming work, she is entitled to two hours of reduced working hours either at the beginning or at the end of the working hours to nurse her child. Such breaks are fully paid. She is also entitled to a fully paid parental leave of five working days. The leave may be taken continuously or intermittently within six months from the date of the child’s birth. This leave is also granted to male employees. Maternity leave may not be combined with leave without pay. Maternity leave in Abu Dhabi: Female employees are entitled to three months of fully paid maternity leave. After the female employee resumes, she is entitled to two hours of daily leave for the first year after delivery to nurse her child. Paternity leave in Abu Dhabi: Male employees are entitled to three days of paternity leave. Maternity leave in Dubai Government: Female employees can get 90 days of maternity leave starting from the delivery date. She may also apply for her maternity leave up to 30 days prior to the expected date of delivery. Annual leave and unpaid leave can be added to the maternity leave, taking the maximum total number of days to 120. After resuming work and for one year from the date of the baby’s birth, the mother is entitled to two hours of reduced working hours to nurse her child, either at the beginning or at the end of the working hours. There is no nursing break for women during the month of Ramadan. Where a female employee gives birth to a baby with special needs, she will be granted childcare leave for the period from the expiry date of the maternity leave to the date on which her baby completes one year of age. Paternity leave in Dubai Government: Men are entitled to three days of fully paid paternity leave, to be taken within one month of the birth of the child. Maternity leave in Sharjah Government:  The total period of maternity leave in Sharjah Government is 120 days, comprising 90 days of paid leave and 30 days of unpaid leave. The decree permitted adding annual leave to the maternity leave and granted new mothers two hours for nursing their child for a duration of six months. Maternity leave in Ras Al Khaimah Government: The Ras Al Khaimah Government has extended maternity leave to 90 days of paid leave. ICA/CAM/Expat Media | Source: Ministry of Human Resources and Emiratisation
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