Types of Leave Under UAE Labour Law (2026)
Table of Contents
TL;DR Summary
- UAE leave is a common source of disputes when policies are unclear or records are weak.
- Leave generally falls into three buckets: statutory entitlements, paid time off separate from annual leave, and approval-based leave.
- Some leave types have stricter rules and documentation requirements than others, so consistency matters.
- Public holidays and weekly rest days are separate from annual leave and should be handled correctly in scheduling and payroll.
- A clear written leave policy that matches contracts is the simplest way to stay compliant and reduce issues.
Leave entitlements in the UAE are often treated as a checklist. Annual leave. Sick leave. Public holidays. Approved. Done.
In reality, leave is one of the most common sources of disputes between employers and employees. Misunderstandings usually do not come from bad intentions. They come from unclear policies, outdated assumptions, or poor documentation.
This guide explains the types of leave under the UAE Labour Law as they apply to private-sector employees. It focuses on how leave works in practice, what employers should watch out for, and how businesses can stay compliant while remaining fair.
Running a business in the UAE means more than issuing contracts and processing payroll. Leave compliance is one of the fastest ways for small HR mistakes to turn into bigger disputes.
Understanding Leave in the UAE
Under UAE law, leave is not one single concept. It is a collection of different entitlements, each with its own conditions, payment rules, and documentation requirements.
1) Statutory leave (set by law)
These are the core leave types employees can claim under the Labour Law, including annual leave, sick leave, maternity leave, parental leave, bereavement leave, study leave, and national service leave.
2) Paid time off that is not “annual leave”
Employees also have paid time off through:
- Public holidays
- Weekly rest days
These days are separate from annual leave balances.
3) Leave dependent on agreement or policy
Some leave is discretionary or relies on employer approval, such as unpaid leave and Hajj leave.
Annual Leave
Annual leave is the most commonly used leave type among employees. It is also where companies face the most disputes. Usually, because balances are not tracked properly, or leave keeps getting postponed.
Annual leave entitlement in the UAE
Under the law, employees are entitled to paid annual leave at least as follows:
- 30 days per year after completing one year of service
- 2 days per month if service is more than 6 months and less than 1 year
- Pro-rata leave for the final partial year if employment ends before the employee uses the balance
Part-time annual leave
Part-time employees are entitled to annual leave based on actual working hours, and the method should be defined in the employment contract.
Can annual leave be taken during probation?
It can happen, but it is not automatic. The Labour Law allows employers to grant leave from the annual leave balance during probation. It also preserves the employee’s right to be compensated for the remaining annual leave balance if they do not pass probation.
Who decides annual leave dates?
The employee has a right to annual leave, but employers can schedule leave dates based on work requirements. The law allows employers to specify leave dates in agreement with the worker to maintain business continuity.
What happens to unused annual leave when someone resigns?
If employment ends and the employee has unused accrued annual leave, the employee is entitled to payment for that balance as part of final settlement calculations. The annual leave article also references leave wage considerations linked to wage components.
Sick Leave
Sick leave is structured. It has strict timelines. And it requires proof.
After completing probation, an employee is entitled to sick leave of up to 90 days per year (continuous or intermittent), paid as:
- First 15 days: full pay
- Next 30 days: half pay
- Remaining 45 days: unpaid
Sick leave during probation
During probation, the worker is not entitled to paid sick leave. Employers may grant unpaid sick leave if supported by a medical report.
Medical certificates and notification
Employees should notify the employer and provide medical documentation. Official UAE guidance emphasises the need for medical documentation and clarifies that paid sick leave is applicable after the probation period.
Employer tip:
Make your medical documentation rule explicit:
- Which clinic/hospital documents do you accept
- Whether digital certificates are allowed
- Where employees must submit them
- What happens if the certificate is late
Can an employee be terminated while sick?
Sick leave does not mean employment can never end. But employers must follow proper processes and respect entitlements. If an employee remains unable to return after exhausting sick leave, termination may be possible in line with the law’s provisions and correct end-of-service settlement.
Maternity Leave
Maternity leave is one of the most important protected leave categories in the UAE. It also has additional rules that many businesses miss.
Duration and Pay
Private-sector maternity leave totals 60 days, structured as:
- 45 days with full pay
- 15 days with half pay
Extra leave if mother or child is unwell
The Labour Law includes additional leave provisions linked to complications, supported by medical evidence. Official UAE guidance also points to extended provisions under the maternity leave article.
Breastfeeding breaks
After returning to work, the employee is entitled to paid breastfeeding breaks for 6 months from delivery, within the rules stated by official guidance
Protection and compliance
Maternity leave is protected. Employers should be careful with termination decisions around pregnancy and maternity timelines. Even if a termination reason is unrelated, documentation matters.
Parental Leave
Many people still call this “paternity leave.” Under UAE law, it is parental leave.
An employee (mother or father) who has a live-born child is entitled to 5 working days of paid parental leave. It can be taken consecutively or intermittently within 6 months of the child’s birth.
Why this matters for employers: If your policy only grants leave to fathers, it may be outdated. Update the language to “parental leave.”
Bereavement Leave
Bereavement leave is defined clearly and applies to specific relationships.
Private-sector employees are entitled to:
- 5 days paid leave for the death of a spouse
- 3 days paid leave for the death of a parent, child, sibling, grandparent, or grandchild
The entitlement begins from the date of death.
Does it cover in-laws?
Official guidance and legal commentary often clarify that in-laws are not included in the statutory list. In practice, companies handle this through annual leave, unpaid leave, or a discretionary compassionate leave policy.
Study Leave
Study leave is one of the easiest benefits to manage if your policy is clear.
An employee studying in an accredited UAE educational institution is entitled to 10 working days of paid study leave per year to sit for examinations, provided they have completed at least two years of service with their employer.
Employer tip:
Request proof of:
- Enrolment in an accredited institution
- Exam timetable or exam hall ticket
- Exam dates that match the leave request
National Service Leave
UAE national employees are entitled to leave to perform national service in accordance with relevant legislation. Employers should request official documentation and record the dates properly. Official UAE sources summarise this entitlement as fully paid for compulsory national service.
Public Holidays and Working on Holidays
Public holidays are not deducted from annual leave. They are separate paid days off.
1) Public holidays entitlement
The Labour Law states that employees are entitled to official public holidays with full pay, as defined by Cabinet resolution.
2) If employees work on a public holiday
If work conditions require an employee to work on a public holiday, the employer must provide either:
- A replacement day off for each holiday worked, or
- Payment of the normal wage for that day, plus an increase of not less than 50% of the basic wage for that day
Employer tip:
This is a payroll risk area. Document holiday work approvals. Align payroll rules to the law. And clarify whether your operations use replacement days or premium pay.
Weekly Rest Day
Employees are entitled to at least one paid rest day per week, as specified in the employment contract or company work regulations.
Many companies offer two days off. That is allowed. The law sets a minimum. Employers can offer more.
Unpaid Leave
Unpaid leave is allowed, but it is not automatic.
The law allows unpaid leave if the employee obtains employer approval. It also states that unpaid leave is not included in the worker’s service term for end-of-service benefits and retirement contribution periods.
Employer tip:
Always document unpaid leave in writing. It protects both parties and avoids future disputes about payroll or gratuity.
Hajj and Umrah Leave
These requests are common, especially in multicultural workplaces.
1) Hajj leave
Official UAE guidance states employees may be granted special leave for Hajj, under these conditions:
- Unpaid
- Not more than 30 days
- Granted only once during employment with the same employer
The keyword is “may.” In practice, employers decide based on operational needs and internal policy.
2) Umrah leave
Official guidance states that the UAE Labour Law does not provide specific provisions for Umrah leave. Employers typically handle it through annual leave or unpaid leave by agreement.
Rules that Apply to All Leave Types
Some rules apply regardless of the type of leave.
If an employee fails to return to work after approved leave ends without a valid reason, they are not entitled to wages for the absence period and may be subject to disciplinary action.
If a termination notice is issued while an employee is on leave, the notice period usually begins after the employee is scheduled to return, unless both parties agree otherwise.
Documentation matters across all leave types. If proof is required, it should be requested, reviewed, and filed consistently. Inconsistent enforcement creates legal risk.
Employer Checklist
A compliant leave policy should be simple, clear, and consistent. It should explain how leave accrues, how requests are submitted, how approvals work, what documents are required, and how leave is handled when employment ends.
It should also clarify how public holidays interact with shifts and how holiday work is compensated. Businesses that operate seven days a week need this clarity to avoid payroll problems.
Finally, policies should always align with employment contracts. If a contract and a policy say different things, confusion follows quickly.
Final Thoughts
Leave is not just an HR task. It is a compliance issue, a payroll issue, and a trust issue.
Businesses that treat leave as a box-ticking exercise often pay for it later. Businesses that treat it as part of a well-structured employment relationship tend to see fewer disputes and stronger retention.
If you are operating in the UAE, understanding leave entitlements is not optional. It is part of running a compliant and credible business.
FAQ
No. Public holidays are separate paid days off. They should not reduce an employee’s annual leave balance. Where confusion happens is when employees take annual leave around the same time as a holiday. A clear internal policy helps define how scheduling is handled.
Sick leave is typically linked to medical proof. If a company accepts undocumented sick leave repeatedly, it creates inconsistent standards and weakens compliance. Many employers choose to treat undocumented absences under a separate internal category, such as unpaid leave or emergency leave, rather than calling it sick leave.
An employer can schedule leave around business needs, but annual leave is still an entitlement. A practical approach is to delay leave only when necessary, propose alternative dates quickly, and keep approvals and balances transparent.
No. Parental leave is a separate entitlement. Maternity leave is longer and has its own pay structure. Parental leave is an additional entitlement available to either parent within the set timeframe after birth.
Hajj leave is usually treated as a special case and commonly requires employer approval under company policy. Businesses should define how they handle Hajj leave requests so employees understand the process.
