Leave laws in the UAE:  A quick overview

Managing employee leaves effectively is crucial for any organization. It is one of the major benefits that serves as a cornerstone of building higher employee engagement, productivity, and satisfaction. A well-structured leave management process enhances employee well-being and reduces employee stress levels.

Clear and transparent leave policies foster trust between employees and their organization and contribute to lower turnover rates. Additionally, a glitch-free leave management system ensures compliance with national and local labor laws, helping your organization avoid hefty penalties and legal actions.

If you're an HR professional looking to draft a leave policy for your organization, here are some key norms and procedures governing employee leaves in the UAE.

A quick look at the evolution of employee leave policies

Employee leaves in the United Arab Emirates are governed by Federal Decree-Law No. 33, which came into effect in February 2022. This law brought about some significant improvements to employee leave policies, aimed at enhancing work-life balance and promoting greater flexibility.

Before this, employees' leaves were governed by Federal Law Number 8 of 1980, which was rigid and less family-friendly. Recognizing the need for a flexible and employee-friendly leave policy, the UAE government introduced Federal Decree-Law No. 33 to modernize employee leave regulations and take a balanced approach that would benefit both employers and employees.

One notable improvement is the increase in annual leave entitlement. Under the previous law, employees were entitled to just 25 days of leave. The new law raises this to a minimum of 30 days, aligning with global standards and fostering a more supportive work environment.

Different types of leave in the UAE

 Here are some of the common leave types in the UAE:

• Annual leave

Under Federal Decree-Law No. 33, employees in both the private and public sectors in the UAE are entitled to a minimum of 30 days of annual leave per calendar year. Employees who have completed one year of service are entitled to receive 30 days of leave, while those who have completed six months of service are entitled to 2 days of leave per month. If the employers allow it, employees may carry forward their unused leaves to the next year. For part-time employees, annual leave entitlements are pro-rated according to the number of hours worked, ensuring fair benefits for all.

• Sick leave

Federal Decree-Law No. 33 states that employees are entitled to receive a maximum of 90 days as soon as they complete their probation period. During these 90 days, employees usually receive full pay for the first 15 days and half pay for the next 30 days. For the remaining 15 days, they usually receive no pay. According to the law, a medical certificate from the healthcare provider is mandatory to use sick leave in the UAE.

• Maternity leave

Federal Decree-Law No. 33 offers 60 days of maternity leave to female employees. They are typically fully paid for the first 45 days and are paid half of their salary for the remaining 15 days. If necessary, they can extend their maternity leave by 45 days in case they face any complications due to childbirth or pregnancy. However, they'll not be paid during this time. Further, female employees who experience miscarriage or stillbirth after six months of pregnancy and those who adopt a child under six months old are also entitled to receive the same maternity leave benefits. Moreover, working mothers are eligible to take two daily breaks, each up to one hour, to nurse their children until they reach six months of age.

• Paternity leave

All male employees, working in both private and public sector organizations, are eligible for five days of paid leave upon their child's birth. Employees should have completed one year with their organization to get paternity leave benefits.

• Parental leave

Under Federal Decree-Law No. 33, both male and female employees are eligible to take five days of paid leave per year, from the birth of their child until they turn six months old.

• Study leave

Federal Decree-Law No. 33 grants 10 days of paid study leave to all employees who complete at least two years of service with their organization. For this, they should be studying in UAE’s certified educational institutions.

• Hajj leave

Muslim employees working in the UAE can take Hajj leave to go on a pilgrimage for up to 30 days. This, however, is granted only once during the employee's tenure with their organization. During Hajj leave, employees are typically not paid. Employees are expected to get their Hajj leave approved well in advance so their tasks can be assigned to their colleagues.

• Compassionate leave

Compassionate leave, also known as bereavement leave, is offered to employees in case someone in their family passes away. They are entitled to receive five days of paid leave in case their spouse passes away and three days of paid leave in case their parents, children, grandchildren, or siblings pass away.

• Sabbatical

Sabbatical leave is provided to Emiratis working in the private sector to support them in fulfilling their national duties. Under this leave type, employees can take leave for a minimum of 11 months and up to three years. Male employees are mandated to take sabbaticals during their working tenure to complete their national service, whereas, it is optional for female employees.

Key employer responsibilities

Here are some key responsibilities for employers to manage employee leaves in the best possible ways.

• Outline the various leave entitlements clearly in the employee handbook, detailing the duration of leave, eligibility, applicability, and usage. Ensure this information is effectively communicated during onboarding, too.

• Guarantee that employees can fully make use of their leave entitlements, including sick leave, annual leave, maternity leave, paternity leave, parental leave, and more, without any discrimination.

• Maintain a centralized system to track and document employee leaves, avoiding potential disputes and legal actions.

• Collect valid documents, such as medical certificates, for sick leave and other special leave types as mandated by law to uphold transparency.

• Collaborate with HR and payroll teams to ensure accurate compensation for employees taking statutory leave and promptly pay for any unused annual leave upon resignation, in line with legal guidelines and tenure.

Managing leaves seamlessly with Zoho People

Zoho People, our comprehensive HR software, comes with an intuitive leave management system that lets you manage employees effortlessly. You can add as many leave types as you want and customize them seamlessly according to your organization's leave policies. Employees can simply raise their leave request, and it can be sent to their managers and your HR teams for approval. Additionally, employees can track their leave balances, leave approvals, upcoming holidays, and more, putting them in the driver's seat. Learn more about Zoho People's leave management system. 

Disclaimer: The following information is for general guidance only. For accurate and official details, please refer to government documents and legal sources.