Leave Policy and Labour Law in the UAE 2025 – Employee Rights in Dubai, Abu Dhabi, Sharjah and All Emirates

As the UAE continues to attract talent and businesses from all over the world, understanding its leave policy and labour law in the UAE is vital—for both employees and employers, whether you are based in Dubai, Abu Dhabi, or Sharjah. At Dewey & LeBoeuf, our legal team advises on navigating these regulations to ensure compliance, minimize risk, and protect your rights.

Here is a detailed, up-to-date guide to the UAE’s labour law on leave, covering key entitlements, practical application, and how legal counsel can add value.

Overview of the UAE Labour Law Framework

The cornerstone of leave entitlements in the UAE is Federal Decree-Law No. 33 of 2021, which regulates labour relations in the private sector. These rules are now largely unified between public and private sectors as of February 2, 2022.

Because of this unified law, leave entitlements for employees in Dubai, Sharjah, Abu Dhabi, and the rest of the UAE are very consistent under federal legislation.

Key Leave Types Under UAE Labour Law

Here are the main categories of leave under the UAE labour law, along with detailed entitlements.

Annual Leave

• Employees who have completed one year of continuous service are generally entitled to 30 calendar days of paid annual leave per year.
• For those who have worked between six months and one year, the entitlement is two days per month.
• If an employee does not use their leave, they may be paid in lieu of that leave at the end of their service, calculated on the basic salary.
• Employers can require notice of leave dates, normally at least one month in advance, and may manage leave for operational reasons — especially in Dubai, Abu Dhabi, and Sharjah where business operations may be seasonal or project-driven.
• Unused annual leave can sometimes be carried over, but only with agreement and subject to employer policy.

Sick Leave

• After completing the probationary period, an employee is entitled to up to 90 days of sick leave per year.
• Breakdown of sick leave pay:
  1. First 15 days: full pay
  2. Next 30 days: half pay
  3. Remaining (up to 45 more) days: unpaid.
• If sick leave extends beyond six months, a medical committee (appointed under the law) may evaluate fitness, and may permit extension for up to another six months in certain cases, or recommend termination for medical unfitness.
• During probation, sick leave is unpaid, provided a valid medical report from an approved medical facility is submitted.

Maternity Leave

• Female employees are entitled to 60 days of maternity leave: 45 days on full pay + 15 days on half pay.
• If medically required (due to illness from pregnancy or childbirth), an additional 45 days unpaid leave may be granted, with a medical certificate.
• For a child who is ill or has special needs (“People of Determination”), there is a further 30 days of paid leave, plus the possibility of another 30 days unpaid, subject to a medical report.
• Female employees can apply for maternity leave from the last day of the month before the expected delivery date, subject to a medical certificate.
• Upon returning to work, for six months, new mothers are entitled to 1 or 2 breaks a day (up to 1 hour) to nurse their child.
• A breastfeeding (nursing) mother may also leave the workplace for two hours each day (counted as working hours) for the first four months after returning, and this is paid.
• Importantly, the law protects pregnant employees: termination because of pregnancy or maternity leave is not permitted.
• During maternity leave, service-related entitlements (annual leave accrual, end-of-service gratuity) continue as normal.

Paternity / Parental Leave

• The new UAE labour law provides 5 working days of paid paternity leave for a father, or a working mother (in some cases), to care for their newborn. This leave must be taken within six months after the child’s birth.
• This is formally part of a broader “parental leave” framework in the law.

Compassionate / Bereavement Leave

• Employees are entitled to 5 working days of paid leave in the event of the death of a spouse (first degree relative).
• For other direct family members (e.g., parents, children, siblings), there is 3 working days paid compassionate leave.

Study / Education Leave

• An employee who is enrolled in a recognized higher education institution (UAE or abroad) is entitled to 10 working days per year for exams, subject to having worked for at least two years.

Unpaid Leave

• With the employer’s approval, an employee may take unpaid leave, though such periods generally do not contribute to the continuity of service for certain entitlements.
• Unpaid leave may also be used to extend maternity leave beyond the paid period, or for other personal or medical reasons, if agreed.

Public Holidays

• The UAE’s official public holidays (as determined by the Federal Cabinet) are paid holidays.
• If an employee works on a public holiday, the employer must compensate either by giving another day off or by paying at least 50% more than the basic pay for that day.

Special Considerations for Major Emirates: Dubai, Sharjah & Abu Dhabi

While the federal law applies across the UAE, there are practical implications for workers in Dubai, Sharjah, and Abu Dhabi that legal counsel should highlight:

1. Labor Disputes and MOHRE: In each emirate, including Dubai, Sharjah, and Abu Dhabi, the Ministry of Human Resources and Emiratisation (MOHRE) enforces labour law. Employees who believe their leave rights have been violated (e.g., unpaid sick leave, denied maternity leave or annual leave) can file a complaint with MOHRE.
2. Contract Specifics: In free zone companies in Dubai or Abu Dhabi, the employment contract sometimes imposes stricter or more flexible leave policies, but it cannot override the minimum standards set by federal law.
3. Work Culture and Practice: While 30 days of annual leave is legal, some companies in Sharjah, Abu Dhabi, and Dubai may encourage leave scheduling around business cycles. Employees should work with HR to align leave planning without violating their rights.
4. Local Nuances: For multinational businesses in Dubai or Abu Dhabi, legal advisors (such as Dewey & LeBoeuf) help draft contracts in compliance with UAE labour law while adapting leave policies in line with global operations.

Why Legal Advice Matters: How Dewey & LeBoeuf Can Help

At Dewey & LeBoeuf, we provide specialized legal services to both employers and employees in the UAE—whether in Dubai, Sharjah, or Abu Dhabi. Here’s how we help:

1. Compliance Audits
   We review company leave policies, contracts, and HR practices to ensure compliance with Federal Decree-Law No. 33 of 2021. For companies based in Dubai or free zones, we tailor advice to local hiring practices.
2. Contract Drafting & Negotiation
   We help draft employment contracts that comply with minimum leave entitlements, but also align with the company’s operations. This includes provisions for annual leave, sick leave, maternity/paternity leave, and unpaid leave.
3. Dispute Resolution
   If an employee or employer has a conflict over leave entitlements—say, denied annual leave in Abu Dhabi, or disagreement over unpaid maternity leave in Sharjah—we represent clients in mediation, MOHRE filings, or litigation.
4. Policy Design
   We assist employers in designing internal leave policies that go beyond the legal minimum (e.g., enhanced maternity leave, extra study leave) while managing risk and balancing business needs in Dubai or other emirates.
5. Training & Advisory
   We conduct training sessions for HR teams in Dubai, Sharjah, and Abu Dhabi to ensure that HR managers correctly implement leave policies, maintain legal records, and prevent liability.

Common Pitfalls & Risk Areas

Even though the rules are relatively clear, many companies and employees run into issues. Here are common pitfalls we encounter—and how legal advice can mitigate them:

• Misunderstanding Calendar vs Working Days
  Some employers miscalculate annual leave when they count only working days or exclude public holidays or weekends incorrectly.
• Improper Sick Leave Certification
  Employers sometimes reject medical reports or misunderstand when a certificate is required. This can lead to dispute about whether a leave was valid.
• Denied Maternity Leave or Retaliation
  Despite legal protection, some employers may incorrectly deny leave, or worse, terminate employees around maternity. Legal counsel can protect against wrongful termination.
• Unilateral Policy Changes
  Employers may try to change leave policies without proper consultation. Without legal review, they could violate the labour law or unfairly disadvantage employees.
• Mismanagement of Unused Leave
  If employees accrue leave and then leave the company, many companies fail to pay the correct cash in lieu or miscalculate based on basic salary.

Frequently Asked Questions (FAQs)

Conclusion & Next Steps

Understanding the leave policy and labour law in the UAE — whether you work in Dubai, Sharjah, or Abu Dhabi — is critical to safeguarding your rights or ensuring your business stays compliant. At Dewey & LeBoeuf, we are ready to support both employers and employees in:

• Interpreting and applying the law correctly
• Drafting contracts with clear leave provisions
• Resolving disputes over leave entitlements
• Designing competitive and legally compliant leave policies

If you need bespoke legal advice about leave entitlements, risk mitigation, or employment contracts under UAE labour law, contact our UAE office today. Let us help you navigate the complexities of labour relations in Dubai, Sharjah, Abu Dhabi, or anywhere in the UAE — with clarity, compliance, and peace of mind.