United Arab Emirates Leave Laws and Holidays

Employees are entitled to 30 calendar days of annual leave after completing one year of service with their employer.

The timing of annual leave must be determined by the employer based on work requirements and after consultation with the employee.

Annual leave requires approval from the employer, and the employer has the right to determine the timing of leave.

Additional annual leave beyond the standard quota is not mandated by law and depends on the terms of the employment contract or company policy.

Annual leave accrues monthly after the employee completes the probation period.

Carrying over annual leave to the next year requires employer's agreement and conditions may vary based on company policy.

Upon termination of employment, employees are entitled to a payout for any accrued but unused annual leave.

There is no statutory requirement for end of year payout for unused annual leave; this depends on the employment contract or company policy.

Annual leave schedules may be adjusted by the employer based on work requirements and operational needs.

Employees are entitled to sick leave of up to 90 days per year after completing a probation period. The first 15 days are fully paid, the next 30 days are at half pay, and the remaining period is unpaid.

Employees must notify their employer about their illness as soon as possible and provide a medical certificate.

Sick leave typically requires a medical certificate from a healthcare provider to justify the absence.

The law does not provide for additional sick leave quota beyond the 90 days.

Sick leave does not accrue but is granted based on medical need and substantiated with a medical certificate.

Unused sick leave entitlements cannot be carried over to the following year.

There is no payout for unused sick leave upon termination of employment.

Unused sick leave is not paid out at the end of the year.

Misuse or abuse of sick leave entitlements can lead to disciplinary action, including termination of employment.

Pregnant employees are entitled to 45 days of maternity leave with full pay, which can be taken before and after childbirth.

Employees must notify their employer of their expected delivery date and planned leave period as soon as reasonably possible.

While maternity leave is a right, the timing and any extensions need to be approved by the employer.

Additional maternity leave may be granted in case of complications or illnesses related to pregnancy or childbirth, supported by medical reports.

Maternity leave is not accrued but is granted as a single continuous period around the time of childbirth.

Maternity leave cannot be carried over; it must be used within the timeframe of childbirth.

Maternity leave is not subject to payout rules, as it should be used during the period surrounding childbirth.

There is no end-of-year payout for maternity leave as it must be utilized as per the childbirth schedule.

Medical certificates must be provided to substantiate the start and end dates of maternity leave.

Fathers are entitled to 5 days of paternity leave, which can be taken consecutively or intermittently within 6 months of the birth of the child.

Fathers must notify their employer of their intent to take paternity leave as soon as reasonably possible after the birth of the child.

Paternity leave needs to be scheduled and approved by the employer, ideally in advance.

Additional paternity leave beyond the stipulated 5 days is not commonly granted.

Paternity leave does not accrue; it is a fixed entitlement per childbirth.

Paternity leave must be used within 6 months of the childbirth and cannot be carried over.

Unused paternity leave is not paid out upon termination of employment.

Paternity leave does not entail an end-of-year payout and must be used within the specified period.

Paternity leave is specifically intended for use around the time of childbirth and cannot be used for other purposes.

Employees are entitled to 3 days of bereavement leave for the death of a close relative, extending to 5 days for the death of a spouse or child.

Employees should notify their employer about the bereavement as soon as reasonably possible to arrange the leave.

Bereavement leave is typically granted without formal approval, due to the nature of the circumstances.

Additional days beyond the standard bereavement leave are not common and would depend on the discretion of the employer.

Bereavement leave does not accrue and is granted based on specific events, namely the death of a family member.

Bereavement leave cannot be carried over as it is granted based on specific and immediate needs.

There is no payout for unused bereavement leave upon termination of employment.

Unused bereavement leave is not subject to end-of-year payout.

Bereavement leave typically covers the death of immediate family members, with specific definitions and extensions varying by employer.

Muslim employees are entitled to take Hajj leave for pilgrimage once during their tenure with an employer, for up to 30 days.

Given the significant planning required for Hajj, employees are expected to notify their employers several months in advance.

Approval for Hajj leave is subject to the operational requirements and scheduling constraints of the employer.

Hajj leave is a one-time entitlement and no additional quota is available beyond this.

Hajj leave does not accrue annually but is a one-time entitlement available to Muslim employees during their tenure.

Hajj leave cannot be carried over as it is intended for one-time use during the employment period.

There is no payout for unused Hajj leave upon termination of employment.

Unused Hajj leave does not qualify for end-of-year payout.

Hajj leave is specifically provided to Muslim employees for the purpose of performing the Hajj pilgrimage, which is a religious duty.