Annual leave, as stipulated by law, guarantees a minimum of 30 calendar days for employees with at least one year of service, with prorated leave available for shorter tenures. Public holidays, on the other hand, are declared annually and reflect key Islamic and national observances, such as Eid Al-Fitr, Eid Al-Adha, and UAE National Day.
Legal framework for annual leave in the UAE
The UAE's commitment to employee rights and workplace fairness is evident in its clear and comprehensive guidelines for annual leave.
These provisions, established under Federal Decree-Law No. 33 of 2021, govern leave entitlements for private sector employees, ensuring they receive adequate rest and personal time without compromising organizational efficiency.
Employees in the UAE are entitled to annual leave based on their length of service:
- 30 days of paid leave for employees who have completed at least one year of continuous service.
- Pro-rata leaves of two days per month for employees who have completed at least six months but less than one year of service.
- Part-time employees also accrue annual leave, calculated proportionally to the actual hours worked, as specified in their employment contracts.
If an employment relationship ends before an employee uses their leave, they are entitled to compensation for unused days based on their basic salary.
The UAE Labour Law emphasizes mutual agreement and organizational needs in determining annual leave schedules:
- Employees must complete six months of continuous service before becoming eligible for annual leave entitlements.
- Employers must provide at least one month’s notice when scheduling leave. While employers have discretion over the timing of leave to meet operational requirements, they are obligated to consult employees and reach a consensus.
Carrying forward leave
Employees must use their annual leave within the year it is accrued. However, with employer approval, unused leave can be carried forward to the next year.
Payment for such leave is calculated based on the employee's basic salary. Employers are prohibited from denying the use of accrued leave for more than two years. Additionally, annual leave days include official public holidays and sick leave that overlap with the leave period unless company policies or employment contracts specify otherwise.
Public holidays in the UAE
If a public holiday coincides with a weekend, it can be shifted to a nearby weekday, providing workers with the opportunity to enjoy longer weekends.
This change is expected to be especially appealing for those seeking extended breaks throughout the year. Moreover, UAE local governments have the authority to designate additional public holidays for region-specific events or occasions, potentially granting residents in certain emirates extra days off.
As in previous years, the dates for certain holidays, such as Eid Al Fitr and Eid Al Adha, will be determined by moon sightings, which could lead to slight variations in timing. However, the estimated periods for these celebrations in 2025 have already been outlined.
- January 1, 2025: Gregorian New Year’s Day (1 day)
- March 31 – April 2, 2025: Eid Al Fitr [From 01 to 03 Shawwal] (3 days)
- If Ramadan is a 30-day month, an additional day off will be granted on March 30.
- May 30, 2025: Arafat Day [09 Thu Al-Hijjah] (1 day)
- May 31 – June 2, 2025: Eid Al Adha [From 10 to 12 Thu Al-Hijjah] (3 days)
- June 27, 2025: Islamic [Hijri] New Year [1 Muharram] (1 day)
- September 1, 2025: Prophet Muhammad’s (PBUH) Birthday [12 Rabi’ Al Awal] (1 day)
- December 2 – 3 2025: UAE National Day (2 days)
Leave types in the UAE
In addition to annual leave and public holidays, the UAE provides a range of leave options to address diverse employee needs, ensuring a balanced approach to personal and professional life. These leaves are governed by Federal Decree-Law No. 33 of 2021 and apply uniformly across the private sector.
Sick leave
Employees in the UAE are entitled to sick leave of up to 90 days per year after completing their probationary period. The entitlement is structured as follows:
- First 15 days: Full pay.
- Next 30 days: Half pay.
- Remaining 45 days: Unpaid leave.
Sick leave can be taken intermittently or consecutively, but employees must notify their employer within three days of falling ill and submit a medical certificate from an authorized entity. However, sick leave due to employee misconduct, such as substance abuse, may disqualify them from receiving paid leave.
If an employee exhausts their sick leave and cannot return to work, the employer has the right to terminate their contract, with the employee retaining their end-of-service benefits.
Parental leave
- Maternity Leave: Female employees are entitled to 60 days of maternity leave, broken down as follows:
- 45 days with full pay.
- 15 days with half pay.
- Paternity Leave: Fathers are entitled to five working days of paid leave to be used within six months of their child’s birth. The UAE is the first Arab country to mandate paternity leave for private sector employees, highlighting its progressive labor policies.
In cases of complications or illness related to childbirth, an additional unpaid leave of up to 45 days may be granted for the mother, provided the condition is verified by a medical certificate. If the newborn has a disability or illness, the mother is entitled to an additional 30 days of paid leave, extendable by another 30 days unpaid.
After returning to work, new mothers are entitled to two daily breaks for nursing, totaling no more than one hour, for six months following delivery. These breaks are fully paid.
Bereavement leave
Employees are granted bereavement leave based on their relationship to the deceased:
- 5 days for the death of a spouse.
- 3 days for the death of a parent, child, sibling, grandparent, or grandchild.
This leave is fully paid and provides employees the necessary time to grieve and handle personal matters.
Hajj and Umrah leaves
Hajj
Employees will be allowed to take special leave for performing the Hajj pilgrimage, subject to specific conditions. This leave is unpaid and has a maximum duration of 30 days. Importantly, an employee is eligible for this leave only once throughout their entire employment with the organization.
Umrah
Regarding Umrah leave, the UAE Labour Law does not mandate any specific entitlements. When an employee seeks time off for Umrah, the decision rests entirely with the employer. The employer may choose to approve the leave by either deducting it from the employee's annual leave days or treating it as unpaid leave.
Official leaves and vacations
Under Article 21 of the UAE Labour Law, private sector employees are entitled to at least one day of paid rest per week, as stipulated in their employment contract or company work regulations. Employers may choose to offer additional rest days to their staff. Additionally, employees are granted paid leave on public holidays, ensuring a balance between work obligations and time for personal or cultural observances.
Working during official holidays or leave days
If an employee is required to work on a public holiday or during their leave, they must be compensated. The compensation can take the form of an alternative rest day or payment equivalent to their regular daily wage, with an additional 50 percent of their basic salary as overtime. This provision is outlined in Article 28 of the UAE Labour Law and ensures fair remuneration for employees working on designated rest days or holidays.
Study leaves
Workers who have been with their company for a minimum of two years are granted a 10-day paid leave annually to attend and take examinations. This benefit applies specifically to employees pursuing education at accredited educational institutions within the United Arab Emirates.
The leave is designed to support employees in their academic pursuits by providing them with dedicated time to prepare for and complete their exams while maintaining their regular salary.
Sabbatical leaves
The UAE Labour Law provides a provision for Emirati employees in the private sector to receive paid leave when they are called to fulfill their national service obligations. This sabbatical leave allows these workers to take an extended break from their regular employment while maintaining their employment status and receiving compensation during their period of national service.
FAQ about annual leave and public holiday in UAE
What happens if a public holiday falls during an employee's annual leave?
If a public holiday occurs during an employee's approved annual leave, that day will not be counted against the employee's annual leave balance. The holiday will be considered a separate paid day off, effectively extending the employee's total leave period.
Can annual leave be taken in parts?
Yes, employees in the UAE can typically split their annual leave into multiple periods. Most employers allow employees to take annual leave in segments, subject to company policy and operational requirements. Employees usually need to coordinate with their supervisor to ensure business needs are met while accommodating their leave preferences.
How many days of annual leave are employees entitled to in the UAE?
According to UAE Labor Law, employees who have completed one full year of service are typically entitled to 30 calendar days of paid annual leave. For employees who have worked less than a year, leave is calculated on a pro-rata basis.
Are unused annual leave days compensated?
If an employee does not use their entire annual leave within the year, most companies allow employees to either carry forward a certain number of days or receive monetary compensation for unused leave days, as per the company's policy and UAE labor regulations.
Do part-time or probationary employees receive annual leave?
Part-time employees are entitled to annual leave on a pro-rata basis, calculated according to the hours or days worked. Employees during their probationary period may have limited or no annual leave entitlement, depending on the specific employment contract and company policy.
Can an employer refuse an annual leave request?
Employers can defer or reschedule annual leave based on operational requirements. However, they cannot completely deny an employee's right to take their annual leave. The employer must provide reasonable consideration and work with the employee to find a suitable time for the leave.
How are public holidays treated for employees in the UAE?
The UAE observes both federal and emirate-specific public holidays. Private sector employees are typically entitled to paid time off on these days. The exact number of paid public holidays can vary between 10-15 days annually, depending on the specific emirate and whether the holiday falls on a working day.
What happens to annual leave if an employee resigns or is terminated?
If an employee resigns or is terminated, they are typically entitled to compensation for any unused annual leave days. The calculation is based on their current salary and the number of unused leave days.
Are there any special considerations for annual leave during Ramadan?
While there are no specific legal provisions for different annual leave treatment during Ramadan, many employers in the UAE are flexible with work schedules and leave during this holy month. Some companies may offer reduced working hours or more flexible leave policies.
Can annual leave be taken immediately after joining a company?
Typically, employees must complete a full year of service before becoming eligible for full annual leave. However, some employers may allow pro-rata to leave or have more flexible policies that permit limited leave during the first year of employment.
How does annual leave work for employees working in free zones?
Employees in free zones are generally subject to the same UAE Labor Law provisions regarding annual leave. However, specific details might vary slightly depending on the free zone's regulations and individual employment contracts.
Are there any differences in annual leave entitlements for different nationalities?
UAE Labor Law applies equally to all employees regardless of nationality. The standard annual leave provisions are the same for all workers in the private sector, with entitlements based on length of service and full-time employment status.
