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Vacations in the UAE Labor Law
Let's take a detailed look at how vacations are regulated in the UAE, the rights and obligations of employers, as well as how to correctly calculate vacation pay and compensation. You will learn how to comply with the law, avoid fines, and maintain employee trust by ensuring transparency and fairness in vacation matters.
This article has been prepared by the legal experts of the UAE reference and legal service – Real Law. The service provides an up-to-date legal database, expert reference materials, court cases and contract templates. Key regulatory documents have been translated into Russian, including those from the UAE labor legislation:
- Federal Decree-Law No. 33 of 2021 on Regulation of Employment Relationship (as amended on July 29, 2024) (hereinafter Law No. 33);
- Cabinet Decision No. 1 of 2022 on Executive Regulation of Federal Decree-Law No. 33 of 2021 on Regulation of Employment Relationship (hereinafter Cabinet Decision No. 1 of 2022).
Annual paid leave
Regulated by: article 29 of Law No. 33; articles 18 and 19 of Cabinet Decision No. 1 of 2022.
Conditions: an employee is entitled to take leave every year. The employer fully pays for the leave.
The employer determines the leave dates based on business needs. However, the dates must be agreed with the employee and communicated to him/her at least one month in advance.
Calculation:
Key Points to Note
* This article refers to "basic salary" – the amount paid to an employee for work performed under an employment contract, excluding any allowances or benefits.
Conditions for part-time work model: in this case, the duration of annual leave is calculated based on the actual working hours specified in the employment contract. However, the leave cannot be less than 5 days per year.
Conditions: an employee is entitled to take leave every year. The employer fully pays for the leave.
The employer determines the leave dates based on business needs. However, the dates must be agreed with the employee and communicated to him/her at least one month in advance.
Calculation:
- 30 days for each full year of work;
- 2 days per month if the employee has worked for at least six months but less than one year.
Key Points to Note
- An employee can carry forward unused leave to the next year, but no more than half of the annual entitlement.
- An employee may receive monetary compensation instead of leave, but only if both parties agree.
- An employee has the right to take leave even during the probation period. If the employee fails probation, the employer must pay compensation for unused leave.
- The employer must compensate the employee for any unused leave upon termination of employment or contract expiration. Compensation is calculated based on the basic salary*.
* This article refers to "basic salary" – the amount paid to an employee for work performed under an employment contract, excluding any allowances or benefits.
Conditions for part-time work model: in this case, the duration of annual leave is calculated based on the actual working hours specified in the employment contract. However, the leave cannot be less than 5 days per year.
Sick Leave – No More Than 90 Days
Regulated by: article 31 of Law No. 33; article 20 of Cabinet Decision No. 1 of 2022.
Conditions: such leave cannot exceed 90 days per year. It can be taken in parts throughout the year, for example, if multiple treatment courses are needed. To qualify for this leave, the employee must provide a medical certificate.
Payment Structure:
Conditions: such leave cannot exceed 90 days per year. It can be taken in parts throughout the year, for example, if multiple treatment courses are needed. To qualify for this leave, the employee must provide a medical certificate.
Payment Structure:
- the first 15 days are fully paid, based on the basic salary*;
- the next 30 days are paid at 50% of the basic salary*;
- after 45 days, the leave is unpaid.
- During the probation period, the employer is not obliged to grant paid sick leave but may allow it as unpaid leave.
- Sick leave is not paid if the illness resulted from misconduct. For example, if an employee consumed alcohol and broke a leg, the employer can refuse payment — provided the misconduct was proven by an official report from the relevant authorities.
- No salary is paid if the sick leave is caused by a safety violation which the employee was aware of.
- If the employee cannot return to work after 90 days, the employer has the right to terminate the contract. However, the employer must still provide all due payments, including compensation for unused leave, end-of-service benefits, etc.
Paid Leave on Public Holidays
Regulated by: article 28 of Law No. 33.
Conditions: official public holidays in the country are fully paid.
Key Points to Note: an employee may work on public holidays if the employer grants an additional day off for each holiday worked or pays the employee an additional payment for those days in the amount of at least 50% of the basic salary*.
Conditions: official public holidays in the country are fully paid.
Key Points to Note: an employee may work on public holidays if the employer grants an additional day off for each holiday worked or pays the employee an additional payment for those days in the amount of at least 50% of the basic salary*.
Maternity Leave – 60 Days of Leave for Pregnancy and Childbirth
Regulated by: article 30 of Law No. 33.
Conditions: the leave duration is 60 days. The employer must grant the leave when the employee requests it, but no earlier than one month before the due date. The expected delivery date must be confirmed by a medical certificate. A woman may choose to start her leave a few days before childbirth to have more time with her baby afterward, or she may take leave earlier to prepare for the birth.
Payment Structure:
the first 45 days are fully paid, based on the basic salary*;
the next 15 days are paid at 50% of the basic salary*.
Key Points to Note
Conditions: the leave duration is 60 days. The employer must grant the leave when the employee requests it, but no earlier than one month before the due date. The expected delivery date must be confirmed by a medical certificate. A woman may choose to start her leave a few days before childbirth to have more time with her baby afterward, or she may take leave earlier to prepare for the birth.
Payment Structure:
the first 45 days are fully paid, based on the basic salary*;
the next 15 days are paid at 50% of the basic salary*.
Key Points to Note
- Women are legally protected from dismissal. An employer cannot terminate employment due to pregnancy or during maternity leave.
- An employee may take other types of leave during this period, such as annual leave or sick leave.
- An employee does not have to return to work immediately after maternity leave. She is entitled to an additional 45 days, which can be taken consecutively or as needed. However, this period is unpaid and does not count towards total service tenure.
- If a child is born with health complications and mother needs to care of him/her for medical reasons, she may take an additional 30 days after maternity leave with full pay. She may also extend this period by another 30 days, but without pay.
- An employee is entitled to one or two breaks per day for breastfeeding for six months from the date of childbirth. However, the combined duration of both breaks cannot exceed one hour per day.
Paid Parental Leave for Father or Mother
Regulated by: article 32 of Law No. 33; article 21 of Cabinet Decision No. 1/2022.
Confirmation: documents proving the birth of the child.
Conditions: can be taken within 6 months after the child's birth. But no more than 5 working days.
Confirmation: documents proving the birth of the child.
Conditions: can be taken within 6 months after the child's birth. But no more than 5 working days.
Paid Leave due to the Death of a Relative
Regulated by: article 32 of Law No. 33; article 21 of Cabinet Decision No. 1 of 2022. Confirmation: death certificate.
Conditions: an employee may be absent for 5 days if his/her spouse passes away. In the case of the death of a mother, father, son, brother, sister, grandchild, grandfather or grandmother, the leave is 3 days. The leave period starts from the date of the relative's death.
Conditions: an employee may be absent for 5 days if his/her spouse passes away. In the case of the death of a mother, father, son, brother, sister, grandchild, grandfather or grandmother, the leave is 3 days. The leave period starts from the date of the relative's death.
Paid Study Leave for Exams
Regulated by: article 32 of Law No. 33; article 21 of Cabinet Decision No. 1 of 2022.
Confirmation: proof of enrollment from accredited institutes or colleges in the UAE, which must include details of the type of study, specialization and duration of the program. The employer may also request confirmation of exam dates.
Conditions: no more than 10 working days per year. To be eligible, the employee must have at least 2 years of service with the employer.
Confirmation: proof of enrollment from accredited institutes or colleges in the UAE, which must include details of the type of study, specialization and duration of the program. The employer may also request confirmation of exam dates.
Conditions: no more than 10 working days per year. To be eligible, the employee must have at least 2 years of service with the employer.
Special leave for citizens to serve in the military
Regulated by: article 32 of Law No. 33; article 21 of Cabinet Decision No. 1 of 2022.
Conditions: this leave is paid and is granted to UAE citizen employees for military service.
Conditions: this leave is paid and is granted to UAE citizen employees for military service.
Unpaid Leave without Credit for Record of Service
This is regulated by: articles 33-35 of Law No. 33.
Conditions: such leave can only be taken with the employer's consent.
Key Points to Note: the days of leave are not counted toward the overall length of service.
Conditions: such leave can only be taken with the employer's consent.
Key Points to Note: the days of leave are not counted toward the overall length of service.
Religious Leave for Muslims
Regulated by: there are no legal provisions on this matter, but the government website provides information about leave for Hajj — pilgrimage to the holy places.
Conditions:
There are no legal provisions for leave to perform the lesser pilgrimage — Umrah. Therefore, employer approval is required. The employer may agree to unpaid leave or deduct the days from the employee’s annual leave.
Conditions:
- unpaid;
- does not exceed 30 days;
- can be taken only once during employment with the company.
There are no legal provisions for leave to perform the lesser pilgrimage — Umrah. Therefore, employer approval is required. The employer may agree to unpaid leave or deduct the days from the employee’s annual leave.
Regarding vacations, UAE legislation is not significantly different from Russian law. However, there are provisions in the law that may surprise you, such as Emiratization — which is discussed in our article "How businesses in the UAE with teams of 20 or more can avoid fines."
List of Regulatory Acts
- Federal Decree-Law No. 33 of 2021 onRegulation of Employment Relationship (as amended on July 29, 2024) — the main legislative act in labor law, covering key provisions and types of leave.
- Cabinet Decision No. 1 of 2022 on Executive Regulation of Federal Decree-Law No. 33 of 2021 on Employment Relationship.
- Federal Decree-Law No. 47 of 2021 on Unified General Rules of Labor in the United Arab Emirates — provides a summary of all types of leave.
The list is current as of 10.02.2025.
Laws in the UAE are regularly updated and amended. You can find the most up-to-date laws in one place using the UAE legal information service — Real Law. The service will save you time and effort when searching for laws and amendments.
Laws in the UAE are regularly updated and amended. You can find the most up-to-date laws in one place using the UAE legal information service — Real Law. The service will save you time and effort when searching for laws and amendments.
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