Leave Policies for Employees in UAE: 2026 Update

 Understanding employee leave policies is crucial for both employers and employees in the UAE. As the workforce grows and labor laws evolve, staying updated on leave entitlements ensures compliance, promotes employee satisfaction, and reduces workplace disputes. The UAE has recently updated its labor regulations, and 2026 brings some key points that HR managers, business owners, and employees should know.

Annual Leave

In the UAE, employees are entitled to paid annual leave, calculated based on the duration of service. Full-time employees who have completed one year of continuous service are entitled to 30 calendar days of annual leave. For employees who have worked less than a year, leave is calculated proportionally. Annual leave is a fundamental right, and employers must ensure that employees are able to take their leave without undue pressure.

Sick Leave

Employees are also entitled to sick leave, which can be up to 90 days per year, with varying pay depending on the period of absence. The first 15 days are usually fully paid, the next 30 days are paid at 50%, and the remaining 45 days are unpaid. Employers should request medical certificates for prolonged sick leave, and employees should be aware of proper reporting procedures.

Maternity and Paternity Leave

The UAE continues to strengthen its family-friendly policies. Female employees are entitled to 90 days of maternity leave, with full pay for the first 45 days and half pay for the remaining period. Paternity leave has also been improved, with male employees entitled to 10 days of paid leave, helping promote gender equality in family responsibilities. Employers must accommodate flexible return-to-work arrangements to support new parents.

Public Holidays

Employees in the UAE are entitled to public holidays with pay, including religious and national celebrations. In 2026, employers should ensure that holiday entitlements are clearly communicated in employment contracts, especially for businesses with diverse workforces. Any work performed on public holidays must be compensated according to UAE labor law.

Special Leave

Certain circumstances allow employees to take special leave, including marriage leave, Hajj pilgrimage leave, and compassionate leave for immediate family emergencies. These leaves vary by company policy, but UAE labor law encourages employers to provide these benefits to support employee well-being and work-life balance.

Key Considerations for Employers

Employers should maintain transparent leave policies and provide clear guidelines in employee handbooks. Automated HR systems can help track leave accruals, approvals, and balances, reducing errors and ensuring compliance. Additionally, staying updated with changes in UAE labor law, such as the 2026 updates, is critical to avoid legal penalties and maintain a positive work environment.

Conclusion

UAE leave policies continue to evolve, emphasizing employee rights, well-being, and fair treatment. For HR managers and business owners, understanding these entitlements is not just a legal requirement—it is a strategic approach to retain talent, boost morale, and ensure compliance. Employees, on the other hand, must stay informed about their rights and responsibilities to make the most of their leave entitlements in 2026.

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