Ask a Lawyer

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), maternity leave of 60 days is not paid at a single flat rate. The first 45 days are paid at your full wage, and the following 15 days are paid at half your wage. After the 60 days, if you need more time off due to a pregnancy- or birth-related illness supported by a medical report, the law allows additional leave that is unpaid, and separate provisions apply where the child is sick or has a disability. The full-wage and half-wage calculation is based on your wage as defined in your contract, so confirm whether your employer is applying the correct wage figure. Maternity pay is a statutory protection, and your employer cannot substitute a lower amount or refuse it because of your length of service. If the pay you receive does not match the 45-day full and 15-day half structure, ask for a written breakdown and, if unresolved, contact the Ministry of Human Resources and Emiratisation (MOHRE). Verified UAE legal professionals on LEXAI can help review it.

No — under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), an employer may not terminate a female employee, or serve her notice of termination, because she is pregnant or has taken maternity leave. The law treats pregnancy and maternity as protected grounds, so a dismissal connected to your pregnancy or your use of maternity leave can be challenged as unlawful. This protection covers the period around taking the leave and is designed to stop employers from pushing out staff for becoming pregnant. If you are dismissed and the real reason appears to be your pregnancy or maternity leave, you may be entitled to compensation for arbitrary dismissal in addition to your other end-of-service rights. Keep written records — emails, medical reports and any termination notice — as evidence. The first formal step is to file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE), which can refer unresolved disputes onward. Because these cases turn on evidence, you can also compare verified UAE legal professionals on LEXAI experienced in employment disputes.

Fathers in the UAE private sector get 5 working days of paid parental leave. Mothers get 60 days of maternity leave. There is no separate "male maternity leave" in UAE law — what fathers receive is called parental leave, and mothers can use it too, on top of their maternity leave. Both entitlements come from the UAE Labour Law (Federal Decree-Law No. 33 of 2021). The UAE was among the first countries in the region to give private-sector fathers a statutory parental-leave right. Paternity / parental leave: 5 working days A working parent — mother or father — is entitled to 5 working days of paid parental leave to care for a newborn. Your wage continues for those days. You can take the days in one continuous block or split them, and the leave must generally be used within a set window following the child's birth. To claim it, notify your employer and keep proof of the birth date. Maternity leave: 60 days A female private-sector employee is entitled to 60 days of maternity leave. The first 45 days are paid at full wage. The remaining 15 days are paid at half wage. The basic right to the leave itself does not depend on completing a minimum period of service — a notable protection compared with older rules. The leave can typically begin in the period leading up to the expected delivery date. Beyond the 60 days, the law provides for additional unpaid leave in defined situations, such as illness related to the pregnancy or birth. Further provisions apply where the baby is ill or has a disability. Maternity leave is a protected right. Pregnancy or maternity leave should not be used as a reason to dismiss you. How the two differ Maternity leave is specific to the mother. It is the longer entitlement and centres on recovery and the period around the birth. Parental leave is the shorter, shared entitlement that either parent can use to care for the newborn. A mother can have both; a father has the parental-leave days. If your employer refuses If your employer refuses to grant the parental-leave days you are entitled to, or denies or shortens maternity leave, you can raise a complaint with the Ministry of Human Resources and Emiratisation (MOHRE). For help if an entitlement is being denied, you can compare verified UAE legal professionals on LEXAI.

Parental leave under the UAE Labour Law (Federal Decree-Law No. 33 of 2021) is a paid entitlement of 5 working days available to a working parent — both mothers and fathers — to care for their newborn child. It is distinct from maternity leave: maternity leave (60 days) is specific to the mother and centres on recovery and the period around birth, while parental leave is a shorter, shared entitlement that either parent can use. Parental leave is generally taken within a defined period after the birth and can be taken consecutively or in parts, subject to agreement on timing. Because it is paid, your wage continues during those days. To claim it, inform your employer and provide proof of the birth. This was a significant reform, extending a statutory caregiving right to fathers in the private sector for the first time. If an employer refuses to grant parental leave, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE). Verified UAE legal professionals on LEXAI can advise if your entitlement is being blocked.

Yes. Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), compassionate (bereavement) leave is paid leave, not unpaid time off. The entitlement is 5 days for the death of a spouse and 3 days for the death of a parent, child, sibling, grandchild or grandparent, and during these days your normal wage continues. Importantly, this leave is a standalone statutory entitlement, so it should not be taken out of your annual-leave balance — an employer who deducts bereavement days from your annual leave, or treats them as unpaid, is not applying the law correctly. Employers may reasonably request a death certificate or similar proof to process the paid leave. If your employer has docked your pay for properly claimed compassionate leave or counted it against annual leave, ask for a corrected payslip showing the days as paid bereavement leave. If the issue is not resolved internally, you can file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE), or seek help from verified UAE legal professionals on LEXAI.

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), periods of statutory leave such as maternity leave are generally treated as part of your service, so your continuity of employment and entitlements are protected while you are on protected leave. Maternity leave, for example, does not break your service or strip you of the right to accrue annual leave for that period. The treatment of long sick-leave periods can be more nuanced, so where you have an extended absence it is worth confirming in writing how your employer is treating the time for the purpose of your annual-leave accrual. What an employer should not do is use a protected leave as a reason to erase entitlements you would otherwise build up. To avoid surprises, request a statement of your accrued annual-leave balance after a long period of sick or maternity leave. If the calculation looks wrong, raise it with the Ministry of Human Resources and Emiratisation (MOHRE) or seek advice from verified UAE legal professionals on LEXAI.

For most UAE free zones, employees enjoy leave entitlements that broadly mirror the federal Labour Law (Federal Decree-Law No. 33 of 2021), including annual leave, sick leave, maternity leave and parental leave — many free zones either apply the federal law or have regulations closely aligned with it. However, certain financial free zones, notably the DIFC and ADGM, operate their own separate employment laws with their own leave rules, which can differ in the details from the mainland MOHRE regime. So the answer depends on which free zone you are in: a typical mainland-aligned free zone will follow the federal entitlements, while DIFC and ADGM have standalone employment regulations you should check directly. The practical step is to identify your free zone authority and review the employment law that governs your contract. If you are in DIFC or ADGM, their own courts and regulations apply. For your specific situation, you can compare verified UAE legal professionals on LEXAI who handle both mainland and free-zone employment matters.

Yes. The UAE Labour Law (Federal Decree-Law No. 33 of 2021) introduced several work models beyond the traditional full-time contract, including part-time, temporary and flexible work, and employees on these models are still entitled to leave — but the amount of paid annual leave is generally calculated in proportion to the hours actually worked. So a part-time employee earns annual leave on a pro-rata basis rather than the full 30 days a full-time employee receives after a year. The exact entitlement depends on the ratio of your working hours to a full-time schedule, which should be reflected in your contract. Other protections, such as the right to a documented contract and to be paid correctly, apply to part-time staff too. The practical step is to ask your employer for a written calculation of your pro-rata leave based on your contracted hours. If your part-time leave is being denied or miscalculated, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE), or compare verified UAE legal professionals on LEXAI for advice.

To file a labour complaint with MOHRE in the UAE, gather everything that proves your employment relationship and the breach you are claiming. Core documents include your signed employment contract (or the MOHRE-registered offer letter), your Emirates ID, passport copy, and your work permit or labour card number. To support the substance of the claim, collect bank statements showing salary payments or gaps, the Wage Protection System (WPS) records if available, payslips, your appointment and resignation or termination letters, and any approved leave records. Save written communication—emails, official letters and messages—that shows instructions, promises, or the dispute itself. If you are claiming unpaid end-of-service benefits, your start and end dates and last basic salary matter. Organise documents chronologically so the MOHRE legal advisor can follow the timeline quickly. The stronger and clearer your evidence at the amicable stage, the better your position if the case is later referred to the labour court. A UAE legal professional can review your file before you submit; verified practitioners are listed on LEXAI. Confirm the exact requirements through MOHRE's official channels.

If your dispute cannot be settled amicably, MOHRE issues an official referral memorandum and your case moves to the competent labour court in the emirate where you work. The referral summarises the claim and the positions of both sides, but you (or your representative) still file the case formally and present your evidence to the court. The labour court reviews the contract, salary records, and any documents from the MOHRE stage, may hold one or more hearings, and can appoint experts where the figures are disputed. The court then issues a judgment on the entitlements claimed, such as unpaid wages, notice, or end-of-service benefits. Either party may have the right to appeal within the period set by law. If the employer does not pay voluntarily after a final judgment, you take the ruling to the execution (Tanfeedh) court to enforce it. Keep your MOHRE referral, contract, and evidence organised throughout. Because procedural details and deadlines matter, many workers engage representation at this stage; you can compare verified UAE legal professionals on LEXAI. Confirm court procedures via the relevant emirate's courts and the Ministry of Justice.