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Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), an employer generally cannot terminate an employee during a period of validly documented sick leave that falls within the statutory entitlement. The law protects properly evidenced sick leave so that illness alone is not used as grounds for dismissal. However, if an employee exhausts the full sick-leave entitlement and is still unable to return to work, the law does allow the employer to end the contract in defined circumstances once that limit is reached — and where this happens after the entitlement is used, end-of-service rights are still preserved. An employee who resigns during sick leave before exhausting the entitlement may affect certain pay rights, so timing matters. If you are dismissed while on legitimate, documented sick leave within your entitlement, that may be an unlawful termination you can challenge. Raise it first with the Ministry of Human Resources and Emiratisation (MOHRE). Because the facts are decisive here, you can also consult verified UAE legal professionals on LEXAI before acting.

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), the right to paid sick leave generally begins after you have completed your probation period. During probation, an employee is not entitled to the statutory paid sick leave in the same way, although an employer may grant sick leave without pay at its discretion, and a medical certificate is still advisable to document any absence. Once probation is successfully completed, you become entitled to up to 90 days of sick leave per year, paid in bands (the first 15 days at full wage, the next 30 at half wage, the rest unpaid). This means the protection and pay structure improve significantly after probation. If you are unwell during probation, notify your employer promptly and keep medical evidence, since unexplained absence during probation can affect your position. For questions about how probation interacts with your contract terms, you can raise them with the Ministry of Human Resources and Emiratisation (MOHRE) or consult verified UAE legal professionals on LEXAI.

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), a female private-sector employee is entitled to 60 days of maternity leave. Of these, the first 45 days are paid at full wage and the remaining 15 days are paid at half wage. This entitlement does not depend on completing a minimum period of service for the basic right to the leave itself, which is 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, and further provisions apply where the baby is ill or has a disability. Maternity leave is a protected right, and pregnancy or maternity leave should not be used as a reason to dismiss you. If your employer denies or shortens your maternity leave, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE) or consult verified UAE legal professionals on LEXAI.

Yes — the UAE Labour Law (Federal Decree-Law No. 33 of 2021) recognises that some mothers need more time after the standard 60-day maternity leave. Where the child is born ill or with a disability and the condition requires the mother's care, supported by a medical report from the relevant authority, the law provides for an additional period of leave beyond the 60 days, with a further period that may be extended without pay. This is in addition to the separate provision allowing extra unpaid leave where the mother herself suffers a pregnancy- or birth-related illness. Because these extended entitlements depend on medical documentation, keep clear records from the treating hospital or clinic. The aim is to protect the mother's job while she cares for a child with health needs. If your employer refuses to recognise this additional, medically supported leave, you can raise the matter with the Ministry of Human Resources and Emiratisation (MOHRE). For help presenting the medical evidence and your entitlement, you can consult verified UAE legal professionals on LEXAI.

Yes. Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), a mother who returns to work after maternity leave is entitled to paid nursing breaks during the working day to breastfeed her child. These breaks are granted for a defined period following the birth and are treated as part of working hours, meaning they are paid and should not reduce your salary. The purpose is to let new mothers continue breastfeeding while returning to employment. To use this right, it is sensible to agree the timing of the breaks with your employer so they fit around the workday, and to keep a note of the arrangement. The entitlement is in addition to your maternity leave, not a substitute for it. If your employer refuses to provide nursing breaks or tries to dock your pay for taking them, you can raise the issue with the Ministry of Human Resources and Emiratisation (MOHRE). For help confirming your specific entitlement and timeframe, you can consult verified UAE legal professionals on LEXAI.

Under the UAE Labour Law (Federal Decree-Law No. 33 of 2021), private-sector employees are entitled to paid compassionate (bereavement) leave on the death of a close family member. The entitlement is 5 days in the event of the death of a spouse, and 3 days in the event of the death of a parent, child, sibling, grandchild, or grandparent. This leave is paid, so your wage continues during the period. The bereavement-leave days are separate from your annual leave and should not be deducted from your annual-leave balance. Employers may ask for documentation such as a death certificate to process the leave. The purpose is to give employees time to grieve and handle immediate family matters without losing pay. If your employer refuses to grant the correct number of compassionate-leave days, you can request the entitlement in writing and, if it remains denied, raise it with the Ministry of Human Resources and Emiratisation (MOHRE). For help, you can also consult verified UAE legal professionals on LEXAI.

The UAE Labour Law (Federal Decree-Law No. 33 of 2021) does not set out a single, separate category simply called "emergency leave" for every urgent personal situation in the private sector. Instead, specific emergencies are covered by named statutory leaves: bereavement (compassionate) leave for a death in the family, sick leave for illness, maternity and parental leave for a new child, and study leave in defined cases. For other urgent matters that do not fall under those categories, time off is usually handled through your annual leave, unpaid leave by agreement with the employer, or any emergency-leave provision your company's own policy or your contract may offer. So your rights depend partly on the nature of the emergency and partly on your contract. The practical step is to check whether your situation fits a named statutory leave first, then look at your contract and company policy. If you are unsure how an absence should be classified, you can ask the Ministry of Human Resources and Emiratisation (MOHRE) or consult verified UAE legal professionals on LEXAI.

Whether you can take annual leave during your notice period in the UAE generally depends on agreement between you and your employer. Under the Labour Law (Federal Decree-Law No. 33 of 2021), the notice period is intended to allow an orderly handover, and employers can have a legitimate interest in your presence during it. Some employers allow accrued leave to be taken within notice, while others prefer to pay the unused leave as part of the final settlement instead. What is protected either way is the value of your accrued leave: if you do not take it during notice, you should be paid for it in your end-of-service settlement, so you do not lose the entitlement. The cleanest approach is to request in writing how your employer wants to handle leave versus notice, and get the answer confirmed. If your accrued leave is neither granted during notice nor paid out at the end, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE), or consult verified UAE legal professionals on LEXAI.

The UAE federal Labour Law (Federal Decree-Law No. 33 of 2021) does not provide a standalone, automatic paid Hajj-leave entitlement for every private-sector employee in the way it provides annual or sick leave. In practice, employees who wish to perform Hajj usually do so by using their annual leave, or by arranging special leave — often unpaid — with their employer, and some employers offer a Hajj-leave benefit through company policy. Any specific Hajj-leave arrangement therefore depends largely on your contract and your employer's policy rather than a blanket statutory right. Because Hajj is time-sensitive and tied to a fixed period each year, the best approach is to request the leave well in advance and confirm in writing whether it will be treated as annual leave, unpaid special leave, or a company Hajj benefit. If your contract or company policy promises Hajj leave and it is being withheld, you can raise it with the Ministry of Human Resources and Emiratisation (MOHRE). For help reviewing your contract terms, consult verified UAE legal professionals on LEXAI.

In the UAE, mainland labour disputes start with the Ministry of Human Resources and Emiratisation (MOHRE), not the court. First, register a complaint through one of MOHRE's official channels: the MOHRE smart app, the website, the call centre, or a Tas-heel/typing centre. You provide your personal details, employer details, work permit or labour card number, and a summary of the dispute (for example unpaid wages or termination). MOHRE then opens an amicable-settlement file and assigns a legal advisor who contacts both sides to try to resolve it. If a settlement is reached, it is documented and binding. If the parties cannot agree within the period set by MOHRE, the case is referred to the competent labour court with an official referral memo summarising the claim. Keep copies of your contract, Emirates ID, salary records and any messages, because you will need them at both the MOHRE stage and in court. For complex or high-value claims, you can compare verified UAE legal professionals on LEXAI to get advice before filing. Confirm current procedures on the official MOHRE and UAE Government portals.