labor laws

Paternity Leave in UAE

Paternity Leave in UAE 2026: Days, Rules and What the Labour Law Says
Paternity Leave in UAE 2026: Days, Rules and What the Labour Law Says 1600 1000 HRSG

The UAE labour law is pretty straightforward when it comes to paternity leave. This law states that expectant fathers are entitled to five days of paid parental leave after the birth of their child. You can either take this leave continuously, or you can use it intermittently within the six months from the date of birth of the child.

The UAE Labour Law 2026 uses the term parental leave instead of paternity leave when laying down the rules for the employees. The purpose of this terminology is to highlight that this leave entitlement is for both the mother and the father who are about to become parents.

If you are an expecting father with a full-time job and you want to know how paternity leave works in the UAE this blog is all you need. This article covers every major rule or law that governs this specific leave in the region to help you plan this exciting period of your life better.

  • What Is Paternity Leave in the UAE?
  • How Many Days of Paternity Leave Are Available in 2026?
  • Paternity Leave Rules in the UAE According to Labour Laws 2026

What Is Paternity Leave in the UAE?

Paternity leave refers to a mandatory time-off that an employer must give to an employee who is about to have a child. In the UAE Federal Decree-Law No. 33 of 2021 for the Regulation of Labour Relations, as amended, specifically Article 32(1)(b) establishes rules for paternity leave in the region.

This law states that every employee is entitled to 5 working days of paid parental leave following the birth of their child. This law doesn’t specify this leave for fathers only. Instead, it establishes that this leave entitlement is available to both the father and the mother of the newborn.

It is important to note that paternity or parental leave does not come under the annual leave policy in the UAE. Instead, it is a separate statutory leave entitlement that new parents can use after the birth of a child. 

How Many Days of Paternity Leave Are Available in 2026?

The statutory paternity leave entitlement for fathers in the UAE is 5 working days. Bear in mind that this entitlement doesn’t include calendar days. This means employees can enjoy extra holidays if the birth of a child falls around public holidays or the weekends.

It is also important to remember that parents can use this leave any time from the birth of their child to the first six months after the birth.

Paternity Leave Rules in the UAE According to Labour Laws 2026

Here are some common questions that most new fathers ask about paternity leave rules or regulations in the UAE.

Who is Covered by the UAE Paternity Labour Laws?

The Federal Decree-Law No. 33 of 2021 in the UAE mainly deals with employment regulations in the private sector. However, the paternity law generally applies to both nationals and expats who are about to become parents.

You also need to keep in mind that this law doesn’t cover every category of workers in the region. 

This law doesn’t apply to:

  • Federal or local government employees
  • Security, armed forces, or police officials
  • Employees who work in certain financial free zones with independent regulations

As an employee, you need to understand your own employment framework before you can apply for five-day parental leave in the UAE.

Is the Parental Leave Paid?

Every employee who is covered by UAE employment laws and regulations gets the five-day parental leave with full pay. Article 32 of the law expressly describes parental leave as paid leave.

And not just that, but the Ministry of Human Resources and Emiratization (MOHRE) also lists this leave among the paid leave entitlements available under the Labour Law 2026.

This means employers cannot deduct this leave from the annual leave balance of their employees. On the other hand, employers may of course provide more generous benefits as per their own company policy, provided these benefits comply with the applicable employment laws.

When can Fathers Take Paternity Leave?

As a father of a newborn in the UAE, you can utilize your five-day paternity leave from the day your child is born to the first six months as per your convenience or needs. The legislation expressly states that parents can take this leave either continuously or intermittently.    

This flexibility allows parents to better manage their time between work and home while they adjust to this new lifestyle.

When applying for this leave, however, employees still have to adhere to the internal leave request procedures set forth by the company’s HR and recruitment services in Dubai. You need to make sure your company’s HR or leave management system records the split leave arrangement properly to avoid conflicts.

Paternity Leave Laws for Government Employees

Individuals who serve in government institutions in the UAE are subject to different regulations when it comes to paternity leave. The leave for federal government employees is governed by the Federal Decree-Law No. 49 of 2022 on Human Resources Law.

This law also makes employees entitled to five working days of fully paid paternity leave. These employees can either take these leaves consecutively or within the six months after the child’s birth.

The rules can vary in different Emirates for government officials. Abu Dhabi, for example, makes you entitled to three days of paternity leave. Dubai government, on the other hand, also offers 3 days of paternity leave that you can take within 30 days of the birth of the child.

This is why, as a government employee, you need to look into specific emirate-based paternity leave regulations to know how much leave you get.

Paternity Leave Laws for Employees in UAE Free Zones

The paternity leave for employees who work in free zones is subject to regulations of the relevant free-zone authorities as well as the federal labor law. There are some financial free zones such as DIFC and ADGM that have their own independent employment frameworks and thus different paternity leave rules.

So if you work in a specific free zone it is not right to assume that the federal or private-sector provisions are applicable to you when it comes to paternity leave.

Does the Law Apply to Expats?

Nationality plays no role in the paternity leave decision for employees who work in the private or public sector. The labour law of the UAE expressly states that all the provisions apply to both Emirati and non-Emirati workers, or expats. 

This is why eligible expatriate employees can avail of a paid statutory parental leave of five days, just like UAE nationals. However, if the expats work for government entities or free-zone entities, they need to look at their own employment framework or HR policies and procedures in the UAE to get a better idea about the paternity leave entitlements.

Conclusion

The UAE Labour Law 2026 makes every private sector employee eligible for a paid five-day paternity leave after the birth of their child. This leave is available to both the father and the mother, who can use it either consecutively or split it into different days as per their convenience.

It is important to keep in mind that the Federal Decree-Law No. 33 of 2021 addresses paternity leave for private sector employees specifically. Workers who are associated with government entities or financial free zones must consider separate federal or free-zone legislation to understand their paternity leave entitlements.

Furthermore, every employee must look into their company’s HR or leave procedures to make sure they apply for the paternity leave through proper channels. This can make it easier for you to navigate your paternity leave approval in a way that doesn’t result in conflicts down the line. 

Get in touch with our experts at HRSG right now to learn all there is to know about UAE labour laws for paternity leave. Our dedicated teams also offer the best recruitment, HR, accounting, and other people management solutions for businesses of all sizes in the UAE and beyond.

Sick Leave in UAE: Rules, Pay, and What the Law Says in 2026

Sick Leave in UAE: Rules, Pay, and What the Law Says in 2026
Sick Leave in UAE: Rules, Pay, and What the Law Says in 2026 800 500 HRSG

Every labor or employment law in the UAE aims to safeguard the rights of its workforce, especially when it comes to their health or well-being in general. For this purpose, the UAE government offers very relaxed sick leave regulations that ensure employees who are unable to work due to sudden health issues get the care they need.

Sick Leave in UAE (2026 — Federal Decree-Law No. 33 of 2021)

Under UAE Labour Law, employees in the private sector are entitled to 90 calendar days of sick leave per year, once the probation period is completed.

Period Days Pay
First period 15 days Full pay
Second period 30 days Half pay
Third period 45 days No pay
Total 90 days Structured as above

Key rules at a glance:

  • Sick leave is counted in calendar days (not working days) — weekends and public holidays are included
  • A medical certificate from a licensed UAE health authority is required
  • Employees must notify the employer within 3 working days
  • Sick leave during probation: not paid (employer may grant it voluntarily)
  • Sick leave during notice period: permitted but unpaid beyond contractual obligations
  • Sick leave is not carried forward to the next year — entitlement resets annually
  • Sick leave cannot be cashed out on resignation or termination
  • Employers cannot terminate an employee while on sick leave

Legal basis: Article 31, Federal Decree-Law No. 33 of 2021

There are clear legal provisions for sick leaves in the UAE employment laws and regulations. The framework for sick leaves is set forth by Federal Decree-Law No. 33 of 2021 on the Regulation of Labor Relations and its Executive Regulations.

These provisions establish the eligibility criteria for sick leave. They also outline the number of sick leaves and the salary policies in that period. 

This blog covers all the ins and outs of sick leave in the UAE. So keep on reading till the end to make sure you do not violate any of these rules as an employee or an employer in the UAE.

  • Understanding Sick Leave Under UAE Labor Law
  • Eligibility Criteria for Sick Leave in the UAE
  • Sick Leave Pay Policies in the UAE
  • Additional Key Considerations for Sick Leaves According to UAE Laws

Understanding Sick Leave Under UAE Labor Law

Employees in the UAE are entitled to 90 calendar days of sick leave per year under Article 31 of Federal Decree-Law No. 33 of 2021. This is split into 15 days full pay, 30 days half pay, and 45 days without pay.

Sick leaves are a statutory employment benefit that aims to provide employees with health issues with some time away from work to recover. Employees become eligible for this leave if they face unexpected medical conditions that limit them physically or mentally.

Official UAE government sources state that every employee gets up to 90 calendar days of sick leave every year either continuously or intermittently. To become eligible for this leave however they must complete a probation period. Once the employee gets this leave through a proper channel they can get some paid time off from work to better recuperate.

One key thing to note is that the employee gets this leave according to calendar days and not working days. This means every public holiday or weekend that falls in the sick leave holidays is a part of the calculations.

Employees have the freedom to either take sick leaves in one continuous period or in intermittent fashion if they get ill more than once a year.

The sick leave policies in the UAE give you a structured framework that clearly covers the number of leaves and the salary entitlements. This aims to reduce uncertainty for every party involved.

Eligibility Criteria for Sick Leave in the UAE

The statutory sick leave provisions that the UAE’s labor laws state apply to all employees who work in the private sector. However, to be eligible for sick leave, the employee must be a part of a full-time employment contract.

In some cases, employees with part-time contracts can also get this leave, but in this case, the decision is subject to applicable regulations. 

Employees with fixed-term employment contracts or flexible work arrangements where labor law applies can also get sick leave in the UAE. The leave framework may be a little different for government employees or those who are a part of certain free zone organizations.

These employees need to look into their own company’s sick leave policies to determine whether they follow federal labor laws or have their own employment regulations.

Here are some key points that highlight the eligibility criteria for sick leave in the UAE.

  • Employees become eligible for this leave after they successfully complete the probation period with the company.
  • Employers can voluntarily allow medical or sick leave if the employee is still in the probation period.  
  • Employers may voluntarily provide paid or unpaid medical leave during probation through internal policies.
  • Employees must notify the employer about the leave within three working days. 
  • They also need to provide a medical report to become eligible.
  • Several private or multinational organizations can choose to provide more generous sick leave benefits for their employees after due consideration.
  • According to UAE labor laws, employees cannot get paid sick leave if their illness is the result of substance abuse, misconduct, or deliberate violation of work safety protocols.

Sick Leave Pay Policies in the UAE

Many new employees in the UAE have no idea about sick leave salary policies in the UAE. They assume that after the leave approval, they can get paid leave for the full 90 days. However, this is not the case.

Here is what the UAE labor law says in this regard. Employees are eligible for full pay for the first 15 days, half pay for the next 30 days, and no pay for the remaining 45 days of sick leave in the UAE.

The purpose of this salary structure is to support sick employees during this tough time while keeping some of the financial burden off the shoulders of the employers at the same time.  

This structure encourages employee protection while also helping employers manage long-term workforce costs.

Employees who are also required to work on weekends or public holidays may be entitled to additional time off — learn how compensatory off leave works in the UAE and what the law requires employers to provide.

Additional Key Considerations for Sick Leaves According to UAE Laws

Here are some additional key regulations that both employers and employees must keep in mind when it comes to sick leaves in the UAE.

  • Mandatory Medical Certificate

Every employee who needs to apply for sick leave must obtain a medical certificate from licensed healthcare centers in the UAE. This certificate should mention the employee’s details along with the date of examination.

Another key thing on this certificate is the diagnosis and the leave period that the doctor recommends. You can submit this certificate through the recruitment and human resources services in the UAE that your company works with, or to the internal leave management system.

  • Reporting Your Illness

Another important thing is to report to the employer in a timely manner. For this purpose, you can either inform your HR or call the manager to whom you report on a regular basis.

You can inform them about the recovery time and submit the medical certificate promptly to avoid disputes.

  • Medical Certificate Verification

As an employer, if you have concerns about the authenticity of the medical certificate, you can verify it through lawful procedures. If an employee submits a fraudulent medical certificate, it can result in disciplinary actions or even termination of the employment contract.

Can You Take Sick Leave Without a Medical Certificate in UAE?

Under UAE Labour Law, a valid medical certificate from a licensed healthcare provider is a mandatory requirement to claim sick leave. Without it:

  • The employer has the right to treat the absence as unauthorized leave
  • The employer can deduct the corresponding days from annual leave
  • In cases of repeated absence without documentation, disciplinary action may follow
  • The employer can legally reject the sick leave request

The only exception is if the employer has a more lenient internal policy that allows 1–2 days of sick leave without a medical report. However, this is at the employer’s sole discretion and is not guaranteed by law.

Always obtain a medical certificate from a DHA-licensed clinic, hospital, or government health center to protect your right to sick leave pay.

  • Sick Leave Rejection

If the employee submits an application for sick leave and they follow all the internal as well as external labor law requirements, then the employer has no grounds to reject the sick leave.

The rejection is only possible when the employee doesn’t provide the certificate, or they give you fraudulent documents along with the leave application.

  • Long-Term Illness and Extended Medical Leave

If an employee needs several months of leave due to major medical procedures like cancer treatment or organ transplants, they can first exhaust the 90-day leave and then ask the employee for further relaxation. Employers can grant this leave after considering their company policy or other applicable legal provisions.

  • Termination While on Sick Leave

Employers cannot terminate the employment contract while the employee is on sick leave. However, if the statutory leave duration ends but the employee is still not able to show up for work, the employer has the right to end the contract according to the Labor Laws of the UAE.

The termination of the contract does not result in the forfeiture of end-of-service benefits, unpaid leaves, or accrued leaves. 

  • Sick Leave During Probation

If you are on probation in the UAE, the sick leave policies do not apply in general. However, there are some cases where, if the employer wants, they can grant paid or unpaid sick leave to the employees on probation.

So if you are a new employee who is on a probation period, it is better to either discuss this possibility with the employer or to look at your employment contract for this information.

  • Sick Leave During Notice Period in UAE

If an employee has already resigned and is serving their notice period, they can still fall ill. Here is what the law says:

  • Employees can take sick leave during the notice period
  • Sick leave taken during the notice period does not extend the notice period
  • Pay entitlements still apply: full pay for the first 15 days, half pay for days 16–45
  • If the illness prevents the employee from completing the notice, the employer may choose to waive the remaining notice period
  • Employees cannot use sick leave to avoid serving notice or to extend final settlement timelines

Always review your employment contract, as some companies have internal policies that provide additional provisions for sick leave during the notice period.

  • Sick Leave and Public Holidays

Since UAE sick leave is calculated in calendar days and not working days, public holidays and weekends that fall within an approved sick leave period are counted as part of the sick leave. They do not add extra days to the entitlement.

For example: If an employee takes 10 days of sick leave and 2 public holidays fall within that period, the total deducted from their 90-day entitlement is still 10 days.

  • Does Sick Leave Renew Every Year in UAE?

Yes. The 90-day sick leave entitlement under UAE Labour Law is an annual entitlement — it resets at the start of each employment year. Unused sick leave from one year does not carry forward to the next. Unlike annual leave, sick leave cannot be accumulated, converted to cash, or paid out upon termination or resignation. Employees who do not use their sick leave in a given year simply lose that entitlement for that year.

  • Is Sick Leave Paid Out on Termination or Resignation in UAE?

No. Unlike annual leave, sick leave cannot be encashed or paid out at the end of employment. If an employee resigns or is terminated, any unused sick leave days are forfeited. They do not form part of the end-of-service gratuity calculation.

However, if an employee was on approved sick leave at the time of termination, all dues owed during the sick leave period (full pay / half pay as applicable) must be settled as part of the final settlement.

  • Responsibilities of Employers and Employees

  • Employees

As an employee, you must act honestly when you apply for sick leave in the UAE. The labor laws in the region are strict about medical certifications and the reporting procedures for sick leave. This is why you need to make sure you cooperate with the employer’s requests for lawful documentation. And once you become medically fit, you must return to work immediately, as delaying any further can lead to conflicts down the line.

  • Employers

As an employer, you need to maintain a written sick leave policy in your HR policies and procedures in the UAE. You also need to process the leave requests quickly and fairly. It is also your responsibility to pay the employees what they are due while on leave. And finally, you need to try to keep the medical records of each employee confidential and avoid discriminatory treatment.

Conclusion 

The UAE’s labor laws give a clear framework for sick leave that protects both the rights of the employees and employers. Every employee who is medically unfit to do their job due to some health issue gets about 90 sick leaves per year.

Out of these leaves, about 15 are fully paid, while 30 are half paid. The remaining 45 are unpaid leaves. Employees in the probation period are not eligible for these leaves. Moreover, employees who need these leaves have to submit a timely medical certificate to the company to get approval.

It is important both for employees and employers to learn all there is about sick leave policies in the region. This can help them avoid practices that lead to operational disruptions or contractual disputes down the line.

Visit us at HRSG today to learn more about leave policies in the UAE. We also specialize in HR, recruitment, payroll, and other key people solutions for businesses in the UAE and beyond.

  • Frequently Asked Questions: Sick Leave in UAE

How many sick leaves are allowed in UAE per year?
Employees in the UAE private sector are entitled to 90 calendar days of sick leave per year. The first 15 days are fully paid, the next 30 days are half paid, and the remaining 45 days are unpaid.

Can I take sick leave during probation period in UAE?
No. During the probation period, employees are not entitled to paid sick leave under UAE Labour Law. However, an employer may voluntarily grant paid or unpaid sick leave during probation at their discretion. A valid medical certificate is still required.

Can I take sick leave during my notice period in UAE?
Yes, sick leave is permitted during the notice period. However, it does not extend the notice period, and sick leave pay rules still apply based on your cumulative usage that year.

Does sick leave renew every year in UAE?
Yes. The 90-day sick leave entitlement resets each employment year. Unused sick leave cannot be carried forward, accumulated, or cashed out.

Can an employer reject sick leave in UAE?
An employer can reject sick leave if the employee fails to provide a valid medical certificate, submits a fraudulent document, or does not notify the employer within 3 working days of falling ill. If all legal requirements are met, the employer cannot reject the leave.

Do I need a medical certificate for sick leave in UAE?
Yes. A medical certificate from a licensed UAE healthcare provider is mandatory for sick leave to be approved and paid. Without it, the employer can treat the absence as unauthorized.

What happens if sick leave falls on a public holiday in UAE?
Public holidays and weekends falling within an approved sick leave period are counted as part of the 90-day entitlement, since sick leave is calculated in calendar days, not working days.

Is sick leave paid out on resignation in UAE?
No. Unlike annual leave, unused sick leave is not paid out upon resignation or termination. Only accrued annual leave is encashable at the time of final settlement.

Can an employer terminate an employee on sick leave?
No. Employers cannot terminate an employee during an approved sick leave period. However, once the 90-day entitlement is exhausted and the employee still cannot return to work, the employer may terminate the contract as per UAE Labour Law.

What is the new sick leave law 2026 in UAE?
There are no major amendments to the sick leave law in 2026. The current framework remains under Federal Decree-Law No. 33 of 2021 (Article 31): 90 days per year — 15 days full pay, 30 days half pay, 45 days unpaid. Employers and employees are advised to monitor MoHRE circulars for any updates.

Probation Period in UAE Meaning, Rules & Employee Rights Under Labour Law (2026)

Probation Period in UAE: Meaning, Rules & Employee Rights Under Labour Law (2026)
Probation Period in UAE: Meaning, Rules & Employee Rights Under Labour Law (2026) 800 500 HRSG

UAE’s workforce witnessed a 12.5% increase in 2025 compared to 10.9% in 2024. The Ministry of Human Resources and Emiratisation (MoHRE) reveals that this trend continues into the first quarter of 2026. The growth percentage? 2.5%. Along with the workforce, the number of establishments has increased, too, a positive sign of business expansion.

The government knows exactly how to shape the working conditions here for both employees and employers to retain existing talent and invite more. 

The MoHRE revises and updates its labor laws regularly to stay ahead and adapt to global shifts. One important aspect of these labor laws is the probation period. If you’re someone who wishes to work in the UAE, already has an offer in hand, or is currently on probation, knowing your rights and rules will help you navigate your career better. 

This guide breaks down the meaning, rules, and rights of an employee during probation in the UAE. 

Quick Answer: Probation Period in UAE (2026 — Federal Decree-Law No. 33 of 2021, Article 9)

Rule Detail
Maximum duration 6 months
Minimum duration Not specified by law (typically 1–3 months)
Extension allowed No — cannot exceed 6 months
Second probation (same employer) Not permitted
Employer notice to terminate 14 days (written)
Employee notice (leaving UAE) 14 days (written)
Employee notice (joining another UAE company) 30 days (written)
Paid sick leave during probation Not entitled — unpaid only
Annual leave during probation Permitted — subject to employer approval
Gratuity during probation Not eligible — requires 1 full year of service
Work permit ban for not serving notice 1 year (exceptions apply)

Legal basis: Article 9, Federal Decree-Law No. 33 of 2021

What Is the Probation Period?

Probation period is a “trial” employment period at the beginning of a new role. It allows the employer and employee to see if they can work together. The employer has the chance to assess the employee’s skills, performance, and fit. The employee, on the other hand, has the chance to see if the role meets their expectation. 

Article 9 of Federal Decree-Law No. 33 of 2021 oversees various aspects of the probation period, like the duration, restriction, and termination. 

Duration of Probation

The maximum duration of probation allowed by law is 6 months. Although there is no minimum period specified, it is usually 1 to 3 months. Your employer cannot extend your probation beyond 6 months because it is prohibited by law. The same employer cannot ask you for a second probation. 

Once you successfully complete your probation, your employer will have to count these 6 months as part of your service towards the company. 

Term  Law 
Maximum probation  6 months 
Minimum probation  Not specified (1-3 months)
Extension of probation period  Not allowed 
Second probation by the same employer  Not allowed 

Employer’s Rights During Probation

The employer has the right to:

  • Assess the employee’s skills. 
  • Terminate the employee with a written notice.
  • Comply with necessary labor laws. 

The employer also has to give necessary training to the employee and supervise their work to help them perform better. 

Employee’s Rights During Probation

Employees have the right to:

  • Receive basic salary 
  • Be treated equally 
  • Enjoy legal protection from unfair termination and exploitation

If your employer fails to comply with the rules, you can file a complaint against them. 

Salary During Probation Period in UAE

Employees on probation in the UAE receive the same basic salary and contractual allowances as permanent employees. There is no legal provision for a reduced salary during probation — whatever salary was agreed upon in the employment contract must be paid in full from day one.

This includes:

  • Basic salary as stated in the contract
  • Housing and transport allowances (if applicable)
  • Overtime pay if the employee works beyond regular hours
  • Other contractual benefits specified in the offer letter

What employees on probation are not entitled to:

  • Paid sick leave (sick leave is granted at the employer’s discretion and may be unpaid)
  • Guaranteed annual leave (can be taken subject to employer approval)
  • End-of-service gratuity (requires 1 full year of completed service)

Termination Rules During Probation

Termination during probation is very simple. 

For Employers

The employer requires no specific reason to terminate an employee. However, they do need to give a notice 14 days in advance. If the employee feels they have been wrongfully terminated, they can go to the MoHRE for support. 

For Employees

As an employee, you too have to give a 14-day notice period if you’re leaving the country. If you happen to come back within 3 months and join a new employer, your new employer will have to reimburse the original employer’s hiring costs.

What if you want to resign and join another company “without” leaving the UAE? 

In this case, you’ll have to serve a 30-day notice period (in writing). Your new employer will have to compensate for the visa and recruitment costs paid by the old employee, unless agreed otherwise. 

There’s the catch! If an employee signs a contract stating they’ll bear the cost of hiring and visa upon resignation during probation, their old employer has the right to request compensation. 

Important: According to the recent changes, if you do not give a written notice, you can face a one-year ban on your new work permit. 

Termination by  Condition  Notice Period 

(notice served in writing)
Employer  On fair grounds  14 days 
Employee Wants to leave the UAE  14 days 
Employee  Resign and work for new company  30 days 

What Happens If Termination Occurs Without Notice?

If either party terminates the employment without following the notice requirement, the terminating party must compensate the other. The compensation amount equals either:

  • The employee’s salary for the full notice period, or
  • The salary for the remaining notice period not served

whichever is applicable. If an employer terminates abruptly without grounds during probation, the employee can file a complaint with MoHRE at 800-60 or through the MOHRE app. Wrongful termination during probation does not forfeit the employee’s right to wages earned and any contractual entitlements accrued up to the termination date.

Work Permit Ban on Resignation During Probation — Who Is Exempt?

If you resign during probation without serving the required notice, you face a 1-year ban on your new UAE work permit. The following categories are exempt from this ban:

Employee Category Exempt from Ban?
Family-sponsored residency visa holders Yes
UAE Golden Visa holders Yes
Employees with a UAE national sponsor Yes
Employees applying to the same employer for a new permit Yes
Government-required profession/skill holders Yes
All others who do not serve notice No — 1-year ban applies

Leaves During Probation

Can you take a leave during your probation? Yes, you can. Will you get paid for it? Maybe not. 

Sick Leaves

As per the UAE law, employees who are on probation do not get any sick leave. You can call in sick, but these leaves will be considered “unpaid” and lead to a loss of pay. 

Your employer may still give you partially paid leave, depending on their internal policy. However, you will need to show a valid medical certificate for approval. 

Annual Leaves

By law, you can use some of your annual leave during the probation period as per the contract. However, your employer has to “approve” it. They can choose to deny it. 

Gratuity

Employees are eligible for gratuity or end-of-service benefits only after they complete 1 year of service. You can use a gratuity calculator to calculate the same. Your probation is considered in your service term if you complete it successfully. 

If you resign during probation, you will be eligible for compensation for the time you’ve worked. You can also receive payment for any unused annual leave earned during the probation period. 

Can the Probation Period Be Extended in UAE?

No. The probation period cannot be extended beyond 6 months under any circumstances as per Article 9 of Federal Decree-Law No. 33 of 2021. If an employer informally extends your probation or asks you to continue without converting to permanent status past the 6-month mark, this is considered a violation of UAE Labour Law.

Additionally:

  • The same employer cannot place you on a second probation for the same role
  • If you change roles within the same company, a new probation may be agreed upon, but it must still not exceed 6 months in total from the date of the role change
  • If a contract is renewed or extended after completion, no new probation period can be imposed for the same job

If you are being held on extended probation beyond 6 months, approach MoHRE immediately.

Final Word

UAE’s probation laws ensure fair practice by both the employees and the employers. Your employer is responsible for clearly stating all the terms in your contract, complying with payroll and wage systems (Wage Protection System), and being transparent.  

As an employee, it is your duty to check the contract thoroughly before signing, understand all terms, and follow the protocols. If you feel you’ve been wronged by your employer, you can approach the MoHRE to resolve the matter. 

Frequently Asked Questions

What is the probation period in UAE?
The probation period in the UAE is a trial employment phase at the start of a new role, regulated by Article 9 of Federal Decree-Law No. 33 of 2021. It cannot exceed 6 months. During this period, both employer and employee assess whether the working relationship suits them.

How long is the probation period in UAE?
The maximum probation period in the UAE is 6 months. There is no legally defined minimum, though most companies set it at 1–3 months. The period cannot be extended beyond 6 months, and the same employer cannot impose a second probation period.

What is the notice period during probation in UAE?
If the employer terminates the employee during probation, they must give 14 days’ written notice. If the employee resigns and is leaving the UAE, they must give 14 days’ notice. If the employee resigns to join another company in the UAE, they must give 30 days’ written notice.

Can I take sick leave during my probation period in UAE?
No. Employees on probation are not entitled to paid sick leave under UAE Labour Law. Absences due to illness during probation are treated as unpaid leave. Some employers may grant discretionary sick leave based on their internal HR policy, but this is not a legal right.

Do I get paid during my probation period in UAE?
Yes. Employees receive their full contractual salary and allowances during probation — the law does not permit a reduced salary during the probation period. What you don’t receive are end-of-service gratuity entitlements, as those require at least 1 full year of service.

Can my employer terminate me during probation without reason?
Yes. Under UAE Labour Law, employers do not need to provide a specific reason for terminating an employee during probation. However, they must give 14 days’ written notice. If you believe the termination was arbitrary or discriminatory, you can raise a complaint with MoHRE.

Can the probation period be extended in UAE?
No. The probation period cannot exceed 6 months under any circumstances. An employer cannot unilaterally extend it or impose a second probation on the same employee for the same role.

What happens if I resign during probation and don’t serve the notice period?
If you resign without serving the required notice (14 or 30 days, depending on whether you’re leaving the UAE or staying), you may face a 1-year ban on your new UAE work permit. Certain categories — golden visa holders, family-sponsored residents, and employees in government-required professions — are exempt from this ban.

Am I entitled to annual leave during probation?
You may take annual leave during probation if it is mentioned in your contract and your employer approves it. Employers have the right to deny annual leave requests during the probation period.

Does the probation period count toward gratuity in UAE?
Yes. If you successfully complete your probation and reach 1 full year of service, the probation months are included in the gratuity calculation. However, if you leave before completing 1 year of total service, you are not entitled to end-of-service gratuity.

Resolving Labor Disputes in the UAE

Resolving Labor Disputes in the UAE: Key to a Healthier, Stronger Workplace Culture
Resolving Labor Disputes in the UAE: Key to a Healthier, Stronger Workplace Culture 800 500 HRSG

UAE is touted for its highly skilled labor. According to the Global Labour Resilience Index (GLRI) 2024, the UAE has the highest labor resilience of all Arab countries. Not only that, it is one of the top choices for working professionals.

When you are attracting immense global talent, you are also responsible for the quality of the work environment. The UAE recognizes it and takes it very seriously. The Federal Decree-Law No. 33 of 2021 (Regarding the Regulation of Employment Relationship and its amendments), also known as the UAE Labor Law, governs the rights of employees in the private sector. It applies to all the employees working in the UAE, regardless of whether they are UAE nationals or expatriates. 

These laws also help the company, employees, and officials resolve labor disputes. How? We will tell you all about it in this blog. 

UAE Labor Law

The UAE Labor Law came into effect on 2nd February 2022, repealing the previous Federal Law No. 8 of 1980. It governs the employer-employee relationship in the private sector, protecting both the parties. The law covers matters relating to the following:

  • Working hours
  • Overtime
  • Leaves
  • Vacation and public holidays
  • Employing juveniles
  • Employee records
  • Safety standards
  • Minimum wage
  • Termination of employment
  • End-of-service gratuity payments
  • Work injuries and more

Significant Changes to the Labor Law You Need to Know

The new labor laws have brought about significant changes. Below is a brief overview of the same:

  • Employers may continue to give the employee up to 2 months’ salary during employment disputes. 
  • If the dispute is not resolved within 14 days, the Ministry of Human Resources and Emiratisation (MOHRE) can refer the matter to a competent court.
  • Employers can now hire employees for remote work with a mandatory written agreement.
  • If the claim value is under Dh 50,000, MOHRE has the power to make binding decisions. If it exceeds, the body will act as a mediator or refer the case to a competent court.
  • Employees have a 2-year period post their termination to file labor claims. 
  • The penalty for violations by employers has increased.
  • Female employees now have 60 days of maternity leave.
  • Emiratization has increased for companies.
  • Employee non-compete clauses now must be necessary and limited in scope as well as duration. 

There are some more changes to the labor law. For more detailed insight, read our blog UAE Labor Laws 2025: All the Key Details You Need to Know. 

Resolving Disputes

Despite the best efforts from the government, it is quite natural for disputes to occur between both employers and employees. The question we should be asking is: How do you resolve labor disputes in the UAE?

There are three laws governing labor disputes in the UAE. They are:

  • Federal Decree-Law No. 33 of 2021 — Regulation of Labour Relations in the Private Sector
  • Cabinet Resolution No. 1 of 2022 on the Implementation of Federal Decree-Law No. 33 of 2021 — Regulation of Labour Relations
  • Ministerial Resolution No. 47 of 2022 — Settlement of Labor Disputes and Complaints Procedures.

Let’s take a closer look at what the process looks like. 

To begin with, both parties have an equal chance to file a labor complaint with the Ministry of Human Resources and Emiratisation (MOHRE). These complaints are then settled amicably or referred to a competent court by the MOHRE.

Federal Decree-Law No. 33 of 2021

According to Article 54 of this decree-law, the following guidelines are set:

  • During a dispute, if any of the parties is entitled to the resulting result, they must submit a request to the Ministry. 
  • If an amicable (friendly) settlement is not achieved within 14 days, the Ministry will refer it to a competent court. Along with it, the Ministry will provide a memorandum that will state the following things — [a] a dispute summary, [b] arguments of both parties, and [c] the Ministry’s recommendation. 
  • The court is required to fix a hearing and notify the parties within 3 days from the date of receiving the complaint.
  • Penalties or any relevant action against the employer will only be taken after the dispute is settled or resolved by law. 
  • If the dispute leads to the suspension of the employee’s wages as per the regulations, the Ministry may not use its power to direct the employer to pay the wage for a maximum of 2 months.
  • The Ministry has the power to implement other administrative measures on the establishment to avoid the individual dispute turning into a collective labor dispute.

Additionally, Article 55 exempts the workers or their heirs from paying a judiciary fee for litigation and execution at all levels if the dispute claim is under AED 100,000.

labor dispute Resolved in UAE

Ministerial Resolution No. 47 of 2022

Ministerial Resolution No. 47 of 2022 guides workers who have submitted a labor complaint to the labor court. Here’s what it states:

  • Once the MOHRE approves the referral to the judiciary, the worker must register the labor complaint with the court within 14 days. 
  • Workers need to refrain from working for another employer unless they have a temporary work permit from the Ministry
  • If the labor lawsuit results in the termination of the working relationship, the worker needs to submit a request to cancel the original work permit within 14 days from the date the final judgment is passed.
  • If the final judgment results in cessation of work, the worker’s work permit will be canceled after 6 months from the date of complaint referral to the court.

Filing Labor Complaints  

There are three ways the employee or the employer can file a complaint and track it. 

Via Website

  • Visit the official MOHRE website. 
  • On the menu tab, find ‘Services.’ 
  • From the dropdown menu, click on ‘Add Complaint.’
  • The Add Complaint screen will open. 
  • Fill in the relevant details. Choose wisely from the dropdown list that appears for ‘Complaint type.’
  • Submit the form

If you wish to use the mobile app, you can do that as well by following the same process. When you submit the complaint, a Twa-fouq Centre legal advisor will contact you within 72 hours. 

You will receive the transaction number as well. Use it to track the status of your complaint in the MOHRE Inquiry Services section. 

Call Centre

Alternatively, you can get assistance from the MOHRE call center. Dial 600-5900-00 to file a complaint. Here, a customer care representative will guide you and help resolve your complaint. They may forward it to the Department of Complaints and Advice if they are unable to resolve it. You will be assisted in filing an official complaint for legal action. 

Twa-fouq Service Centres

As we said, the UAE government takes great care of its employers and employees. The Twa-fouq Service Centres are evidence. These centers are licensed by the MOHRE and function under its direct supervision. Their primary role is to help the parties reach an amicable solution, investigate the complaint, and make suggestions to the Ministry for approval. Additionally, they offer legal advice if you’re unaware of your rights. The good part is that they deliver these services in Arabic, Urdu, and English. 

Conclusion 

UAE has established a very strategic and convenient system for employers and employees to register complaints and resolve labor disputes. They have also provided additional support in the form of Twa-fouq Service Centres to make the entire process easier. 

Furthermore, the deadlines for resolving disputes for all parties involved and MOHRE’s powers in case of dispute settlements are aimed at finding a solution as soon as possible.

That being said, there’s a chance to avoid disputes by following all the protocols laid down by the government, designing fair policies, and having strong HR operations in place. 

We at HRSG support companies with powerful HR processes. These include support for tasks such as workforce administration, payroll & compliance services, attendance & leave management, benefits administration, travel & expense management, HR helpdesk, talent management services, recruitment, performance, onboarding, compensation, and more.

We help you rewire your organization with a new, more connected model that leaves no space for miscommunication or misalignment. Connect with us today for actionable results.

KSA Labor Laws 2025

KSA Labor Laws 2026: A Comprehensive Guide for Employees and Employers
KSA Labor Laws 2026: A Comprehensive Guide for Employees and Employers 800 500 HRSG

At a Glance: Saudi Labor Law 2026

Saudi Arabia’s labor law, formally issued under Royal Decree M/51, governs all employment relationships in the Kingdom. The most recent amendments, passed in 2024 and enforced from 2025 onward, affect 38 articles of the law, delete 7, and introduce 2 new ones. Key facts for 2026:

  • Minimum age: 21 for males, 22 for females. Individuals under 15 cannot enter a workplace.
  • Working hours: 8 hours per day, 48 per week. Reduced to 6 hours per day during Ramadan.
  • Maternity leave: Extended from 10 weeks to 14 weeks.
  • Probation period: Up to 180 days (previously 90 days).
  • Termination notice (fixed contract): 30 days from the employee, 60 days from the employer.
  • End-of-service: Half a month’s salary per year for the first 5 years, then one full month per year.
  • Saudization (Nitaqat): Businesses with over 100 employees must maintain at least 30% Saudi nationals.
  • Digital contracts: All employment contracts must now be registered electronically via the Qiwa platform.
  • Wage Protection: Employers must comply with the Wage Protection System (WPS) for timely monthly salary payments.
  • Expatriate contracts: If no duration is specified, the contract defaults to 1 year from the start date, with automatic annual renewal.

The labor laws of the Kingdom of Saudi Arabia (KSA) set out the rules and regulations that govern every employment relationship within the country. Originally issued by Royal Decree M/51 in September 2005, the law has been amended multiple times, with the most significant recent changes arriving in 2024.

These amendments support Saudi Arabia’s Vision 2030 by modernizing the labor market, strengthening worker protections, and expanding the use of digital HR infrastructure. For both employers and employees operating in KSA, understanding these changes is no longer optional — non-compliance carries financial penalties and can result in the non-renewal of work permits.

This guide covers everything you need to know about Saudi labor law in 2026: what has changed, what remains the same, and what it means for your business or career.

What Is New in Saudi Labor Law in 2026

Beyond the 2024 amendments to the core labor law, 2026 has brought additional enforcement measures and sector-specific updates:

1. Digital Employment Contracts via Qiwa

All employment contracts in Saudi Arabia must now be digitally documented through the Qiwa platform, the Ministry of Human Resources and Social Development’s (MHRSD) official digital portal. Contracts not registered on Qiwa are not legally enforceable, exposing employers to significant compliance risk.

2. Domestic Workers: Electronic Salary Payments

A significant 2026 update for domestic workers is the mandatory shift to electronic salary payments. Cash payments to domestic workers are now prohibited. Employers must pay salaries through a traceable electronic method registered under the Wage Protection System.

3. Wage Protection System (WPS) and GOSI Integration

The Wage Protection System (WPS) mandates that all employees receive their salaries on time and through verified channels. In 2026, WPS is now strictly integrated with GOSI (General Organization for Social Insurance), meaning salary delays or irregularities can directly affect an employer’s GOSI compliance status.

4. First-Violation Settlement Mechanism

In January 2026, the MHRSD issued a decision establishing a formal settlement mechanism for first-time Labor Law violations. Employers who commit a violation for the first time may be offered a structured settlement process rather than immediate penalties, provided they rectify the issue within the defined timeframe. Repeat violations still carry full penalties.

5. Updated Saudization Quotas by Sector

Saudization targets have been updated for specific sectors. Marketing roles now require 60% Saudi nationals, while private-sector dental professionals must meet a 55% Saudization quota. Employers in these sectors should review their current workforce composition immediately.

Vision 2030 and Its Role in Shaping KSA Labor Law

Vision 2030 is Saudi Arabia’s national strategy to reduce dependence on oil, diversify the economy, and improve the quality of life for its citizens. Labor law reforms are a direct instrument of this vision, aimed at attracting foreign investment, increasing Saudi workforce participation, and building a more structured, professional employment environment.

The Vision Realization Programs driving these changes include:

  • Fiscal Sustainability Program
  • Public Investment Fund Program
  • Financial Sector Development Program
  • Human Capability Development Program
  • National Industrial Development and Logistics Program

Core strategic goals include expanding private sector partnerships, developing the skills of Saudi nationals, and positioning the Kingdom as a global economic hub connecting Asia, Europe, and Africa.

Minimum Working Age Under Saudi Labor Law

Saudi Arabia enforces strict age limits for employment under Royal Decree M/51, applying to all workers regardless of nationality:

Age Group Employment Status
Under 15 Cannot work or enter a workplace in any capacity
15 to 17 (Minors) May work in limited roles; prohibited from hazardous work
18 to 20 May work in general roles; adult protections apply
21 and above (Males) Minimum age for standard employment
22 and above (Females) Minimum age for standard employment

Any employee under the age of 18 is classified as a minor and cannot be assigned to roles that endanger their health, safety, or moral wellbeing. This applies regardless of the employer’s size, sector, or the nationality of the worker.

Working Hours, Overtime, and Leave Entitlements

Standard Working Hours

  • Daily maximum: 8 hours per day
  • Weekly maximum: 48 hours per week
  • During Ramadan: Reduced to 6 hours per day and 36 hours per week for Muslim employees

Rest Periods

Employees are entitled to a minimum 30-minute break after every 5 consecutive hours of work. This break may be used for rest, prayer, or meals.

Overtime Pay

Any hours worked beyond the standard limit qualify as overtime. Overtime must be compensated at 1.5 times the regular hourly wage. With mutual written agreement, employers and employees may substitute overtime pay for equivalent paid time off.

Weekly Rest Day

All employees are entitled to one full day of rest per week. Friday is the official weekly rest day in Saudi Arabia, though businesses may designate an alternative day by prior arrangement.

Annual Leave

Length of Service Annual Leave Entitlement
1 to 5 years 21 days of paid leave per year
Over 5 years 30 days of paid leave per year

Sick Leave

Employees may take up to 30 days of fully paid sick leave per year with a valid medical certificate. An additional 60 days may follow at reduced pay, typically ranging from one-third to three-quarters of the regular salary, depending on the employment contract and applicable regulations.

Maternity Leave

Maternity leave has been extended from 10 weeks to 14 weeks under the 2024 amendments. All female employees are entitled to this regardless of their role, salary, or nationality.

Paternity Leave

Male employees are entitled to 3 days of paid paternity leave following the birth of a child.

Bereavement Leave

3 days of paid bereavement leave are provided in the event of the death of a spouse or a relative.

Public Holidays

Employees are entitled to paid leave on all 5 officially recognized public holidays in the Kingdom.

Hajj Leave

Muslim employees who have completed a minimum of 2 years of continuous service with the same employer are entitled to 10 to 15 days of paid leave to perform the Hajj pilgrimage. This entitlement applies once per employment tenure.

Read our blog on Leaves in Saudi Arabia

Ministry of Human Resources and Social Development KSA

Saudization (Nitaqat): 2026 Rules and Quotas

Saudization, locally known as Nitaqat, requires businesses operating in Saudi Arabia to employ a set proportion of Saudi nationals within their workforce. The 2024 amendments reinforced this policy and the 2026 sector-specific updates have tightened requirements further.

How Saudization Quotas Are Determined

Each business’s quota depends on three factors:

  1. The classification and type of the business
  2. The total size of the workforce
  3. The current percentage of Saudi nationals already employed

Current General Saudization Requirements

Business Size Saudization Requirement
5 or fewer employees At least 1 Saudi national
International companies A Saudi national must hold a role alongside the general manager
More than 100 employees Minimum 30% Saudi nationals in the workforce

2026 Sector-Specific Quotas

Sector Saudization Target
Marketing roles 60%
Private-sector dental professionals 55%

Non-compliance with Saudization requirements gives the Ministry grounds to refuse renewal of an employer’s work permit under the updated Article 35.

Digital Contracts and the Qiwa Platform

One of the most operationally significant changes for employers in 2026 is the mandatory digital registration of all employment contracts through the Qiwa platform. Qiwa is the MHRSD’s official digital HR portal for both private sector employers and their workers.

What this means in practice:

  • All new employment contracts must be created and signed digitally via Qiwa
  • Existing paper contracts that have not been digitally registered are at risk of being deemed unenforceable
  • Both the employer and the employee must have verified Qiwa accounts for the contract registration to be valid
  • The Qiwa platform also handles work permit renewals, employee transfers, and labor dispute filings

Employers managing large expatriate workforces should prioritize migrating all employment documentation to Qiwa to avoid compliance issues.

Probation Period

If a probation period applies to a new employee, it must be explicitly stated in the employment contract. The maximum duration of any probation period is 180 days, up from the previous 90-day limit.

Under the old law, extending probation beyond 90 days required a separate written agreement. The new 180-day cap consolidates this into a single contractual provision, giving employers more time to assess a new hire’s performance before the full protections of a permanent contract apply.

Termination of Employment

Grounds for Termination

Under Saudi labor law, an employment contract may be terminated in the following circumstances:

  • Contract expiry: The agreement ends on its stated date unless explicitly renewed
  • Mutual consent: Both parties agree in writing to terminate the contract early
  • Bankruptcy: A new provision introduced in the 2024 amendments allows for termination upon the issuance of a final court bankruptcy order
  • Disciplinary grounds: Subject to the procedures outlined in the labor law and internal HR policies

Notice Periods

Contract Type Employee Notice Employer Notice
Fixed-term 30 days 60 days
Indefinite 15 days 30 days

January 2026 Settlement Mechanism

For first-time violations of the Labor Law, the MHRSD introduced a formal settlement pathway in January 2026. Employers committing a violation for the first time may apply for a structured settlement instead of receiving an immediate penalty, provided the issue is corrected within the specified timeframe. This does not apply to repeat violations.

Renewal of Employer’s Work Permit

Previously, the Ministry could only refuse to renew a work permit if the employer violated Saudization requirements. The amendment to Article 35 expands this — the Ministry may now refuse renewal for any violation of the broader Regulations, not just Saudization.

Critically, the new rules protect workers in cases of non-renewal. A worker’s services may be transferred to another employer without the consent of the non-compliant original employer, ensuring the worker is not penalized for their employer’s violations.

Regulations for Non-Saudi and Expatriate Workers

Contract Duration

If a non-Saudi worker’s contract does not specify a duration, the contract is now treated as a 1-year agreement from the date the worker begins their duties. At the end of that year, if employment continues, the contract automatically renews for another 1-year term.

This replaces the previous rule, which tied the contract duration to the validity of the work permit.

Scope of Work

Employers cannot deploy non-Saudi workers in any role other than the one listed on their work permit. Expatriate employees cannot change their profession without following the formal legal process through the MHRSD.

Iqama and Residency

For expatriates, the iqama (residency permit) must remain valid for the duration of employment. Work permits and iqama renewals are tied to employer compliance, including Saudization adherence and Qiwa registration. Iqama violations can result in fines for both the employer and the employee.

Domestic Workers: 2026 Updates

Domestic workers in Saudi Arabia are covered by separate domestic worker regulations but remain subject to many provisions of the broader labor framework. Key 2026 updates for domestic workers:

  • Electronic salary payments are mandatory. Cash payment of wages to domestic workers is now prohibited.
  • All payments must go through a traceable electronic channel registered under the Wage Protection System.
  • Domestic helper salaries vary depending on the worker’s nationality, experience, and the terms of the employment contract. General market rates in 2026 range from SAR 400 to SAR 1,500 per month depending on the role and arrangement.

Employers of domestic workers who fail to comply with the electronic payment requirement face penalties under the updated WPS enforcement framework.

Training and Development Obligations

Before the 2024 amendment, employers were required to “prepare” their Saudi employees to eventually replace non-Saudi workers, and were required to maintain a formal list of those replacements.

The new amendment replaces “prepare” with “develop a policy to train and qualify,” reflecting a more structured approach to workforce development. The requirement to keep a replacement list has been removed, with the Regulations now governing the relevant provisions.

End-of-Service Gratuity

All qualifying employees are entitled to an end-of-service gratuity calculated as follows:

Service Period Gratuity Rate
First 5 years Half a month’s salary per year of service
Beyond 5 years One full month’s salary per year of service

The calculation applies to the final basic salary and must be paid upon termination, resignation, or contract expiry, subject to the conditions defined in the law.

Women’s Employment in Saudi Arabia

Saudi Arabia has expanded employment opportunities for women significantly as part of Vision 2030. Key protections for female employees under the 2026 labor law framework include:

  • Minimum working age of 22 years
  • Entitled to 14 weeks of paid maternity leave
  • Cannot be assigned to roles that endanger their health, safety, or moral wellbeing
  • Entitled to the same annual leave, sick leave, and overtime protections as male employees
  • Dress code guidelines apply for workplace environments

The government’s target is to raise female labor force participation substantially, and recent Saudization quota updates in sectors such as healthcare and education actively promote female hiring.

Frequently Asked Questions

What is Royal Decree M/51? Royal Decree M/51 is the official legal designation of the Saudi Labor Law, first issued in September 2005. It governs all employment relationships in the private sector in the Kingdom of Saudi Arabia and has been amended multiple times, most recently in 2024.

What are the new Saudization rules for 2026? The 2026 updates include sector-specific quotas — marketing roles now require 60% Saudi nationals and private-sector dental roles require 55%. The general quota of 30% for businesses with more than 100 employees remains in place. Non-compliance can result in work permit non-renewal.

What are the new rules for foreign workers in Saudi Arabia? Expatriate workers must have their contracts registered digitally via Qiwa. If no contract duration is specified, the default term is 1 year from the start date with automatic annual renewal. Employers cannot assign expatriates to roles outside their work permit designation.

What are the new iqama rules in Saudi Arabia? Iqama renewals are tied to employer compliance with Saudization requirements and Qiwa registration. In 2026, iqama violations attract fines for both the employer and the employee. Workers whose employer’s work permit is not renewed can have their iqama transferred to a new employer without the original employer’s consent.

How does the Qiwa platform affect employers? All employment contracts must be digitally registered on Qiwa. Contracts not on the platform are not legally enforceable. Employers must also use Qiwa for work permit renewals and employee transfers.

What is the Wage Protection System (WPS)? The WPS is an electronic salary monitoring system that ensures employees are paid on time through verified channels. In 2026, WPS is integrated with GOSI. Non-compliance affects both the employer’s GOSI status and their ability to renew work permits.

Conclusion

Saudi labor law in 2026 combines long-standing regulations under Royal Decree M/51 with meaningful recent amendments that are changing how employment relationships are managed across the Kingdom. The shift to digital contracts via Qiwa, updated Saudization sector quotas, and tighter Wage Protection System enforcement mean that staying compliant now requires more structured HR systems than before.

Whether you are an employer navigating Saudization requirements or an employee seeking clarity on your rights around leave, overtime, or end-of-service gratuity, a clear understanding of the current framework is essential.

If you need support with HR operations, employment contracts, or labor law compliance in Saudi Arabia, HRSG can help. Our cloud-based HRMS platform, Octofy, provides AI-powered HR and payroll solutions, tailored talent consulting, and workforce management tools designed for businesses operating in the GCC.

 

UAE Labor Laws 2026

UAE Labour Law 2026: Key Changes Every Employer & Employee Must Know
UAE Labour Law 2026: Key Changes Every Employer & Employee Must Know 800 500 HRSG

The UAE is well-known for its advanced approach to everything, including its labor laws. The government’s ability to stay ahead of the curve and meet the changing demands of the employees as well as the employers makes it one of the top destinations for building a global career. 

This year, the UAE has made significant amendments to its UAE Labor Laws intending to modernize and enhance various aspects of employment for both parties involved. What are these changes? Here’s a breakdown of all the fundamental changes for you and what they mean.

UAE Labor Laws 

The UAE Labour Law is governed by Federal Decree-Law No. 33 of 2021, which replaced the previous Federal Law No. 8 of 1980 and has been further amended by Federal Decree-Law No. 9 of 2024, effective from August 31, 2024. It applies to all private sector employees in mainland UAE and most free zones — with the exception of DIFC and ADGM, which operate under their own employment frameworks.

Here are some of the critical changes that have come through:

1. Salary During Employment Disputes 

According to this change, the employer may have to continue giving their employees salary for up to 2 months while any employment disputes are being resolved. Moreover, if the dispute isn’t settled within 14 days, The Ministry of Human Resources and Emiratisation (MOHRE) has the power to refer the dispute to a competent court. 

The idea is to provide financial stability to the employees during lengthy disputes and give them more power. 

2. Flexible Working Arrangements 

Previously, only full-time working employment was allowed in the UAE. Part-time working arrangements were introduced in 2019. However, it is now that employers can hire employees for temporary, flexible, remote working, and job-sharing roles. Moreover, they have the option of compressed workweek options. 

Additionally, some of the key requirements of remote work provisions include:

  • Mandatory written agreement 
  • Specific working hours 
  • Data security protocols 
  • Guidelines on performance monitoring

3. Revised Claim Value for Disputes

If the labor dispute claim value is under Dh 50,000, then The Ministry of Human Resources and Emiratisation (MOHRE) has the power to make binding decisions. If it exceeds the said amount, the MOHRE will continue acting as a mediator and may refer it to a competent court. This is done to streamline the disputes based on monetary values. 

4. MOHRE Decisions Are ‘Writ of Execution’

With this amendment, the decisions of The Ministry of Human Resources and Emiratisation (MOHRE) become legally enforceable, strengthening the body’s authority. 

MOHRE UAE Labor Laws

5. Extended Time for Labor Claims 

As per earlier labor laws, the employees had 1 year from the date of termination of the employment relationship to file a labor claim. Post amendments, employees now have a 2-year time frame from their date of termination to file any labor claims against their previous employer. 

6. Increased Penalty for Violations by Employers 

Besides having to pay wages for up to 2 months during a dispute, the amendments to the labor laws have increased the penalty for employer violations. These penalties can be anywhere ranging from AED 100,000 and AED 1 million, depending on the severity of the violation.

7. Extended Maternity Leaves 

Maternity leave is 60 days total: 45 days fully paid followed by 15 days at half pay. Employees may also take additional unpaid leave of up to 100 days with medical proof. Working mothers are entitled to two 30-minute nursing breaks daily for six months after birth. These protections apply even in cases of summary dismissal.

8. Increase in Emiratization 

For companies with 50 or more employees, the Emiratization rate increased to 2% per year across skilled job categories. This is in addition to sector-specific targets in banking, insurance, financial services, and telecommunications. The penalty for non-compliance is AED 6,000 per unfilled Emirati quota position per month. For a company missing its target by five positions, that equals AED 30,000 in monthly penalties — a significant escalation from the AED 108,000 annual figure previously cited.

9. Non-Compete Restrictions

The latest amendments include specific rules for employee non-compete. The non-compete clauses must be necessary and limited in scope and duration. The new law states that the non-compete can exceed a duration of 2 years. Moreover, employees need to be compensated for agreeing to the non-compete clauses, which must be paid during the period the clauses are in effect.

Moreover, the employee can challenge the non-compete clauses if they are too restrictive or unreasonable. In such a situation, the labor court can review and invalidate the clause if deemed necessary. 

10. New Leave Categories

Three new leave categories now apply under the amended law:

Study Leave: 10 working days per year for employees with 2 or more years of service with the same employer. Whether this leave is paid or unpaid should be clarified in the employment contract.

Compassionate Leave: 5 days paid leave on the death of a spouse; 3 days paid leave on the death of a parent, child, sibling, grandparent, or grandchild.

Hajj Leave: 30 days unpaid leave, available once per employment period for eligible employees.

How Can Employers Adhere to New Labor Laws?

Step 1 is ensuring that you adhere to new labor laws in 2025 and meet international standards to learn about their nitty-gritty in detail. Once you are equipped with all the knowledge, step 2 would be to review your existing employee contracts and make necessary changes to them to reflect the latest practices. 

Consider including clauses for flexible working arrangements, salary continuation, and other aspects. As an employer, you need to develop clear policies addressing important topics such as harassment prevention, discrimination, as well as non-compete. Finally, informing your employees about the significant changes will help you stay compliant. 

Conclusion

The new labor law focuses on further fine-tuning the work environment in the UAE, giving employees more power and helping employers retain top talent. It is aimed at creating a positive and fair work environment, which is globally appreciated and enhances a company’s reputation in the market.

If you need assistance in your HR operations or help with navigating the employee agreements, you can contact HRSG. Our cloud-based HRMS platform (Octofy) offers a comprehensive suite of services to streamline and enhance business operations. From AI-powered HR and payroll solutions to tailored talent consulting and rewards strategies, Octofy optimizes workforce and financial management.

Image showing labor laws for HR professionals

Understanding Labor Laws and Compliance Requirements in Pakistan: A Guide for HR Professionals
Understanding Labor Laws and Compliance Requirements in Pakistan: A Guide for HR Professionals 602 422 HRSG

The labor laws of Pakistan hold significant importance in regulating the relationship between employers and employees, ensuring equitable treatment and protecting workers’ rights. For HR professionals, comprehending these labor laws and compliance requirements is pivotal to managing human resources efficaciously and establishing a legally compliant workplace. Through this blog, we aim to delve into the fundamental facets of employment regulations in Pakistan, offering invaluable insights for HR professionals striving to align their workplace policies with the national labor laws.

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