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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.

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

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 the 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.

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 about the illness. For this purpose, you can either inform your HR or call the manager 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.

  • 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.

  • 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.

Concussion 

The UAE’s labor laws give a clear framework for sick leaves 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 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.

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 Glance

  • The probation period cannot exceed 6 months. 
  • Your employer can terminate you during probation with a 14-day notice period in writing. 
  • Employees can terminate with 14 days’ notice if they’re leaving the UAE. 
  • You will have to serve a 30-day notice in writing if you want to leave your current employer and join another company in the UAE during your probation. 
  • Employees cannot take “paid” sick leave on probation. 
  • Some employees are exempted from a 1 year work permit ban upon resignation. 

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. 

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 

Who Will Not Receive a Permit Ban?

Certain categories of employees are exempted from a one-year ban on the new work permit if they fail to serve the notice period. These are:

  • People who are on a family-sponsored residency visa
  • Golden visa holders 
  • Employees who have a UAE national as a sponsor 
  • Employees who apply to the same employer for a new work permit 
  • Employees whose skills and qualifications are in demand by the government

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. 

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

Can I leave a company during the probation period in the UAE?

Yes, you can resign during probation. If you’re leaving the UAE, you need to give a 14-day notice. A 30-day notice is necessary if you’re leaving the company to join another company in the UAE. 

How much is the probation period in the UAE?

The probation period in the UAE should not exceed 6 months. Your employer cannot extend the probation period or ask you to serve a second probation. 

Can I resign immediately after the probation period?

Yes, you can resign immediately after the probation period. You will have to serve a 30-90-day notice period as mentioned in your contract. 

smart goals

Pros & Cons of Setting SMART Goals
Pros & Cons of Setting SMART Goals 900 471 HRSG

The acronym SMART refers to a tool that enhances productivity. A sense of direction is easily achieved through SMART objectives. SMART Goals allow for focused efforts. And lead to consistent results. They also allow for better clarity.

Let’s define SMART goals. SMART goals are targets. Targets that help with better visualization of strategy.

They are:

  1. Specific
  2. Measurable
  3. Achievable
  4. Realistic
  5. Time-Bound

A specific goal must be:

  • Straightforward
  • Reasonable
  • Considered conditions and possible restrictions
  • Have a reasonable timeline

Answer each of the W questions when setting specific goals.

  1. What is the project’s objective?
  2. Why are we employing this specific performance booster technique?
  3. Who is in charge of carrying out the tasks that move us closer to the goal?
  4. Where is the project being completed?
  5. Which resources are essential for the achievement of the objective? Analyze any corresponding challenges or needs. The answer to this query will help you determine whether your goal is feasible.

Measurable in the sense of:

  • Establishing a standard
  • Establishing a checklist
  • Anything else that can be used to gauge progress

Achievable, in the sense of:

  • Being attainable
  • Reachable

Realistic, in the sense of:

  • Being meaningfully rational.
  • Sensible
  • Pertinent

When it comes to goal setting, realistic timing is critical. If you do that, you will likely make it to the end. Inquire about the goal deadline in detail. Determine in advance which tasks can be completed within that time frame. For instance, you set a timeline of 6 months. Ensure that you have reached nearly 50% by the third month.

Time is money. Therefore, the goals must be time-bound. Anyhow, a too-broad plan will only do something to drive the person. Thus, it’s of little use. You would be more motivated and under pressure, if you gave your objective a deadline. Since timelines develop a healthy and necessary sense of urgency.

To evaluate the relevance of your established smart goals, look at how long it took to complete a previous goal that was successful. You can then apply that time frame to your present plan. In light of their clarity, SMART objectives are occasionally essential and generally beneficial.

You can focus your time and energy where it is most required. This will help you avoid wasting time on trivial details preventing you from achieving your ultimate objective.

Setting goals also fosters a collaborative and productive work atmosphere for the employees, which enriches the organization. The pursuit of predetermined goals aids in employee motivation. It instills a feeling of accountability because progress is tracked and assessed and may even result in rewards that serve as incentives.

Now let’s discuss the pitfalls of setting smart objectives. The positives outweigh the cons, and this one may easily be avoided if you train your mind to be cautious. Setting SMART goals may cause someone to become unhealthily obsessive and create a feeling of wanting more.

Investing your time, effort, and resources in a single objective could limit your imagination in other domains. Setting realistic goals will keep you on track. They might, however, keep you from pushing yourself to your fullest ability. Setting simple goals may also prevent employees from reaching their bare minimal potential.

Predetermined goals that are challenging to accomplish will give them a chance to advance. They will also grow to feel more enriched as a result of this.

In addition, it could be disheartening or lead to a feeling of failure if, for any reason, you cannot accomplish your objective or a smaller target within the larger goal. However, it’s important to persevere and not give up or lose spirit.

In conclusion, setting SMART goals for your professional, academic, and personal life can significantly impact your life. Pursuing your dreams and putting a lot of effort into your goals can be challenging. It won’t be simple, but the key is to continue through the hurdles.

You only need to work on your mindset. Learn any necessary skills. Take a single step forward. Sometimes all it takes is a push in the right direction. You’re already on the right track with one step. Reward yourself once you’ve finished. You deserve a pat on the back. Take calculated chances and keep trying. Utilize your journey to its fullest, take lessons from it, and use smart goals as milestones.

 

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