Becoming a father is one of life’s most significant milestones, and in Dubai, the law allows you to take time off to bond with your child. Whether you work in the private sector or for a government entity, this guide provides comprehensive information on Dubai paternity leave, including eligibility, documentation requirements, legal entitlements, and evolving corporate policies.
- Overview of paternity leave in Dubai
- Legal framework and eligibility
- Documentation and application process
- Sector-specific provisions and employer practices
- Guidelines for taking paternity leave
- Social attitudes and trends
- Comparison: Paternity vs Maternity leave
- Recent developments and future trends
- Exceptions and free zones
- Key takeaways
- FAQs
Overview of paternity leave in Dubai
As of 2025, Dubai paternity leave is governed by the UAE Federal Labour Law. It grants fathers paid time off to support their families after childbirth – a right that reflects the UAE’s commitment to balanced family life and employee wellbeing.
Furthermore, federal law ensures a minimum standard, and many private companies and government entities enhance their benefits to encourage fathers to take an active role during the first months of their child’s life.
Legal framework and eligibility
Dubai Paternity leave is clearly defined under federal legislation that protects employees’ family rights. Therefore, understanding the legal foundation and who qualifies for these benefits helps ensure compliance and proper application by both workers and employers.
1. Governing laws
Paternity leave is defined under Federal Decree-Law No. 6 of 2020, which introduced Article 74 to the UAE Labour Law. It officially recognises five working days of paid paternity leave, available to fathers as part of parental leave provisions under federal law.
However, the law covers employees under the federal framework but excludes free zones such as DIFC or ADGM, which have separate regulations.
2. Paternity leave entitlement
Fathers receive five working days of fully paid leave, which can be taken within six months of the child’s birth. Moreover, the days can be used consecutively or separately, allowing flexibility based on family needs.
3. Remuneration and benefits
This leave is fully paid; no salary deductions are permitted. Although the entitlement remains five days even in the case of multiple births, some companies choose to provide more generous packages.
4. Eligibility criteria
To qualify for Dubai paternity leave, an employee must hold a valid UAE work visa and be registered with a UAE-based employer. Additionally, the leave request must be submitted within six months of the child’s birth.
Documentation and application process
Fathers apply for paternity leave by notifying their employer’s HR department and following internal procedures. Typically, most organisations require:
- A copy of the child’s birth certificate
- A leave application form (physical or digital)
- Supporting identification or residency documents
Employers must not refuse or penalise employees for taking this leave. The law also guarantees the right to return to the same or an equivalent role after completion of paternity leave.
Sector-specific provisions and employer practices
Entitlements differ across public and private employers, reflecting variations in labour law coverage and company policy.
1. Public sector
Under the Dubai Government Human Resources Management Law No. 8 of 2018, government employees are granted three days of fully paid paternity leave. For federal civil employees, the entitlement is similar, though implementation varies between entities.
2. Private sector
Private sector employees have a legal right to five working days of paid paternity leave. However, many large companies and multinational firms have voluntarily enhanced their policies to attract and retain talent. Examples include:
- Deutsche Bank MENA – 14 days
- Chalhoub Group – 30 days
- WSP Middle East – 10 days
- Baker McKenzie – 6 weeks
Guidelines for taking paternity leave
Applying for paternity leave in Dubai is simple, yet it’s essential to follow your company’s procedures carefully to ensure approval and protect your employment rights.
Steps to follow
- Review your employer’s parental leave policy.
- Notify HR in advance, specifying preferred dates.
- Attach the required documentation (usually the birth certificate).
- Submit your request through your company’s HR system or using the designated form.
Job and employment protection
The UAE Labour Law protects employees from dismissal or discrimination for taking parental leave. Upon return, employees are entitled to resume their original job or an equivalent position of the same pay and status.
Social attitudes and trends
Cultural perceptions are evolving. Fatherhood and shared parenting responsibilities are increasingly recognised as essential parts of family life. As a result, businesses are aligning with this shift, introducing gender-neutral parental policies and offering flexible working arrangements.
Across Dubai, several companies have reported higher morale and employee satisfaction after expanding paternity-leave options, highlighting how work-life balance contributes to productivity and retention.
Paternity vs Maternity leave
Understanding how paternity leave compares to maternity leave helps clarify entitlements for both parents under UAE labour law.
| Leave Type | Duration | Pay | Eligibility |
| Paternity Leave (Statutory) | 5 working days | Full salary | Fathers in the private/public sector (excluding DIFC and ADGM) |
| Maternity Leave (Statutory) | 45 days full pay + 15 days half pay | Full/half salary | Mothers in the private/public sector |
| Enhanced Paternity Leave (Employer policy) | 10 – 42 days | Full salary | Subject to company policy |
Recent developments and future trends
The Federal National Council (FNC) has considered proposals to extend maternity leave from 45 to 90 days, a sign of growing support for family welfare. Corporate competition is also pushing private employers to improve both maternity and paternity benefits.
Although Dubai’s five-day statutory allowance is among the most progressive in the Gulf, it remains shorter than in many Western countries. Nevertheless, the UAE’s direction points to continuous reform aimed at achieving parity and inclusivity in parental rights.
Exceptions and free zones
Employees based in free zones, such as the DIFC or ADGM, must follow local employment laws. These areas operate under independent frameworks that may differ from the federal Labour Law. Therefore, always check your employment contract or HR policy for the specific details regarding your entitlement.
Key takeaways
Dubai paternity leave grants fathers five working days of paid time off within six months of their child’s birth. Moreover, many companies now go beyond this legal minimum, offering extended or enhanced benefits that allow fathers to spend more quality time with their newborns.
Additionally, taking paternity leave allows fathers to actively participate in childcare, support their partners, and adjust to new family responsibilities without compromising their professional obligations.
As workplace culture evolves, Dubai continues to promote shared parenting and employee wellbeing – strengthening family connections and work-life balance across sectors.
FAQs
Five working days of paid leave, to be taken within six months of your child’s birth.
Yes, they can; many UAE employers provide 10 – 42 days or more, depending on company policy.
Yes, the entire period is fully paid.
Usually, the required documents are a birth certificate and, if required, proof of employment or residency.
Yes, it applies, but the duration remains the same – five working days.
