UAE Sick Leave Rules Explained for 2026: Eligibility, Pay, and Process

Understanding how sick leave in the UAE labour provisions operates is essential for both employees and employers in 2026. Federal Decree-Law No. 33 of 2021 regulates private-sector employment and outlines when leave can be taken, how it is paid, and the documentation required.

Here, we explain eligibility, payment structure, notification procedures, termination rights, and how regulations may differ across emirates and government entities.

• What Is Sick Leave under UAE Labour Law
• Duration & Payment Structure
• Process & Documentation
• Termination, Resignation & Other Rights
• Differences Across Jurisdictions
• Common Pitfalls & Employers’ Obligations
• Key Takeaways
• FAQs

What Is Sick Leave under UAE Labour Law?

Sick leave is a statutory right granted to eligible employees who are unable to work due to illness. The framework governing sick leave in UAE employment rules is set out in Federal Decree-Law No. 33 of 2021 and its executive regulations, which primarily apply to the private sector.

Definition and Legal Basis

Under the law, sick leave refers to medically certified absence from work due to illness or injury that is not caused by employee misconduct. The legislation distinguishes among general illness, occupational illness, and work injury, each of which may carry different entitlements and compensation protections.

A non-work-related illness is a common medical condition unrelated to employment duties. By contrast, an occupational disease is directly linked to the nature of the employee’s work environment or tasks. A work injury typically involves physical harm sustained while performing professional responsibilities. Occupational illness and work injury cases often attract enhanced protection, particularly regarding pay and compensation.

Who Is Eligible

Eligibility for paid sick leave begins only after an employee has completed probation and at least six months of continuous service. During probation, there is no statutory right to paid leave for illness, although employers may grant unpaid leave at their discretion.

The law also makes clear that entitlement may be restricted where illness results from misconduct, intoxication from alcohol or drugs, or a breach of workplace safety regulations. Employers must be able to substantiate such findings before denying paid leave.

To qualify for statutory sick leave under UAE labour law, an employee must:

• Complete the probation period
• Have at least 6 months of continuous service
• Provide a valid medical certificate from an authorised UAE medical authority
• Ensure the illness is not caused by misconduct, intoxication, or breach of workplace safety rules

Employees relocating to other emirates often review employment rights alongside housing and lifestyle considerations, especially when considering Abu Dhabi.

Duration & Payment Structure

The duration and payment breakdown are central to understanding how sick leave under UAE regulations operates in practice. The law establishes both the maximum annual entitlement and the phased payment structure.

Employees are entitled to a maximum of 90 days of sick leave per year of service. This entitlement may be taken consecutively or intermittently, depending on the medical condition. The 90-day allowance resets at the start of each new employment year.

Breakdown of Pay by Period

The 90-day entitlement is divided into three payment stages:

Employers may offer more generous terms under company policy, but they cannot pay less than the statutory minimum.

This structure applies to non-work-related illness. Employees commuting between emirates, for example, those residing in Sharjah while working in Dubai, often consider employment benefits alongside residential decisions, as outlined in Living in Sharjah.

Special Cases and Work-Related Illnesses

Where illness or injury arises directly from employment duties, the payment rules differ. In cases of occupational disease or work injury, employees are generally entitled to full pay during the treatment and recovery period, subject to medical assessment and applicable compensation regulations.

Medical authorities may evaluate the severity of the injury, the duration of incapacity and the employee’s long-term fitness to resume duties. In the industrial or manufacturing sectors, these considerations are particularly relevant, especially in emirates with expanding commercial zones, such as Ras Al Khaimah, where workforce protections remain aligned with federal standards.

Process & Documentation

Clear procedures must be followed to ensure entitlement is preserved. Proper notification and certified medical documentation are essential components of a compliant sick leave practice in the UAE.

Employees are required to inform their employer within 3 business days of any non-occupational illness. Notification should follow the company’s internal channels, typically through a direct manager or the HR department. Failure to comply with notification timelines may result in the refusal of paid leave.

Medical Certificate Requirements

A valid medical certificate issued by an authorised UAE medical authority is mandatory. The certificate must confirm that the employee is unfit for work and specify the recommended duration of absence. Employers are entitled to verify the authenticity of the certificate.

Where absence extends beyond several consecutive days or approaches the annual limit, additional documentation may be required. In some cases, referral to a recognised medical committee becomes necessary to assess the legitimacy and duration of continued leave.

Employees residing in emerging communities such as Ajman should also ensure that recognised health authorities issue certificates, as local procedures may differ slightly in attestation requirements.

Explore the Available Properties for Sale in Ajman

Extension & Medical Committee Involvement

If the illness persists beyond the initially certified period, further review may be required. Medical committees can become involved when leave exceeds certain thresholds, when chronic illness continues for extended periods, or when there is uncertainty regarding the employee’s ability to resume work.

These committees determine whether extended leave is justified, whether alternative duties are possible, or whether the employee is permanently unfit for employment. Their assessment carries significant legal weight in employment decisions.

Termination, Resignation & Other Rights

Employment rights during and after sick leave are carefully regulated. Both employers and employees must act within the law.

If an employee exhausts the full 90-day entitlement under the UAE’s sick leave provisions and remains medically unfit to return to work, the employer may lawfully terminate the contract. However, termination must follow due process, and the employee remains entitled to end-of-service gratuity, unpaid wages and any other contractual dues.

An employee may also resign due to illness, provided the resignation is supported by medical certification from a recognised physician. In specific circumstances, payment for part of the initial entitlement period may still apply, depending on the timing and the medical evidence presented.

Importantly, employers are prohibited from terminating an employee during an approved and active sick leave period. Protection from dismissal remains in effect until the statutory entitlement has been fully exhausted.

When assessing employment stability, many professionals evaluate broader living conditions in areas such as Dubai Marina, where proximity to workplaces often influences long-term planning.

Differences Across Jurisdictions

Although labour law is federal, certain procedural aspects may differ depending on whether the employee works in the private sector or within government entities.

Private-sector employees are covered by Federal Decree-Law No. 33 of 2021. Federal government employees, however, are governed by separate executive regulations issued by the Federal Authority for Government Human Resources. These may differ in grading systems, approval structures and internal committee processes.

In addition, individual emirates may have specific health authority requirements for attesting medical certificates. Dubai, Abu Dhabi, Sharjah and other emirates may have distinct digital verification systems or medical review procedures. While these do not change the statutory entitlement itself, they can affect the documentation and approval process.

Common Pitfalls & Employers’ Obligations

Misunderstandings frequently arise from improper notification, incomplete documentation or assumptions about payment entitlements. Employers must maintain accurate HR records, verify that authorised providers issue medical certificates and ensure that absence tracking aligns with labour law requirements.

Employees, on the other hand, must respect reporting deadlines and provide valid medical evidence. Illness resulting from misconduct or unsafe behaviour may jeopardise entitlement to paid leave, provided the employer can substantiate the claim.

Clear communication is essential. Employers should formally notify employees of approval decisions, extensions or termination outcomes. Transparent procedures reduce the risk of disputes and support lawful compliance.

Key Takeaways

Employees who complete probation and have served for 6 months may take up to 90 days of sick leave per year under UAE regulations. The first 15 days are paid in full; the next 30 days are at half pay; and the remaining 45 days are unpaid. Work-related illness or injury generally qualifies for full pay during recovery. Medical certification from an authorised authority is mandatory, and extended cases may require committee review. Employers may terminate employment only after the full entitlement has been exhausted and medical incapacity continues, provided all statutory dues have been paid.

FAQs

Share