Most employees in the UAE discover the sick leave rules when they actually need them. This article covers the full framework so you know where you stand before that moment arrives.
The sick leave policy in UAE is set out under Federal Decree-Law No. 33 of 2021, which governs UAE labour law sick leave for private sector employees. It covers how many days you are entitled to, whether those days are paid, what happens during probation, and what documentation your employer can ask for. If you work in a free zone or the public sector, some rules may differ, and that is noted where relevant.
What is the sick leave policy in UAE?
Under Federal Decree-Law No. 33 of 2021, private sector employees in the UAE are entitled to sick leave after completing the probation period. The law sets out clear rules on how many days employees can take, how much they get paid during that time, and what documentation the employer can request.
The Ministry of Human Resources and Emiratisation (MOHRE) oversees the enforcement of these rules for mainland private sector employees. Free zone companies follow the same federal law unless the free zone authority has issued specific regulations. For more on how UAE labour law protects workers across different contract types, see our dedicated guide.
How many sick leave days are employees entitled to in the UAE?
Private sector employees are entitled to 90 days of sick leave per year. That 90-day allowance is broken into three tiers based on pay.
Sick Leave Period | Pay Entitlement |
First 15 days | Full pay |
Next 30 days (days 16 to 45) | Half pay |
Remaining 45 days (days 46 to 90) | No pay |
The 90 days do not have to be taken all at once. They can be taken intermittently throughout the year. Once the 90-day total is reached, the employer is within their rights to terminate the employment contract, subject to the conditions in the law.
How many days of paid sick leave are available?
Employees get 15 days at full pay and a further 30 days at half pay 45 days of paid sick leave in total per year. The remaining 45 days carry no salary entitlement.
What happens after the paid sick leave period?
After the first 45 days (full pay and half pay combined), an employee can still take up to 45 more days of sick leave, but without pay. If the employee cannot return to work after 90 days in total, the employer may end the contract in line with Article 31 of Federal Decree-Law No. 33 of 2021. End-of-service gratuity still applies in that situation, as long as the employee has served the qualifying period.
Is sick leave paid in the UAE?
Yes, but only partially and only up to a point. The first 15 days are at full salary. Days 16 through 45 are at half salary. Days 46 through 90 are unpaid. So the short answer: you get paid for the first 45 days of sick leave each year, though the rate drops after day 15.
How sick leave pay is calculated
Full pay means the employee’s basic salary plus any allowances they normally receive. Half pay means 50 percent of that total.
For example, if an employee’s total monthly package is AED 10,000 (basic plus allowances), the full-pay days are calculated based on that figure. During the half-pay period, the employee receives AED 5,000 per month. During the unpaid period, no salary is due.
If you are unsure how your contract defines “basic salary” versus allowances, check your UAE employment contract or contact MOHRE for clarification.
Sick leave during the probation period
Can you take sick leave during probation?
Technically yes, but with significant limitations. During the probation period, employees do not have the same sick leave entitlements as confirmed staff. The employer is not required to pay the employee for sick leave taken during probation, and in some cases, extended absence during probation can lead to contract termination.
The law allows employers to include specific conditions around probation in the employment contract. If you fall seriously ill during probation, it is worth speaking to your HR department early rather than waiting, as outcomes can vary depending on how the contract is written.
Can sick leave extend the probation period?
If sick leave is taken during probation, some employment contracts include provisions to extend the probation period by the number of days absent. This is contract-specific, so employees should check their own agreement.
When do you need a medical certificate?
Employers can request a medical certificate to support a sick leave claim. The certificate must come from a medical provider. In the UAE, this typically means a government hospital, a licensed clinic, or a registered private healthcare provider.
For the first day or two of minor illness, many employers will accept a self-declaration or informal notification. For longer periods, a formal medical report is usually expected. There is no fixed minimum number of days in the law after which a certificate becomes mandatory; the employer’s HR policy normally sets that threshold.
If you submit a medical certificate from outside the UAE, the employer may request that it be attested or verified, depending on the situation.
What employees must do when taking sick leave
Notifying your employer is not optional. Even if you are genuinely unwell, failing to inform your employer properly can complicate your situation. Here is what employees should do:
- Notify your manager or HR as soon as reasonably possible, ideally before your shift begins or on the first day of absence.
- Follow the notification process in your employment contract or company policy (some companies require email, others accept a call or WhatsApp message to a supervisor).
- Submit a medical certificate when requested, within the timeframe the employer sets.
- Keep records of your communication in case any dispute arises later.
For a full breakdown of what you are entitled to as a worker, see our guide to employee rights in the UAE.
What employers can and cannot do
Can an employer reject sick leave?
An employer cannot simply refuse sick leave if the employee has a valid medical certificate and has not exhausted their 90-day annual entitlement. However, the employer can investigate the authenticity of a medical certificate and, if fraud is suspected, may take disciplinary action.
Employers are also permitted to ask an employee to be examined by a medical professional of the company’s choice in cases where there is doubt.
What an employer cannot do
An employer cannot:
- Deduct salary beyond what the law allows during sick leave (i.e., they cannot go below half pay during days 16 to 45).
- Dismiss an employee solely because they are on sick leave, as long as the total absence has not exceeded 90 days in the year.
- Prevent an employee from taking sick leave when a valid certificate has been submitted.
These protections apply to mainland private sector employees. Free zone employees should confirm the specific rules that apply in their zone. The UAE Government Portal also summarises key sick leave rights for workers across all categories.
Sick leave vs annual leave in the UAE
Can sick leave be used with annual leave?
Annual leave and sick leave are separate entitlements. If an employee falls ill during annual leave, the law allows them to switch to sick leave for the period of illness, provided they submit a medical certificate. The annual leave days used during the illness period would then be restored.
The practical process for doing this varies by employer. Employees should raise it with HR as soon as possible rather than waiting until they return to work.
Annual leave in the UAE private sector is 30 calendar days per year for employees who have completed one year of service. Sick leave does not count against this entitlement. For a full breakdown of how leave accrues and when it can be taken, read our guide to annual leave rules in the UAE.
Public sector and private sector sick leave differences
This article focuses on private sector employees governed by Federal Decree-Law No. 33 of 2021. Public sector employees those working for federal or emirate-level government bodies are covered by separate legislation and often have more generous sick leave provisions.
UAE nationals working in the federal government, for example, are covered by Federal Law No. 11 of 2008 and its amendments, which typically allow for longer paid sick leave periods.
Free zone employees generally follow the federal private sector law, but some free zones have their own employment regulations that differ in specific areas. The DIFC and ADGM both operate under separate employment frameworks. Employees in those zones should check with their free zone authority or a qualified legal adviser.
Key takeaways for UAE employees
The sick leave policy in UAE gives private sector employees a clear framework: 90 days per year, with the first 15 at full pay, the next 30 at half pay, and the final 45 unpaid. Beyond 90 days, the employer can end the contract.
During probation, sick leave is not guaranteed in the same way, and it is worth reviewing your employment contract carefully on this point.
Always notify your employer promptly, submit medical certificates when asked, and keep a record of all communication. If you are unsure about your specific situation, MOHRE offers a helpline and an online inquiry service for employees. You can also read more about UAE workplace regulations and how they apply to different employment situations.
Disclaimer: Employment rules in the UAE can change. This article is based on Federal Decree-Law No. 33 of 2021 and is intended as general information only. For advice specific to your situation, consult MOHRE or a qualified legal professional.
Frequently Asked Questions (FAQ's)
Private sector employees are entitled to 90 sick leave days per year: 15 at full pay, 30 at half pay, and 45 unpaid.
No. Only the first 15 days are at full pay. Days 16 to 45 are at half pay. Days 46 to 90 carry no salary.
Not as a legal right. Sick leave pay during probation depends on the employment contract. Many employers do not pay for sick leave taken during probation.
Employers can request one, and for extended absences it is generally expected. The law does not specify the exact number of days before a certificate is required.
After 90 days, the employer may terminate the contract. End-of-service gratuity should still be paid if the employee qualifies.
