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Time of India
a day ago
- Business
- Time of India
Know your rights: 9 paid leave every private sector worker in the UAE should be aware of
UAE labour law grants private sector workers 9 distinct types of paid leave to support work-life balance/ Image: Pexels Balancing work with personal life can be challenging, but the UAE Labour Law offers several types of paid leave to support employees during significant life events and everyday needs. Whether you're welcoming a child, recovering from illness, pursuing education, or simply needing a break, the law guarantees that you don't have to sacrifice your income. Understanding these leave entitlements is essential for all private sector workers in the UAE mainland. The law not only protects your right to time off but also sets clear rules on how and when these leaves can be taken, ensuring fairness for both employees and employers. Federal Decree Law No. 33 of 2021 clearly outlines these paid leave types, ranging from annual leave to sick leave, maternity and parental leave, public holidays, and more. This article breaks down the nine types of paid leave you're legally entitled to, along with the conditions, duration, and payment details for each. Knowing this will empower you to claim your rights confidently and plan your time off accordingly. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like 내 뱃살만 안 빠지는 이유.. "이것" 녹이니 인생 최저몸무게 달성! 남재현 체지방 다이어트 더 알아보기 Undo 1. Annual Leave Employees who have completed one year of continuous full-time service are entitled to 30 calendar days of paid annual leave. If you have worked for at least six months but less than a year, you can take annual leave at the rate of two days per month worked. The UAE Labour Law (Article 29, clause 8) explicitly states that an employer cannot keep a worker continuously employed for more than two years without granting annual leave. Part-time employees also have the right to annual leave, but the number of days is calculated proportionally based on the hours specified in their contracts. Note: Companies face legal repercussions if they fail to pay employees for annual leave. 2. Weekly Rest Days Per Article 21 of the UAE Labour Law, private sector employees are entitled to at least one full paid rest day per week. Employers may grant more rest days if they wish, but one is the minimum guaranteed by law. This rest day ensures employees have regular time off to rest and recharge during the workweek. 3. Public Holidays Article 28 guarantees employees official leave on public holidays with full pay. The UAE observes a list of public holidays, and employees must be compensated for these days without loss of pay. If an employee works during an official public holiday, the law requires compensation for working on the leave day, either through additional pay or time off. 4. Sick Leave Employees who have completed their probation period are entitled to up to 90 days of sick leave per year, which can be taken continuously or intermittently. Salary during sick leave is paid as follows: Full pay for the first 15 days Half pay for the next 30 days No pay for the remaining 45 days During the probation period, sick leave is unpaid and subject to employer approval, which must be based on a medical report issued by an authorized medical entity. Employees should attest their sick leave certificates and medical reports online to comply with procedural requirements. 5. Parental Leave (For New Parents) Private sector employees are entitled to five working days of paid parental leave. This leave can be taken by either the mother or father. The leave must be used within six months from the child's date of birth. This provision supports new parents during the critical early stages of parenthood. 6. Maternity Leave Working mothers in the UAE private sector are entitled to 60 calendar days of maternity leave. This leave includes: 45 days fully paid 15 days half paid Mothers can apply for maternity leave up to 30 days before the expected delivery date. The law also addresses maternity leave rights related to miscarriage and stillbirth, ensuring protections for women in such circumstances. 7. Study Leave Employees enrolled in higher education within the UAE can take 10 days of paid study leave each year to sit for examinations. To be eligible, employees must have completed at least two years of service with their current employer. The educational institution must be located in the UAE. 8. Bereavement Leave Bereavement or compassionate leave is granted for the death of close family members. The UAE Labour Law specifies: Five days of paid leave for the death of a spouse. Three days of paid leave for the death of a parent, child, sibling, grandchild, or grandparent. This leave allows employees time to mourn and manage family matters without financial or work pressure. 9. Sabbatical Leave (Extended Break for National Service) Emirati private sector employees are entitled to paid sabbatical leave to perform mandatory national service. Federal Law No. 6 of 2014 on National Military Service and Reserve Force, as amended, mandates that all medically fit Emirati men complete national service. This leave is granted following approval from the National and Reserve Service Committee of the UAE Armed Forces' General Command. This ensures Emirati employees can fulfill national duties without losing pay or risking their job. The UAE Labour Law's detailed leave provisions reflect the country's commitment to safeguarding employee welfare and promoting a balanced work-life environment. Employees in the private sector should be aware of these nine paid leave types to make sure their rights are respected and they receive the support needed during significant life events or personal needs.
Time of India
6 days ago
- General
- Time of India
Eid Al Adha 2025: Will UAE residents get an extra day off for the weekend overlap?
Image generated by AI for creative and illustrative purpose The UAE has officially announced the dates for the Eid Al Adha 2025 public holiday. Following the moon-sighting committee's confirmation on Tuesday, May 27, the holiday begins on Thursday, June 5 with Arafat Day, and continues with Eid Al Adha on Friday, June 6, Saturday, June 7, and Sunday, June 8. This results in a four-day long weekend for both the public and private sectors across the UAE, allowing many residents to enjoy extended time with family, travel, or leisure activities. No additional day off for weekend overlap Though the Eid holiday includes Saturday and Sunday, already part of the regular weekend, the UAE Labour Law does not mandate a compensatory day off when public holidays fall on weekends. According to the UAE Cabinet, 'public holidays are not carried forward if they fall on another public holiday or during the weekend.' Imran Khan, a Dubai-based legal consultant, explained that employers are not legally obliged to give an extra day off in such cases: 'An employer and employee can reach an agreement for a separate day off by mutual understanding, but nothing is mentioned specifically related to it in the UAE Labour Law,' he told Gulf News. Priyasha Corrie, Partner at Keystone Law Middle East LLP, further clarified that the position is in line with the current Labour Law. by Taboola by Taboola Sponsored Links Sponsored Links Promoted Links Promoted Links You May Like Giao dịch vàng CFDs với sàn môi giới tin cậy IC Markets Tìm hiểu thêm Undo 'Under Article 29 of the new UAE Labour Law, employees are entitled to 30 days of annual leave. If a public holiday falls on the days of his annual leave, then the public holiday is counted towards the annual leave of the employee. So, the employee does not get any additional days off,' Corrie told Gulf News. She added that if an employee's weekly day off coincides with a public holiday, no replacement day off is granted. 'If a public holiday coincides with an employee's weekly day off, then the employee does not get an additional day off,' she said. Employees required to work during the official Eid holiday must be compensated appropriately. Corrie noted: 'If an employee has to work during any official holiday, then the employer has to compensate him or her with another holiday or pay the employee the salary for that day plus an increase of not less than 50 per cent of the basic salary for that day.' What are Arafat Day and Eid Al Adha? Arafat Day, observed on the ninth day of Dhu Al Hijjah, is a key day in the Islamic Hajj pilgrimage and is marked by fasting and spiritual reflection for Muslims who are not in Mecca doing the pilgrimage This year, it falls on Thursday, June 5. Eid Al Adha, the 'Festival of Sacrifice,' begins on the tenth day of Dhu Al Hijjah and commemorates Prophet Ibrahim's devotion and willingness to sacrifice. It is the second of the two major Islamic festivals, the first being Eid Al Fitr. Celebrations typically begin with a morning prayer, followed by gatherings with family and friends, gift exchanges, and charitable giving. In Dubai, festivities include fireworks, live music, and other city-wide events. Why public holidays change in the UAE every year Islamic holidays such as Eid Al Fitr and Eid Al Adha are determined using the Hijri calendar, also known as the Islamic lunar calendar. This calendar is based on the phases of the moon, unlike the Gregorian calendar, which is based on the movement of the sun. This fundamental difference in timekeeping systems explains why the dates of Islamic events shift each year relative to the Gregorian calendar. The Hijri calendar is about 10 to 12 days shorter than the Gregorian year, which causes Islamic observances like Ramadan , Eid Al Fitr, and Eid Al Adha to move earlier by roughly 10 days annually in the Gregorian system. Because the Hijri calendar follows the lunar cycle, official Islamic holiday dates in the UAE are confirmed only after the crescent moon is sighted, typically by a government-appointed moon-sighting committee. Summary of Key Dates: Arafat Day: Thursday, June 5, 2025 Eid Al Adha: Friday, June 6 to Sunday, June 8, 2025 Total Days Off: 4 days (Thursday to Sunday) Compensatory Day Off for Weekend Overlap: Not applicable
Al Etihad
02-05-2025
- Business
- Al Etihad
13 types of UAE work permits you should know about
2 May 2025 15:05 YOUSUF SAIFUDDIN KAPADIA (ABU DHABI)The UAE Labour Relations Law and its executive regulations have provided private sector establishments with various types of work permits to meet their workforce needs. This facilitates bringing in workers from abroad or contracting with those already within the country, thereby tapping into both local and global talents. Here's a list of the 13 types of permits for registered establishments and individuals: - A work permit to recruit a worker from outside the UAE- Transfer work permit: To transfer a foreign worker from one establishment to another- A work permit for a resident on a family sponsorship- A temporary work permit: To hire a worker to complete a job within a specific period- One-mission work permit: To recruit a worker from abroad to complete a temporary job, or a particular project for a specific period- A part-time work permit: To recruit a worker under a part-time contract where his working hours or days are less than his full-time contract. The worker can work for more than one employer after obtaining permission from the ministry- A juvenile permit: To recruit a juvenile between 15 and 18 years- Student training and employment permit: To employ a 15-year-old student who is already in the UAE, according to specific regulations and conditions that ensure a suitable training and work environment- UAE/GCC national permit: To employ a UAE or a GCC national- A golden visa holder permit: To employ a worker holding the UAE's Golden Residence visa- Private teacher work permit for workers who wish to obtain a work permit for private tutors in cooperation with the Ministry of Education- National trainee permit: To train a UAE national according to the accredited academic qualifications- A freelance permit issued to self-sponsored foreigners in the UAE, who provide services or perform tasks to individuals or companies (without being sponsored by a specific employer in the UAE and without having an employment contract)It is noteworthy that according to Article 6 of the Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, known as the 'UAE Labour Law', it is illegal for a person to work in the UAE without a valid work permit issued according to the procedures set out by Ministry of Human Resources and Emiratisation (MoHRE).The cost of issuing and renewing a work permit ranges from Dh250 to Dh3,450, depending on the company's classification: A, B or C. How to apply To apply for a work permit, the establishment must:- Have a valid trade licence- The application must be filed by the authorised signatory of the establishment MoHRE may refrain from issuing or renewing, or may cancel work permits if the establishment:- Provides incorrect documents- Is fictitious or does not exercise its registered activity - Is not compliant with the 'Wages Protection System' or any other system adopted for the regulation of the national labour market.
Express Tribune
18-04-2025
- Business
- Express Tribune
Here's what UAE labour law says about salary deductions for visa, recruitment costs
In a firm stance to protect employee rights, the United Arab Emirates has reaffirmed that employers are strictly prohibited from deducting visa or recruitment costs from employees' salaries. According to Federal Decree Law No. 33 of 2021 – widely known as the UAE Labour Law – all recruitment-related expenses must be fully covered by the employer. This includes the cost of hiring, travel, visa issuance, medical examinations, and the employee's residency permit. The Ministry of Human Resources and Emiratisation (MOHRE), through its 'Know Your Rights' guide for workers, reiterates that employers must also pay any recruitment fees due to agencies accredited by the employee's home country. Additionally, they are responsible for all legal formalities required once the worker arrives in the UAE. Before an employee travels to the UAE, the recruitment agency or employer is obligated to clearly explain the terms of employment, including the job title, responsibilities, salary, benefits, and working conditions. An annex outlining the employee's rights under UAE law must be provided, and workers are encouraged to keep a copy of the job offer for their records. As reported by the Gulf News, the article 6 of the UAE Labour Law underlines that no work can be performed without a valid Work Permit issued by MOHRE. Furthermore, only licensed agencies are permitted to handle recruitment or employment mediation. Employers who attempt to recoup hiring costs from workers – either directly or indirectly – are violating the law. The law reflects the UAE's commitment to fair labour practices and transparency in employment procedures, with the Minister empowered to issue further decisions to enforce worker protection. In summary, regardless of circumstances, employees are not liable for any recruitment or visa costs—these remain the sole responsibility of the employer.
Gulf News
18-04-2025
- Business
- Gulf News
Is it legal for employers in the UAE to deduct visa costs from your salary?
Dubai: If your employer is deducting money from your salary to cover visa or recruitment costs, you may be wondering whether this is legal. The answer is no. Under the UAE Labour Law, it is illegal for employers to make employees pay for their hiring expenses. Employers must cover recruitment and visa costs The UAE Labour Law - Federal Decree Law No. 33 of 2021, clearly states that the employer is responsible for all recruitment-related expenses. This includes the cost of hiring, travel, visa issuance, medical tests, and the employee's residency permit. These costs must be fully covered by the employer with whom the employee has agreed to sign a contract. According to the UAE Ministry of Human Resources and Emiratisation (MOHRE) in its Know Your Rights guide for new workers, employers are bound to settle all recruitment expenses. This includes any fees paid to recruitment agencies accredited by the worker's home country, as well as all post-arrival formalities in the UAE. Before you arrive in the UAE Before travelling to the UAE for employment, your recruitment agent or employer should clearly explain the terms of your job offer. This includes your job title, duties, salary, benefits, and working conditions. You must be fully aware of all terms and conditions prior to signing the offer. In addition, you should be provided with an annex to the job offer, which outlines your rights and responsibilities under the UAE's Labour Law. You have the right to request a copy of your job offer and are advised to keep it in a safe place. What does the law say? Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, also known as the UAE Labour Law, outlines the rules regarding recruitment costs in Article 6. Article 6 – Recruitment and Employment of Workers: No work may be performed, and no worker may be employed in the UAE without a valid Work Permit issued by MOHRE. The Executive Regulations define the procedures for obtaining, renewing, and cancelling work permits. Only licensed entities may engage in recruitment or employment mediation. Employers are prohibited from charging workers for recruitment or employment costs, either directly or indirectly. The Minister, in coordination with other authorities, may issue further decisions regarding employment restrictions and requirements. In summary, an employer is not allowed to recover recruitment or visa costs from the employee under any circumstances. Can your employer deduct money if you resign? In general, your employer cannot ask for money simply because you choose to resign. However, there are a few specific situations under the law where payment may be required: 1. Resignation without serving notice As per Article 43 of the UAE Labour Law, if you resign without completing the notice period agreed in your contract, you are required to compensate your employer. This is known as payment in lieu of notice and must be paid even if your departure causes no direct harm to the employer. 2. Resignation during the probation period If you resign during your probation period, and your contract contains a clause requiring you to reimburse recruitment or contracting costs, your employer may ask you to pay. Under Article 9 of the Labour Law: 'The new employer shall compensate the original employer with the costs of recruiting or contracting with the employee, unless agreed otherwise.' If no such agreement exists in your contract, then you are not required to pay these costs. However, if the contract specifically mentions that you are liable for these costs upon resignation during probation, your employer may legally recover the expenses from you.
