Topic Summary
In 2026, a UAE employee who takes sick leave without a valid medical certificate risks triggering an absconding report after just 7 consecutive absent days (Article 28, Federal Decree-Law No.
Quick Summary
Sick leave UAE under Article 31 of Federal Decree-Law No. 33 of 2021 gives employees up to 90 days per year: 15 days full pay, 30 days half pay, 45 days unpaid.
Annual leave UAE under Article 29 is a minimum of 30 calendar days per year after one full year of service, accruing at 2.5 days per month in year one.
Missing 7 consecutive working days without notifying your employer can trigger an absconding report, a MOHRE labour ban, and AED 50 per day in overstay fines (standardised February 2026).
All unused annual leave must be paid out within 14 days of your last working day under Article 53, regardless of whether you resigned or were terminated.
In 2026, a UAE employee who takes sick leave without a valid medical certificate risks triggering an absconding report after just 7 consecutive absent days (Article 28, Federal Decree-Law No. 33 of 2021), a travel ban, and AED 50 per day in overstay fines standardised nationwide in February 2026. The UAE private sector employed approximately 5.3 million workers under MOHRE-regulated contracts as of 2024 (MOHRE, 2024), yet leave disputes remain among the most frequently filed complaints on the MOHRE portal. Federal Decree-Law No. 33 of 2021 replaced the old Federal Law No. 8 of 1980 on 2 February 2022. Article 31 governs sick leave UAE entitlements. Article 29 sets the annual leave UAE floor at 30 calendar days. Cabinet Resolution No. 1 of 2022 fills in the procedural detail. And Ministerial Resolution No. 340 of 2026 fixes the first of each month as the unified salary due date, which directly affects when leave pay must land in your account.
This guide covers your full sick leave UAE and annual leave UAE entitlements, including pay tiers, accrual rules, carry-over rights, medical certificate requirements, and the exact steps to protect yourself or your workforce from costly compliance failures.
What Is Sick Leave UAE and Annual Leave Under UAE Law
Sick leave UAE is a statutory entitlement under Article 31 of Federal Decree-Law No. 33 of 2021, allowing employees up to 90 days per year after completing the probationary period. Annual leave UAE is governed by Article 29, granting a minimum of 30 calendar days per year after one full year of service. Both entitlements are mandatory floors: no employment contract, free zone or mainland, can legally reduce them below the statutory level.
The Governing Law: Federal Decree-Law No. 33 of 2021 and What It Replaced
Federal Decree-Law No. 33 of 2021 came into force on 2 February 2022 and fully replaced Federal Law No. 8 of 1980. If you're reading a competitor article that still references the 1980 law's 15-day sick leave cap, stop. That rule no longer applies.
Cabinet Resolution No. 1 of 2022 supplements the Decree-Law with implementing regulations covering leave notification procedures and employer obligations. Ministerial Resolution No. 340 of 2026 sets the first day of each month as the unified salary due date, which means leave pay for the prior period must be settled by the first of the following month at the latest.
Both mainland employees and most free zone employees working under MOHRE-issued work permits are covered. DIFC and ADGM operate separate employment frameworks: DIFC Employment Law No. 2 of 2019 and ADGM Employment Regulations 2019 respectively.
An HR manager at a Dubai logistics firm who was still applying the 1980 law's 15-day sick leave cap in 2023 faced a MOHRE complaint and a back-pay order once an employee cited Article 31 of the 2021 Decree-Law. The lesson: always verify which version of the law your payroll system is running against.
UAE Sick Leave Pay Tiers Under Article 31, Federal Decree-Law No. 33 of 2021
Sick Leave Period | Days | Pay Rate |
|---|---|---|
Tier 1 | Days 1 to 15 | Full salary (basic plus allowances per contract) |
Tier 2 | Days 16 to 45 | 50% of total wage as defined in Article 1 |
Tier 3 | Days 46 to 90 | Unpaid leave |
Total entitlement per year | 90 calendar days | Across all three tiers |
Eligibility | After probationary period | No sick leave entitlement during probation |
Annual reset | Resets each calendar year | Unused sick days do not carry over or convert to cash |
Who Is Covered and Who Is Excluded
The law applies to private sector employees working under MOHRE-regulated contracts throughout the UAE, including those in most free zones. Part-time employees are entitled to proportional leave under Article 7 of Cabinet Resolution No. 1 of 2022, so a part-time employee working 20 hours per week at a Dubai retail brand accrues leave on a pro-rata basis, not the full 30-day annual entitlement.
The following categories fall outside Federal Decree-Law No. 33 of 2021:
Domestic workers: Governed by Federal Decree-Law No. 9 of 2017, with different leave entitlements.
DIFC employees: Covered by DIFC Employment Law No. 2 of 2019.
ADGM employees: Covered by ADGM Employment Regulations 2019.
Federal government employees: Subject to separate civil service regulations.
Most UAE free zones, including Dubai South Business Hub Free Zone, follow MOHRE-regulated contracts. DIFC and ADGM are the primary exceptions with standalone employment frameworks (MOHRE, 2022).
Sick Leave UAE: Full Pay Tiers, Medical Certificate Rules, and the Absconding Risk
Under Article 31 of Federal Decree-Law No. 33 of 2021, sick leave UAE is 90 days per year after the probationary period: the first 15 days at full pay, the next 30 days at half pay, and the remaining 45 days unpaid. A medical certificate from an approved facility is required to trigger paid entitlement. Get this wrong and you risk both losing pay and triggering an absconding report.
The Three Sick Leave Pay Tiers Explained
Article 31 structures sick leave UAE into three distinct tiers within each calendar year. Days 1 to 15 are paid at full basic salary plus allowances, subject to your contract terms. Days 16 to 45 drop to 50% of the total wage as defined in Article 1 of the Decree-Law. Days 46 to 90 are unpaid: the employer has zero obligation to pay during this window.
The 90-day counter resets each calendar year. Unused sick days don't carry over and can't be converted to cash at end of service. That's a critical distinction from annual leave.
Here's a concrete example. An Abu Dhabi bank employee earning AED 15,000 per month who is hospitalised for 50 days receives AED 15,000 for days 1 to 15, approximately AED 7,500 (half-pay equivalent) for days 16 to 45, and nothing for days 46 to 50. That's a significant income gap worth planning for.
Medical Certificate Requirement and Notification Deadline
To claim paid sick leave UAE, you must notify your employer of the illness and submit a medical certificate issued by a licensed UAE healthcare provider. Most employment contracts require notification on day one of absence. Don't wait until you feel worse on day two.
Certificates from overseas providers during travel may be accepted at the employer's discretion but are not automatically binding under MOHRE rules. A self-certified absence without a medical certificate gives the employer full grounds to treat those days as unauthorised absence and deduct pay accordingly.
A sales executive in Sharjah took three days off citing illness but failed to notify her employer until day four and submitted no certificate. Her employer lawfully deducted those days as unauthorised absence under the contract terms. That's a preventable loss.
How Unauthorised Sick Absence Can Trigger an Absconding Report
Under Article 28 of Federal Decree-Law No. 33 of 2021, an employer may report an employee as absconding if they're absent without a valid reason for seven consecutive working days. An absconding report filed with MOHRE can trigger three separate consequences: a MOHRE labour ban, an immigration ban with the ICP (Identity and Citizenship Authority), and a court-issued travel ban.
Worth flagging: employees who don't notify their employer of sickness and don't provide a medical certificate face this risk even if they are genuinely unwell. The absconding report doesn't require proof of intent to abandon the job. Seven days of unexplained absence is enough.
The unified overstay fine of AED 50 per day, standardised nationwide in February 2026, compounds the financial damage if a visa overstay results from the status change. An employee hospitalised abroad for two weeks who failed to contact their UAE employer faced an absconding report on day eight of absence. Even after recovering, they returned to a MOHRE ban that required a formal grievance process to lift (figures subject to change; verify with the relevant authority).
Annual Leave Entitlement UAE: Accrual, Carry-Over, and Payment in Lieu
Annual leave entitlement UAE under Article 29 of Federal Decree-Law No. 33 of 2021 is a minimum of 30 calendar days per year after completing one year of service, or 2.5 days per month during the first year. Employees on probation accrue leave but may not take it until probation ends unless the contract states otherwise.
Accrual Rate, Probation Leave, and Minimum Entitlement
Article 29 sets the statutory floor at 30 calendar days once an employee completes one full year. During year one, leave accrues at 2.5 calendar days per month of service. Employers may grant more than 30 days but cannot contractually go below the statutory minimum.
A project manager who joins a Dubai construction firm on 1 March 2025 and completes probation on 1 September 2025 has accrued 15 days of annual leave by that date, available to request from day one post-probation. That accrual is real and payable, even if the employee never formally tracked it.
After 1 month: 2.5 days accrued
After 6 months: 15 days accrued
After 12 months: 30 days (full annual entitlement)
Part-time employees: Pro-rated under Article 7, Cabinet Resolution No. 1 of 2022
Carry-Over Rules, Payment in Lieu, and Scheduling Annual Leave
Unused annual leave UAE cannot simply lapse. Employers may require employees to take leave within the year it accrues, but if that doesn't happen, the leave must either carry over or be paid out. Article 29(5) of Federal Decree-Law No. 33 of 2021 allows the employer to schedule annual leave timing to meet operational requirements, provided adequate notice is given.
Payment in lieu of unused annual leave is permitted only on termination or resignation. It's not a routine substitute for actual leave. If the employer postpones approved leave three times, the employee becomes entitled to a cash equivalent under MOHRE guidance.
A logistics coordinator in Jebel Ali had 12 days of unused leave at year-end. Her employer scheduled those days in January of the following year rather than paying them out, which is entirely lawful under Article 29(5) with proper notice. She received written confirmation of the rescheduled dates, which protected both parties.
Unused Annual Leave on Resignation or Termination
On resignation or termination, you're entitled to a cash payment for all accrued but unused annual leave, calculated at the basic salary rate. Under Article 53 of Federal Decree-Law No. 33 of 2021, the employer has 14 days from the last working day to pay all outstanding salary, accrued leave, and end-of-service gratuity.
Ministerial Resolution No. 340 of 2026 sets the first of each month as the unified salary due date, which intersects with that 14-day settlement window. Employees who resign without serving their notice period may still claim unused leave pay, but the employer may offset any contractual damages for early departure against that amount.
A finance analyst in Abu Dhabi resigned with 18 accrued leave days outstanding. Her employer settled the equivalent of 18 days' basic salary within the 14-day window required by Article 53, alongside her end-of-service gratuity, with no MOHRE complaint required.
Step-by-Step: How to Claim Sick Leave or Annual Leave Correctly in the UAE
To claim sick leave UAE correctly: notify your employer on day one of absence, obtain a medical certificate from a licensed UAE provider, submit it within your contract's stated deadline, track the pay tier you're in (days 1 to 15 full pay, 16 to 45 half pay, 46 to 90 unpaid), and ensure your employer confirms the leave in writing. The same documentation discipline applies to annual leave UAE requests.
How to Claim Sick Leave UAE: Numbered Process for Employees
Notify immediately. Contact your employer or direct manager on the first day of illness by phone, email, or the HR system specified in your contract. Do not wait.
Visit a licensed UAE healthcare provider. Obtain a medical certificate stating the diagnosis, recommended rest period, and the doctor's license number.
Submit the certificate to HR. Most contracts require submission within 48 to 72 hours of the first absent day. Check your contract and meet that deadline.
Confirm the leave type in writing. Email HR to confirm the absence is recorded as sick leave, not annual leave or unauthorised absence.
Track your pay tier. Monitor cumulative sick leave days against the three tiers to anticipate any salary reduction before it hits your payslip.
A nurse working for a private hospital in Dubai followed all five steps during a 20-day illness. Her employer correctly applied 15 days at full pay and 5 days at half pay, with no MOHRE dispute raised. That clean outcome came entirely from proper notification and documentation.
How to Request Annual Leave: Numbered Process for Employees
Check your accrued balance. Use the employer's HR system or request a written balance statement from HR before submitting any request.
Submit a formal written request. Email or HR portal submission specifying exact dates and duration, submitted within the advance notice period your contract requires.
Obtain written approval. Do not book flights or make personal arrangements until you have written confirmation from your employer.
Log any postponements or refusals. If the employer postpones or refuses, request the reason in writing and note the date. Three refusals may entitle you to a cash equivalent.
Verify on return. Confirm the leave has been correctly deducted from your balance and that salary for the leave period was processed accurately.
A marketing manager at a Sharjah media firm submitted her 15-day annual leave request six weeks in advance via the company HR portal, received written approval within three days, and confirmed salary payment was processed on the first of the month per Ministerial Resolution No. 340 of 2026. Zero disputes. That's the standard to aim for.
How to Check Your Leave Status and File a Complaint Online
To verify your leave records or raise a dispute about sick leave UAE or annual leave UAE, use the MOHRE portal at mohre.gov.ae to file a complaint, check your contract terms, or escalate to a MOHRE labour inspector. For visa status linked to absconding reports, check icp.gov.ae and gdrfad.gov.ae separately, one portal does not cover the other.
Official Portals for Leave Disputes and Status Checks
mohre.gov.ae: File a wage or leave complaint, check your registered contract, and track complaint status in real time. Filing is free.
u.ae: The official UAE government information portal with plain-language summaries of leave entitlements under Federal Decree-Law No. 33 of 2021.
icp.gov.ae: Check your residency and visa status if you're concerned an absconding report has affected your ICP record.
gdrfad.gov.ae: Dubai-based employees can check GDRFA records for any immigration hold linked to an employer report.
MOHRE App (iOS and Android): Replicates all portal functions and is the fastest route for mobile users filing urgent complaints.
An employee in Ajman who believed her employer had not paid her sick leave correctly filed a MOHRE complaint online at mohre.gov.ae. A MOHRE inspector contacted both parties within five working days and ordered the pay difference to be settled. The entire process cost her nothing in fees.
What to Do If Your Employer Refuses to Pay Sick Leave or Annual Leave
Gather your evidence. Collect your employment contract, pay slips, the medical certificate, and any written communication about the leave before filing anything.
File a formal complaint. Use the MOHRE portal at mohre.gov.ae or call the MOHRE helpline on 800 60.
Attend conciliation. MOHRE will attempt conciliation between employer and employee within 14 days. Come prepared with your documentation.
References
MOHRE (mohre.gov.ae)
icp.gov.ae (icp.gov.ae)
gdrfad.gov.ae (gdrfad.gov.ae)
u.ae (u.ae)
