Advising on public holidays, leave (maternity, sick)

Understanding Public Holidays and Leave Rights in the UAE

When businesses and employees in the UAE think about public holidays uae, uae public holidays transferable weekends, dubai public holidays, or public holidays in uae, it’s essential to know exactly how the law treats those days and how they interact with other leave entitlements such as maternity or sick leave. As a law firm specialising in employment law in the UAE, we advise clients on all complexities around maternity leave in uae and leave entitlements, ensuring they remain fully compliant and avoid legal exposure.

In this service page, we explain your rights under UAE law and how our legal advising on public holidays, leave (including maternity, sick) can help your business or you as an individual stay protected — and ensure that your employees’ entitlements are respected.
 

Your Entitlements Under UAE Public Holidays & Leave Law
What Are the Public Holidays in UAE — and How Many Public Holidays in UAE Are Recognized?

The UAE government issues a list of dubai public holidays and uae public holidays each year (for example, new year, Eid al-Fitr, Eid al-Adha, Islamic New Year, Prophet’s Birthday, Commemoration Day, National Day). These public holidays are in addition to annual leave entitlements under UAE labour law. They are considered paid days off for most employees. 
 

When a public holiday falls on a weekend or non-working day, practices vary: uae public holidays transferable weekends means that in some workplaces the holiday is substituted to a working day, or a compensatory day off or additional pay is granted, depending on the company's policy and employment contract.

Employees who work on a public holiday are typically entitled to either a substitute rest day or additional pay (commonly 50% or more on top of the basic wage), if no substitute off day is granted. 
 

Sick Leave and Unpaid Leave Rules

Under UAE law, after a qualifying period, employees are entitled to sick leave. Typically, the first 15 days are with full pay, the next 30 days with half pay, and further days may be unpaid (up to a cap of 90 days total) — though interpretations can vary. 
 

Unpaid leave may be granted (with employer consent) or may form part of extended medical leave beyond maternity leave. 

Maternity Leave in UAE: Rights, Duration, and Conditions
How Long Is Maternity Leave in UAE & What Does UAE Labour Law Maternity Leave Provide?

• Under the current UAE labour law reforms, a female employee is entitled to 60 calendar days of maternity leave: 45 days with full pay followed by 15 days with half pay. 
   
• After those 60 days, if health complications arise, she may request up to 45 additional unpaid days for illness resulting from childbirth, based on medical certification. 
   
• If the child is sick or disabled requiring constant care, additional leave may apply: for example, 30 days full pay, extendable by 30 days without pay. 
   
• These provisions apply to female employees even when their employment contract does not expressly mention maternity leave, because maternity leave in uae labour law is mandatory by statute. 
   

Eligibility: Who Is Eligible for Maternity Leave in UAE?

• To be eligible, a female employee must have been pregnant for at least six months at the time of childbirth (or in case of miscarriage). 
   
• Some prior versions of the law required a minimum continuous service period (e.g. one year) for full pay, but the new law now grants entitlement regardless of length of service. 
   
• Therefore, maternity leave eligibility in uae is now broader under the updated law.

Is Maternity Leave Paid in UAE?

Yes, under the legal reforms, maternity leave in uae is partly paid: 45 days full pay, then 15 days at half pay. 
 

In earlier versions of the law, employees with less than one year’s service might receive half pay for the full maternity leave period; however, that distinction has been removed under the new regime. 
 

Maternity Leave for Father, Husband, or Unmarried Women

While maternity leave for husband in uae, or maternity leave uae for father, is generally not established under UAE law, there is a limited paternity leave entitlement (e.g. 5 days) under the new law. 
 

Regarding maternity leave in uae for unmarried woman, the law is silent or less clear, and practical application may depend on employer policy or contract terms.

For government employees or uae nationals, there may be special public sector maternity benefits beyond the private sector standard, subject to government regulations (but these must be checked case by case).

Return to Work, Working Hours After Maternity Leave in UAE, and Protections

Upon returning from maternity leave, a female employee is entitled to breastfeeding breaks (one or two breaks per day, up to one hour in total) for up to six months. 
 

She must be reinstated to the same position or equivalent under the same terms and conditions. 
 

Employers are prohibited from terminating or issuing a reprimand due to pregnancy, maternity leave, or related absence. 
 

If termination happens during maternity leave, the employer must still pay the full maternity entitlement. 

Why Legal Advisory on Public Holidays & Leave MattersEnsuring Compliance & Avoiding Disputes

Many employers mis-handle the interaction of public holidays in uae with leave, incorrectly deducting holidays from maternity or sick leave, or miscalculating substitute days. Legal advisory can reduce regulatory risk, avoid complaints to the Ministry or labour court, and protect your reputation.

Structuring Leave Policies That Attract Talent

A well‑designed leave and holiday policy (aligned with uae maternity leave policy and uae public holiday rights) is a key competitive advantage in attracting and retaining employees, particularly working mothers.

Handling Complex or Edge Cases

We assist in non‑standard situations — e.g. complications in childbirth, cross‑jurisdictional employment, public sector rules vs private sector, or ambiguous contract terms — so you are not left vulnerable.

Query Handling, Dispute Resolution & Claims

If an employee challenges leave treatment or maternity pay, we provide legal representation, negotiation with MoHRE or labour authorities, and support to safeguard your interests or resolve claims.

How We Deliver Our Advising Service

1. Initial Audit & Gap Analysis 
   We review your existing leave, holiday and maternity policies versus statutory standards (including maternity leave in dubai, maternity leave uae law, as per uae labour law maternity leave) to identify gaps, exposures, or ambiguous terms.
2. Custom Policy Drafting 
   We develop compliant leave and holiday policy manuals tailored to your emirate and business model, ensuring clarity around transferable weekends, public holidays uae, and interactions with other leave types.
3. Training & Implementation 
   We provide workshops for HR and management teams to apply the policy consistently, handle requests for maternity leave uae, public holidays in uae, and answer eligibility questions (e.g. who is eligible for maternity leave in uae).
4. Case‑by‑Case Advisory & Disputes 
   When specific employee requests or conflicts arise (for example, when calculating working hours after maternity leave in uae), we provide tailored legal advice and support to resolution or legal action if necessary.
5. Ongoing Updates & Monitoring 
   Given periodic changes to uae labour law maternity leave rules or holiday schemes, we monitor legislative changes and ensure your policies stay up to date and defensible.

Why Choose Us for Legal Advising on Public Holidays & Leave

1. Deep local expertise: Our lawyers are specialists in UAE employment law and stay current with changes in uae maternity leave policy and public holiday rules.
2. Commercial focus: We understand HR, operational and business priorities, not just legal theory.
3. Tailored advice: We tailor each engagement — your industry, emirate, workforce size, and contract mix are taken into account.
4. Risk‑aware approach: We help you balance generous leave policies with sustainable operations, avoiding legal exposure or overpayment.
5. Proven record in dispute resolution: If claims arise, we defend or negotiate on your behalf, including before MoHRE or labour courts.

Contact Us for a Consultation