Maternity leave in the UAE : your rights and benefits

The United Arab Emirates (UAE) maternity regime is designed to protect employees’ health and support worklife balance. This guide explains key provisions: leave duration, pay entitlements, health insurance coverage, job protection, and practical steps for a successful return to work.

Duration of maternity leave

The legal framework provides for a total of 60 calendar days of maternity leave. As an indicative split, 45 days may be paid, followed by 15 days that may be unpaid depending on circumstances. Leave may be taken before or after childbirth based on the employee’s health and family needs.

Eligibility and pay

• Length of service : after one year of continuous service, employees generally receive full salary during the paid portion. With less than one year, reduced pay (e.g., half pay) may apply depending on policy.
• Notification : employees should notify employers at least 30 days before leave, with supporting medical documentation where relevant.

Private vs public sector

In the private sector, pay levels depend largely on length of service. In the public sector, longer leave may be available (e.g., 90 days with part at half pay) alongside additional childrearing arrangements. Exact terms depend on the entity’s policies and regulations.

Job protection

Employers may not dismiss an employee for pregnancy or for taking maternity leave. On return, the employee should be reinstated to the same or an equivalent role without penalty or discrimination.

Health insurance and medical costs

Employer provided health insurance typically extends through maternity, covering prenatal care, delivery, and postnatal services per the plan’s terms. Employees should check network providers, limits, and any copays or deductibles and complete preauthorisation steps where required.

Paternity and parental leave

In addition to maternity leave, short paternity or parental leave entitlements exist (for example, five paid working days in certain contexts) to support new parents. Employers may offer enhanced policies beyond legal minima.

Return to work : adjustments and good practices

Flexible arrangements can facilitate return: adjusted hours, occasional remote work, phased reintegration, and childcare support. A return to work meeting helps identify needs, plan accommodations, and ensure compliance with health, safety, and breastfeeding provisions.

Practical tips for employees and employers

• Employees : plan timelines early, communicate regularly, submit medical certificates, review insurance coverage, and confirm any additional leave rights.
• Employers : implement a clear maternity policy, train managers, arrange temporary cover, and prepare return to work plans (role, workload, adjustments).

UAE maternity benefits combine protected leave, pay entitlements, health coverage, and anti-discrimination safeguards. Proactive planning by both sides secures compliance and supports a sustainable return. Internal initiatives (flexibility, parental support) improve retention and overall employee experience.

Our lawyers, who are experts in labour law, are available to answer all your questions and provide advice. We offer face-to-face meetings or videoconferencing. You can make an appointment directly online at https://www.agn-avocats.fr/.

AGN AVOCATS – Labour Law
contact@agn-avocats.fr
09 72 34 24 72