Maternity/paternity leave in the UAE : a guide to leave entitlements and the legal framework

The UAE has strengthened protections for working parents, setting out clear entitlements for maternity, paternity, and parental leave, alongside anti-discrimination safeguards. This guide summarises key rights in the private sector and practical steps for employers to implement compliant and supportive policies.

Maternity leave : duration and pay

In the private sector, employees are entitled to 60 calendar days of maternity leave, commonly structured as 45 days at full pay and 15 days at half pay. Where medically certified pregnancy related illness or complications occur, an additional unpaid extension (e.g., 45 days) may be available. For up to six months after returning, employees are entitled to one or two daily breastfeeding breaks of up to one hour each, counted as working time.

Eligibility and dismissal protection

With one year of service, employees generally receive full pay for the paid portion; below one year, reduced pay may apply. Employers may not dismiss employees due to pregnancy or maternity leave; discriminatory actions attract legal penalties.

Paternity leave : five paid working days

Fathers are entitled to five paid working days of paternity leave, to be taken consecutively or non-consecutively within six months of the child’s birth. This right applies regardless of nationality and reflects the UAE’s inclusive approach to supporting families.

Parental leave : a shared entitlement

Both parents are entitled to five paid working days of parental leave within six months of birth. Parental leave complements maternity and paternity leave and allows flexibility in caregiving arrangements.

Employer implications: compliance and support

• Update HR policies (maternity, paternity, parental), request procedures, and internal documentation.
• Train managers on nondiscrimination, return to work planning, and flexible arrangements (hours, remote work).
• Plan organisational cover (temporary replacements, reallocations) to ensure continuity.
• Plan organisational cover (temporary replacements, reallocations) to ensure continuity.

Tips for employees

• Know your rights (durations, pay, timelines) and plan requests early.
• Notify the employer in advance and submit necessary medical documentation.
• Prepare for return (childcare, family arrangements) and discuss any adjustments with your manager.

UAE maternity and paternity rights reflect a progressive, family friendly approach. By combining legal compliance with clear internal policies and an inclusive culture, employers can enhance retention, engagement, and longterm performance while supporting working parents.

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