Sick Leave UAE: Your Complete Guide Under Labor Law

In 2025, managing employee well-being is no longer optional. It’s a business necessity shaped by new workplace norms and stricter legal standards. The UAE has modernized its labor laws and is pushing for more digital HR processes. This makes understanding sick leave UAE policies crucial for both employers and employees. Sick leave isn’t just a benefit, it’s a legal right. Knowing the rules ensures fairness, compliance, and a healthy work environment.

Whether you’re an HR professional, a business owner, or an employee, this guide walks you through everything you need to know about UAE sick leave law.

Understanding Sick Leave Rights in the UAE:

Understanding sick leave UAE rights is key to staying compliant and fair. The UAE Labor Law outlines specific entitlements to protect employees and guide employers.

The UAE’s sick leave laws are designed to balance employee well-being with business continuity. These laws are outlined in Federal Decree Law No. 33 of 2021 and were updated in 2022. They remain fully in effect in 2025. Employees can take sick leave for medical treatment or recovery without fear of losing income or their job, if they meet the legal conditions.

Eligibility for Sick Leave UAE:

To qualify for sick leave:

• The employee must have completed at least three months of continuous service.
• They must be past the probation period.
• A valid medical certificate is required from an approved healthcare provider.

Employees on probation may request unpaid sick leave if proper documentation is provided. However, paid sick leave during probation is not a legal requirement. Some companies may offer it voluntarily.

HR teams should communicate these rules clearly during onboarding and include them in employee handbooks.

Duration of Paid and Unpaid Sick Leave:

Sick leave UAE is not unlimited. The law defines maximum periods and pay grades for each stage of leave. The UAE Labor Law allows for up to 90 calendar days of sick leave per year:

• First 15 days: Fully paid
• Next 30 days: Half pay
• Final 45 days: Unpaid

The 90 days apply per calendar year and cannot be carried over. Leave can be taken all at once or in parts. Employers must accurately track these categories to ensure correct payment and legal compliance.

Required Medical Documentation:

Proper documentation is essential to validate any sick leave UAE claim. Employees must provide proof of illness.

The certificate must:

• Be issued by a licensed facility approved by health authorities.
• Include a diagnosis or symptoms and the recommended rest period.
• Be submitted within 48 hours of the first day absent.

Both digital and hard copies should be kept on file. Employers may verify authenticity with the issuing provider if necessary.

Sick Leave UAE Pay According to Labor Law

This section breaks down how sick leave pay is calculated. Knowing how compensation works helps maintain fairness. Sick leave pay depends on how many days the employee takes off. The law uses a tiered payment system.

Full Pay, Half Pay, and No Pay Breakdown:

The calculation is based on basic salary unless otherwise stated in the contract. This structure provides financial support to employees while helping employers manage operational costs.

Sick Leave UAE Pay Calculation Examples:

Sick leave pay is calculated using the basic salary divided by 30 to get the daily wage. Multiply this by the number of applicable days.

Example 1:

Monthly Salary: AED 10,000
Sick Leave UAE : 10 days

• Daily wage = AED 10,000 / 30 = AED 333.33
• Pay = 10 × AED 333.33 = AED 3,333.30

Example 2:

Monthly Salary: AED 15,000
Sick Leave UAE: 25 days

• Daily wage = AED 15,000 / 30 = AED 500
• First 15 days = 15 × 500 = AED 7,500 (fully paid)
• Next 10 days = 10 × 250 = AED 2,500 (half paid)
• Total: AED 10,000

Automated payroll systems are helpful in applying these rules accurately.

Employer and Employee Responsibilities:

Both parties have responsibilities when it comes to sick leave in UAE. This ensures fairness, accuracy, and compliance.

Employee Notification Process:

Employees should:

• Notify HR or a manager before the workday starts.
• Submit a valid medical certificate within 48 hours.
• Avoid any work activity during leave.
• Inform HR if leave needs to be extended.

Employers should clearly outline this process and make use of digital portals and templates to streamline communication.

Employer Obligations for Approval and Recordkeeping:

Employers must:

• Set up a formal leave approval system.
• Keep proper medical documentation.
• Calculate sick pay correctly.
• Train HR staff to verify documentation,

Failure to meet these responsibilities can result in MOHRE fines, employee complaints, and reputational damage.

Common Questions About Sick Leave UAE:

Let’s address some of the most frequently asked questions employees and employers have about sick leave in the UAE.

Can an Employee Be Fired While on Sick Leave?

Not for being sick alone. After 90 days of consecutive sick leave, an employer may legally terminate the employee if they remain unfit for work. The process must be documented and based on medical evidence.

Is Sick Leave Deducted from Annual Leave?

No. Sick leave is separate from annual leave. Using sick leave does not reduce your annual leave entitlement.

How Does Sick Leave Affect Gratuity and End-of-Service?

Sick leave does not impact gratuity unless it involves falsified documents or unauthorized absences. In such cases, the employer may reduce or withhold benefits following legal procedures.

Staying Compliant with Sick Leave Policy in 2025:

With 2025 bringing increased digital adoption and stricter oversight, compliance is more critical than ever.

Importance of Compliance in Today’s Business Environment:

Staying compliant builds trust and protects your business. Mistakes even minor ones can result in lawsuits, fines, and employee dissatisfaction. Today’s employees are more aware of their rights. HR policies must be transparent, up-to-date, and aligned with labor law.

Strategies for Maintaining Sick Leave UAE Compliance:

1. Follow MOHRE updates.
2. Use HR tech to track leave and automate pay.
3. Train your HR and management team.
4. Educate employees on their rights.
5. Conduct regular audits to ensure all records are accurate.

Consequences of Non-Compliance:

Non-compliance can result in:

• MOHRE penalties.
• Labor disputes.
• Legal costs.
• Reputational damage.
• Suspension of trade license in severe cases.

How ConnectHR Simplifies Sick Leave Management in the UAE?

HR software like ConnectHR helps UAE businesses manage sick leave more efficiently. Here’s how it can help. ConnectHR is a platform built for UAE businesses. It streamlines HR workflows, ensures legal compliance, and simplifies leave tracking.

Auto-Tracking Leave Days and Pay Calculations:

ConnectHR tracks sick leave balances and calculates pay automatically based on labor law. It alerts HR when leave limits are near and flags missing documents.

Built-In UAE Labor Law Compliance

Pre-configured with uae labour law sick leave rules, ConnectHR ensures all policies align with legal standards. It allows customization while maintaining compliance. All leave history and medical documentation are safely stored for audits.

Integration with Payroll and Employee Records

The platform syncs with payroll to reflect leave deductions and payments in real time. It links employee records, certificates, and salary history for easy access and updates.

Ready to Modernize Your Leave Management?

In today’s competitive and regulated environment, outdated HR systems can be a liability. In a world of digital transformation, manual leave tracking is no longer practical. With ConnectHR, you ensure:

• Real-time leave tracking.
• Accurate sick leave pay.
• MOHRE-compliant recordkeeping.
• Streamlined HR workflows.

ConnectHR saves time, reduces errors, and keeps your business compliant with the latest sick leave policy in UAE. Don’t let outdated systems hold you back. Choose efficiency and compliance with ConnectHR.

Book a demo today! Contact us now to streamline sick leave management in 2025.