Understanding sick leave regulations in the UAE can feel complex, whether you’re an employee needing time off for health reasons or an employer managing leave policies. This guide breaks down everything you need to know about sick leave entitlements, application procedures, required documentation, and the responsibilities of both parties under UAE labour law. Knowing these regulations helps protect employee rights while ensuring employers maintain compliance with legal requirements.

 

Eligibility Criteria to Take Sick Leave in the UAE

Under UAE Federal Decree-Law No. 33 of 2021 , employees working in the private sector are entitled to sick leave benefits, but eligibility depends on specific conditions being met.

The eligibility criteria include:

• Completion of probation period required: Employees must complete their probation period before becoming eligible for paid sick leave. During probation, only unpaid sick leave may be granted at the employer’s discretion, based on a medical report.
  
• All employment types are covered: Full-time employees, part-time workers, and those on both fixed-term and unlimited contracts qualify for sick leave once they pass probation.
  
• Medical unfitness requirement: The employee must be unable to perform their duties due to illness or injury. Valid medical documentation from a recognized medical authority is needed to support this.
  

Employees are ineligible for paid sick leave if the illness directly arises from their own misconduct, such as consumption of alcohol or narcotics, or if they violated safety instructions in accordance with UAE legislation and the company’s regulations.

The law distinguishes between sickness from general health issues and occupational injuries or hazards. Work-related injuries follow different provisions under their own laws and are not covered by the standard sick leave entitlement described here.

 

Duration of Sick Leave in the UAE

The UAE Labour Law grants employees up to 90 days of sick leave per year of service, with salary compensation structured across three distinct periods. This tiered system balances employee wellbeing with employer sustainability.

Sick leave is calculated as follows:

• First 15 days: Full pay
• Next 30 days: Half pay
• Remaining 45 days: No pay

These 90 days can be taken continuously or spread throughout the year of service. Employees can take sick leave in any month when medically necessary.

Once the entitlement is exhausted and the employee has not been able to return to work, the employer may terminate their services. In such cases, the employee is entitled to end of service benefits in accordance with the provisions of the labour law. This structure provides clarity for both parties when planning around extended medical needs.

 

 

How to Apply for Sick Leave

Applying for sick leave in the UAE follows a structured process designed to protect both employee health needs and employer operational requirements. The procedure ensures proper documentation while allowing employees to focus on recovery.

The application process involves several clear steps:

1. Notify your employer within three days. According to Article 31 of the UAE Labour Law, the employee must notify the employer about their sickness within a maximum of three days. This is a legal requirement, not just company policy.
   
2. Visit a recognized medical entity. Consultations must take place at a government health facility or a recognized medical authority approved by the relevant health authority. Not all clinics are authorized to issue valid sick leave certificates.
   
3. Obtain a medical report. The examining physician will issue a medical report on the employee’s condition when determining they are unfit for work. This document must specify the nature of the condition and the recommended leave duration.
   
4. Submit the medical report to your employer. The medical report should be presented to your employer within the three-day notification period to validate your sick leave request.
   
5. Follow up as needed. If the illness extends beyond the initially approved period, additional medical reports must be obtained and updated documentation submitted.
   

This systematic approach ensures both parties understand expectations and timelines, reducing potential misunderstandings about leave requests.

 

 

Documents Required for Sick Leave in the UAE

Proper documentation is essential when requesting sick leave. The UAE Labour Law requires specific medical evidence to validate absence and ensure appropriate salary compensation during recovery.

• Medical report issued by a recognized medical entity. This document serves as the primary proof of medical condition and inability to work. It must come from a recognized medical authority, not just any healthcare provider.
  
• Health authority stamp or approval on the medical report. For sick leave exceeding three consecutive days, the certificate typically requires attestation from the local health authority, such as DHA in Dubai or DOH in Abu Dhabi.
  
• Prescription or treatment plan when applicable. While not always mandatory, documentation of prescribed medications or treatments can support the sick leave claim and provide additional validation.
  
• Medical test results or diagnostic reports for extended sick leave. When requesting prolonged absence, employers may require laboratory results, imaging reports, or specialist consultations that justify the leave duration.
  
• Follow-up medical reports for extended illness. If the condition continues beyond the initial sick leave period, updated medical documentation from the treating physician must be provided.
  

This documentation requirement creates a clear record that protects both employee entitlements and employer interests, ensuring transparency throughout the sick leave period.

 

Employer Responsibilities

Employers in the UAE have legal obligations when handling employee sick leave. These responsibilities ensure fair treatment of workers while maintaining workplace productivity and compliance with labour regulations.

• Accept valid medical reports. Sick leave requests supported by proper medical documentation from recognized medical entities should be processed and approved without unreasonable delay.
  
• Pay sick leave salary correctly. Employees must be compensated according to the mandated structure of full pay for 15 days and half pay for 30 days, based on their basic salary as specified in the employment contract.
  
• Grant unpaid sick leave during probation when appropriate. While employees are not entitled to paid sick leave during probation, employers may grant unpaid sick leave during this time based on a medical report indicating the necessity of such leave.
  
• Maintain confidentiality. Employee medical information must be treated with discretion and privacy protected. Medical details should only be shared with relevant personnel on a need-to-know basis.
  
• Refrain from dismissal during sick leave. An employer may not dismiss an employee or give them a termination notice while the employee is on sick leave. This protection ensures employees can recover without fear of job loss.
  
• Handle post-sick leave termination properly. If the employee uses all 90 days of sick leave and has not been able to report to work afterwards, the employer may terminate their services. In such cases, the employee shall be entitled to end of service benefits in accordance with the provisions of the labour law.
  
• Keep accurate records. All sick leave instances must be documented, including dates, duration, and supporting medical reports, to track annual entitlements and ensure compliance.
  
• Provide clear policies. Sick leave procedures, documentation requirements, and timelines should be communicated clearly in employee handbooks or contracts so staff understand the process.
  
• Reinstate employees appropriately. Employees should be welcomed back to their positions following sick leave, with any necessary workplace accommodations provided if recommended by medical professionals.

These employer obligations create a balanced system that respects both business needs and employee wellbeing, ensuring compliance with UAE labour standards.

 

How Can LYLAW Help?

Sick leave regulations in the UAE balance employee wellbeing with employer operational needs, but misunderstandings or non-compliance can lead to disputes that escalate into legal conflicts. Whether facing issues with sick leave denial, incorrect salary payment during medical absence, or questions about termination following extended illness, professional legal guidance provides clarity and protection.

LYLAW provides extensive legal support for employment law matters. The firm assists employees in understanding their rights, challenging wrongful denials, and pursuing claims for unpaid wages during sick leave. For employers, LYLAW offers policy reviews, compliance audits, and representation in labour disputes to ensure practices align with current regulations.