Maternity leave in UAE provides eligible working women with paid time away from employment during pregnancy, childbirth, and postnatal recovery.
Under the UAE Labour Law, female employees in the private sector are entitled to 60 days of maternity leave, comprising 45 days at full pay and 15 days at half pay.
Additional leave may be available when pregnancy-related medical complications arise or a newborn requires continuous care.
The governing provisions are established under Article 30 of Federal Decree-Law No. 33 of 2021, as amended. These rules define maternity leave duration, salary entitlements, medical documentation requirements, breastfeeding breaks, and protections against dismissal related to pregnancy or childbirth.
For employees, understanding maternity leave entitlements is essential when planning their absence and assessing their income during recovery.
Employers must apply the correct wage calculations, recognize qualifying extensions, and manage maternity-related absences without compromising statutory employment rights.
What Is Maternity Leave Under UAE Labour Law?
Maternity leave under UAE Labour Law is a statutory employment entitlement allowing eligible female employees to take paid leave associated with childbirth while maintaining the employment protections established by federal legislation.
Article 30 of Federal Decree-Law No. 33 of 2021 provides the principal legal framework for private-sector maternity leave.
Unlike annual leave, which is intended for scheduled vacation, maternity leave specifically addresses childbirth and the employee's associated recovery and care responsibilities.
The legislation establishes minimum entitlements that employers must observe, although employment contracts and organizational policies may provide more favorable benefits.
Additional paid leave, extended maternity periods, or enhanced compensation may therefore be available depending on the employment agreement.
Maternity leave is also distinct from ordinary sick leave and parental leave. Each entitlement has separate eligibility conditions, duration requirements, and compensation arrangements that employers must recognize when processing employee absences.
How Many Days of Maternity Leave Are Employees Entitled to in the UAE?
Female employees covered by the federal private-sector UAE Labour Law are entitled to 60 days of maternity leave, with the first 45 days compensated at full salary and the remaining 15 days at half salary.
Article 30 establishes this entitlement without requiring employees to complete a minimum period of continuous service.
The standard maternity leave period is expressed in calendar days rather than working days, meaning scheduled weekends falling within the approved leave period generally form part of the 60-day entitlement.
How Are the First 45 Days of Maternity Leave Paid?
The first 45 days of maternity leave are compensated at 100% of the employee's applicable contractual wage, including qualifying regular allowances.
An employee receiving AED 10,000 monthly would therefore receive AED 15,000 for 45 days of maternity leave using a 30-day monthly calculation basis.
This amount represents the salary maintained during the leave period rather than an additional payment automatically provided on top of ordinary wages.
How Are the Remaining 15 Days of Maternity Leave Paid?
The final 15 days of the statutory maternity leave entitlement are compensated at 50% of the employee's applicable wage.
For an employee earning AED 10,000 monthly, the normal daily wage would be approximately AED 333.33 under a 30-day calculation.
Half-pay maternity compensation would therefore amount to approximately AED 166.67 per day, producing AED 2,500 for the final 15 days.
Employers must distinguish the two payment periods when processing payroll because applying full salary throughout the entire statutory leave period is not mandatory unless more favorable contractual benefits apply.
Who Is Eligible for Maternity Leave in the UAE?
Female employees working under the UAE's federal private-sector employment framework are eligible for statutory maternity leave when the applicable conditions concerning pregnancy and childbirth are satisfied.
The entitlement is not restricted to UAE nationals. Expatriate employees working for establishments governed by Federal Decree-Law No. 33 of 2021 are also protected by its maternity leave provisions.
Most mainland private-sector companies and many free-zone establishments operate under this framework. However, government employees and women working within certain specialized jurisdictions, including the Dubai International Financial Centre and Abu Dhabi Global Market, are subject to separate employment regulations.
The relevant employment jurisdiction must therefore be identified before determining an employee's statutory maternity benefits.
Is Maternity Leave Available During Probation in the UAE?
Female employees are entitled to maternity leave during probation under the UAE's federal private-sector labor law because Article 30 does not establish a minimum service period for the statutory entitlement.
An employee who becomes eligible for maternity leave shortly after joining an organization does not need to complete six months or one year of employment before receiving the statutory maternity benefits.
For example, an employee who gives birth during the fourth month of a six-month probationary period remains entitled to the applicable 60-day maternity leave, including the prescribed full-pay and half-pay components.
This differs from ordinary paid sick leave, which generally becomes available after probation. Employers should not apply the qualifying service requirements for sick leave to maternity leave simply because both involve medically related absences.
When Can Employees Start Maternity Leave in the UAE?
Employees may request maternity leave before childbirth, beginning within the period permitted by Article 30(5), which refers to the last day of the month immediately preceding the month in which delivery is expected.
The UAE government's official guidance also describes maternity leave as available up to approximately 30 days before the expected delivery date. A medical certificate confirming the anticipated delivery is required to support the request.
For example, an employee expecting to give birth in September may request to begin maternity leave during the legally permitted pre-delivery period, supported by appropriate medical documentation.
Taking maternity leave before childbirth does not create a separate additional entitlement. The approved pre-delivery days form part of the overall 60-day maternity leave allowance.
Employees should therefore consider the expected delivery date, anticipated recovery period, and available contractual benefits when determining when to begin their leave.
How Is Maternity Leave Salary Calculated in the UAE?
Maternity leave salary in the UAE is calculated using the employee's applicable wage, with 100% compensation for the first 45 days and 50% compensation for the following 15 days.
For fixed monthly salaries, a commonly used payroll method divides the monthly contractual wage by 30 to determine the daily wage. The resulting daily amount is then multiplied by the number of maternity leave days and the applicable payment percentage.
The calculation can be expressed as Maternity Leave Salary = (Monthly Wage ÷ 30 × 45) + (Monthly Wage ÷ 30 × 15 × 50%).
This formula illustrates the standard statutory payment periods using a 30-day monthly payroll basis. Employers must ensure their calculations reflect the actual contractual remuneration and applicable payroll arrangements.
Is Maternity Leave Calculated on Basic Salary or Full Salary?
Maternity leave under the federal UAE Labour Law is calculated using the employee's applicable full wage rather than basic salary alone.
Article 1 distinguishes basic wage from the broader definition of wage, which includes qualifying contractual allowances and remuneration.
Because Article 30 refers to full and half wage, regular housing, transportation, and other qualifying wage allowances are generally relevant to the maternity salary calculation.
For example, an employee receiving AED 7,000 in basic salary and AED 3,000 in regular allowances has a total monthly wage of AED 10,000. This full wage ordinarily forms the relevant salary basis for statutory maternity leave.
Variable commissions, expense reimbursements, and benefits in kind may require separate assessment according to the employment contract and applicable wage definitions.
How Do You Calculate Maternity Leave Salary for an Employee Earning AED 12,000?
An employee earning AED 12,000 monthly would receive AED 21,000 for the standard 60-day maternity leave period using the statutory payment percentages and a 30-day monthly calculation basis.
Dividing AED 12,000 by 30 produces a daily wage of AED 400. The first 45 days at full pay would generate AED 18,000, while the following 15 days at half pay would produce AED 3,000.
The total maternity leave compensation would therefore be AED 21,000.
This represents the wages payable during the 60-day absence, not a separate maternity bonus. Employers should distribute the relevant salary amounts across the applicable payroll periods while ensuring that the combined compensation satisfies the statutory entitlement.
Are Weekends and Public Holidays Included in UAE Maternity Leave?
Weekends and public holidays falling within the standard federal private-sector maternity leave period are generally included because Article 30 establishes an entitlement of 60 calendar days rather than 60 working days.
Consequently, an employee taking continuous maternity leave does not ordinarily receive an automatic extension simply because weekends or official holidays occur during the approved absence.
For example, a 60-day maternity leave period remains 60 calendar days even when it includes several scheduled weekly rest days.
Employers may offer more favorable arrangements under their employment contracts or organizational policies. However, such arrangements should be distinguished from the minimum requirements established by federal legislation.
Can Maternity Leave Be Extended Due to Medical Complications?
Maternity leave may be followed by up to 45 additional days of unpaid absence when an employee cannot resume work because of an illness affecting her or her child that results from pregnancy or childbirth.
Article 30(2) permits this additional absence to be taken continuously or intermittently, provided the relevant medical condition is established through a certificate issued by an appropriate medical authority.
The additional 45 days are not automatically available for personal preference or general childcare arrangements. The absence must satisfy the medical conditions specified by the legislation.
Furthermore, Article 30 states that this unpaid period is excluded from the service period used to determine end-of-service benefits or applicable retirement contribution periods.
Employees and employers should therefore distinguish the ordinary paid maternity entitlement from medically justified additional unpaid leave.
What Maternity Leave Is Available When a Newborn Requires Continuous Care?
Employees who give birth to a sick child or a child with a disability requiring continuous assistance are entitled to 30 additional days of fully paid leave, followed by the option to extend the absence for another 30 days without pay.
Article 30(4) establishes this entitlement when the child's condition requires a constant companion, as confirmed by a medical report issued by an appropriate medical authority.
The additional fully paid period begins after the standard maternity leave ends. It is intended to accommodate circumstances in which the newborn requires continuing assistance rather than ordinary childcare alone.
For example, an eligible employee may receive the standard 60-day maternity leave followed by another 30 days at full pay. If necessary, the employee may subsequently use the additional 30-day unpaid entitlement.
Employers should examine the supporting medical report and apply the relevant statutory provisions without automatically classifying the additional absence as ordinary annual leave.
Is Maternity Leave Available After Miscarriage or Stillbirth in the UAE?
The UAE Labour Law expressly recognizes maternity leave following a stillbirth or the death of a newborn when delivery occurs after at least six months of pregnancy.
Article 30(3) provides the statutory maternity leave entitlement where delivery takes place at six months or more of pregnancy, whether the baby is stillborn or born alive and subsequently dies.
This provision ensures that eligibility is not dependent exclusively on the survival of the child.
Pregnancy loss occurring earlier than the specified threshold is not expressly covered by this particular maternity entitlement. Depending on the employee's medical condition and circumstances, other applicable leave provisions may need to be considered.
Employers should approach these situations with appropriate confidentiality and assess the available medical documentation against the governing legal requirements.
Are Employees Entitled to Breastfeeding Breaks After Maternity Leave?
Female employees returning from maternity leave are entitled to one or two daily breastfeeding breaks, totaling no more than one hour, for a period extending up to six months from the date of childbirth.
Article 30(9) establishes this entitlement, and the UAE government's official guidance confirms that these breaks are paid.
For example, an employee may arrange two 30-minute breaks during her working day, provided the combined duration does not exceed the statutory one-hour entitlement.
The six-month period is measured from the child's date of birth rather than the date on which the employee resumes employment.
Employers should incorporate these breaks into working schedules without treating the legally protected nursing time as unauthorized absence or imposing corresponding salary deductions.
Can Employees Combine Maternity Leave With Annual Leave?
Employees may combine maternity leave with other available leave entitlements, subject to the provisions governing the additional leave and the applicable employment arrangements.
Article 30(6) states that taking maternity leave does not prejudice the employee's entitlement to other forms of leave.
For example, an employee with an outstanding annual leave balance may request to use approved annual vacation after completing maternity leave, allowing additional time away from work.
Annual leave remains subject to the relevant scheduling and approval provisions under Article 29.
Employers should therefore distinguish the statutory maternity entitlement from separately accrued annual vacation rather than deducting maternity days from the employee's annual leave balance.
Is Parental Leave Available in Addition to Maternity Leave?
Eligible private-sector employees may receive five working days of paid parental leave following the birth of a child under Article 32 of Federal Decree-Law No. 33 of 2021.
The entitlement is available to either parent, including mothers who also qualify for maternity leave. Parental leave may be taken continuously or intermittently within six months of childbirth, subject to the applicable requirements.
The implementing regulations require employees to provide proof of the child's birth.
Because parental leave is a separate statutory entitlement, employers should not automatically treat it as part of the standard 60-day maternity allowance. Its scheduling and administration should reflect the governing provisions and any more favorable contractual arrangements.
Can an Employer Refuse Maternity Leave in the UAE?
An employer cannot lawfully deny a qualifying employee the statutory maternity leave entitlement when the applicable requirements under Article 30 have been satisfied.
The legislation requires employers to grant maternity leave upon an eligible employee's request within the permitted period, supported by the appropriate medical certificate.
Employers may establish reasonable administrative procedures for receiving leave applications, reviewing documentation, and planning temporary staffing arrangements. However, these procedures cannot eliminate the statutory entitlement or reduce the prescribed maternity salary.
Where an employee requests benefits exceeding the legal minimum, such as additional paid maternity leave not otherwise required by law, the outcome may depend on the employment contract and organizational policies.
Can an Employer Terminate an Employee During Pregnancy or Maternity Leave?
An employer cannot terminate a female employee or issue termination notice because of her pregnancy, maternity leave, or an absence protected under Article 30.
Article 30(8) expressly prohibits dismissal or notice based on these circumstances. The protection applies to employees exercising their statutory maternity rights, including qualifying additional absences recognized by the legislation.
However, pregnancy does not necessarily prevent every possible termination arising from unrelated lawful grounds. Any proposed termination must comply with the applicable employment provisions and must not be motivated by pregnancy or the exercise of maternity rights.
Employees who believe they have been dismissed for a prohibited reason may seek assistance through the appropriate labor dispute procedures.
Can Employees Work for Another Employer During Maternity Leave?
Employees receiving maternity leave benefits may face financial consequences if they work for another employer during the protected leave period.
Under Article 30(7), where an employee works for another employer during maternity leave or an associated authorized absence, the original employer may withhold the wages otherwise payable for that period or recover amounts already paid.
This provision should be distinguished from the employee's ordinary contractual obligations concerning outside employment.
Employees considering additional work during maternity leave should therefore examine both the statutory requirements and the terms of their employment agreement before undertaking another engagement.
What Documents Are Required to Apply for Maternity Leave in the UAE?
A maternity leave application generally requires medical documentation confirming the expected delivery date, together with the information reasonably necessary for the employer to administer the statutory absence.
Article 30(5) specifically requires a certificate issued by an appropriate medical authority when an employee requests maternity leave before childbirth.
Employers may also request the relevant leave dates and documentation necessary to maintain accurate payroll and attendance records.
Additional medical certificates are required when an employee seeks extended leave due to pregnancy-related illness or a newborn's condition requiring continuous assistance.
Organizations should maintain confidential records of medical documentation and apply consistent procedures for reviewing and approving maternity-related absences.
When Must Employers Pay Maternity Leave Salary?
Employers must pay maternity leave compensation according to the applicable wage-payment obligations and payroll arrangements established under UAE employment legislation.
Article 22 of Federal Decree-Law No. 33 of 2021 governs wage payments, while the implementing regulations establish further requirements concerning timely payment and applicable salary administration procedures.
Maternity leave compensation should reflect the correct full-pay and half-pay periods, including situations where the leave extends across multiple salary cycles.
Employers should maintain clear payroll records identifying the employee's applicable wage, maternity leave dates, statutory payment percentages, and any additional contractual benefits.
How Does Maternity Leave Differ Between the UAE Private and Government Sectors?
Maternity leave entitlements differ between UAE private-sector and government employment because separate legislation governs the relevant employment relationships.
Under the federal private-sector framework, the standard entitlement is 60 calendar days, with 45 days at full pay and 15 days at half pay.
Female employees holding permanent positions in the UAE federal government generally receive 90 days of fully paid maternity leave under Federal Decree-Law No. 49 of 2022.
After returning to work, eligible federal government employees may receive two paid hours daily for breastfeeding for up to six months from childbirth, compared with the one-hour daily entitlement under the federal private-sector framework.
Local government regulations may provide different benefits. Dubai Government, Abu Dhabi Government, and other emirate-level authorities maintain employment provisions that should be examined separately.
Do DIFC and ADGM Employees Have Different Maternity Leave Entitlements?
Employees governed by the employment laws of the Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM) have different maternity leave arrangements from those established under the federal private-sector legislation.
Under the DIFC Employment Law, eligible female employees may take up to 65 working days of maternity leave. Statutory maternity pay is generally available when the employee satisfies the applicable conditions, including at least 12 months of continuous employment before the expected or actual week of childbirth.
The payment entitlement comprises 33 working days at full daily wage and 32 working days at half daily wage.
ADGM Employment Regulations 2024, effective April 1, 2025, also provide 65 working days of maternity leave, with 33 working days at full pay and 32 working days at half pay for employees meeting the applicable eligibility requirements, including the 12-month service condition for maternity pay.
Unlike the federal private-sector maternity entitlement, these jurisdictions distinguish the right to take maternity leave from the conditions required to receive statutory maternity pay.
What Can Employees Do if Their Maternity Leave Rights Are Denied?
Employees whose statutory maternity leave or salary entitlements are denied may seek assistance through the Ministry of Human Resources and Emiratisation (MoHRE), provided their employment falls within its jurisdiction.
Disputes may concern incorrect maternity salary calculations, refusal to recognize eligible leave, unauthorized deductions, or termination connected to pregnancy.
Employees should retain their employment contracts, medical certificates, maternity leave applications, salary records, and relevant communications to establish the circumstances of the disagreement.
If direct communication with the employer does not resolve the matter, the employee may pursue the applicable labor complaint process.
Employees working under DIFC, ADGM, or separate government employment frameworks should use the dispute-resolution procedures established by their respective jurisdictions.
Conclusion
Maternity leave in UAE establishes important employment protections for working mothers while providing a statutory framework for childbirth-related absence and salary compensation.
Under the federal private-sector rules applicable in 2026, eligible female employees receive 60 days of maternity leave, including 45 days at full pay and 15 days at half pay.
Additional entitlements address pregnancy-related medical complications, newborns requiring continuous care, and breastfeeding breaks after returning to work.
Employers must calculate maternity wages using the appropriate salary components, recognize legally protected absences, and ensure that pregnancy or maternity leave does not become grounds for unlawful dismissal.
Employees should review their contractual benefits, medical documentation requirements, and governing employment jurisdiction to understand the full extent of their entitlements.
Accurate payroll administration and consistent application of statutory protections remain essential to maintaining compliance with UAE maternity leave legislation.
