Sick leave in UAE is a statutory employment entitlement that allows eligible employees to take time away from work when illness or a medical condition prevents them from performing their duties.
Under the UAE Labour Law, private-sector employees who have completed their probationary period may receive up to 90 days of sick leave per year of service, with different salary entitlements applying throughout the permitted absence.
The legal framework is principally established under Article 31 of Federal Decree-Law No. 33 of 2021. It defines the duration of sick leave, applicable payment percentages, employee notification obligations, and circumstances in which an employer may terminate employment following prolonged illness.
For employees, understanding these provisions helps clarify their entitlement to paid medical absence and the documentation required to support it.
Employers must accurately distinguish between fully paid, partially paid, and unpaid sick leave while maintaining payroll records that reflect statutory requirements.
What Is Sick Leave Under UAE Labour Law?
Sick leave under UAE Labour Law is an authorized absence from employment granted when an employee cannot perform their normal duties because of illness or a medical condition supported by appropriate medical documentation.
Article 31 of Federal Decree-Law No. 33 of 2021 establishes the statutory entitlement for employees covered by the federal private-sector employment framework.
Unlike annual leave, which provides employees with scheduled vacation time, sick leave is intended to accommodate medically justified absences.
Employees are not required to treat every period of illness as annual vacation, provided they satisfy the applicable sick leave requirements.
The legislation distinguishes ordinary sickness from occupational injuries and work-related diseases, which are governed by separate compensation provisions.
Sick leave entitlements also depend on whether the employee has completed probation, how many days have already been utilized, and whether the illness falls within the circumstances recognized by law.
How Many Sick Leave Days Are Employees Entitled to in the UAE?
Employees covered by the UAE's federal private-sector labor law are entitled to a maximum of 90 days of sick leave per year of service after completing their probationary period, whether the absence occurs continuously or intermittently.
Article 31 establishes three compensation periods within this entitlement. The first 15 days attract full salary, the following 30 days are paid at half salary, and the remaining 45 days are unpaid.
These periods represent a combined annual entitlement rather than three separate leave categories that employees can independently select. The applicable payment rate depends on the employee's cumulative sick leave utilization during the relevant service year.
Employers may provide more generous benefits through employment contracts or workplace policies. However, internal policies cannot reduce the statutory minimum entitlements of employees covered by the legislation.
How Are the First 15 Days of Sick Leave Paid?
The first 15 eligible sick leave days are paid at 100% of the employee's applicable wage, allowing the employee to retain regular salary entitlement during the initial period of medically supported absence.
For example, an employee receiving a monthly wage of AED 9,000 would ordinarily receive full salary for the first 15 qualifying sick leave days. Using a 30-day monthly calculation, those days represent AED 4,500 of the employee's normal remuneration.
This amount is not an additional payment automatically added to the monthly salary. It represents the earnings preserved while the employee is absent on approved paid sick leave.
How Are the Next 30 Days of Sick Leave Paid?
The next 30 sick leave days are compensated at 50% of the employee's applicable wage once the initial 15 fully paid days have been exhausted.
An employee whose normal monthly salary is AED 9,000 would therefore receive AED 4,500 for 30 consecutive days falling entirely within the half-pay entitlement, assuming a 30-day payroll calculation basis.
If an employee's absence crosses from the fully paid period into the half-paid period, the employer must calculate each portion separately. Applying a uniform deduction to the entire absence could produce an incorrect salary payment.
What Happens During the Remaining 45 Sick Leave Days?
The remaining 45 days of the statutory 90-day sick leave entitlement are unpaid, meaning the employer is not generally required to continue paying salary for those days under Article 31.
Employees may nevertheless remain on authorized sick leave during this period when the absence is properly supported and complies with the applicable requirements.
The absence of statutory sick pay does not automatically mean that employment has ended. The distinction between unpaid sick leave and termination is important because separate provisions govern when employment may be ended on grounds of continued inability to work.
Who Is Eligible for Paid Sick Leave in the UAE?
Employees covered by the federal private-sector UAE Labour Law generally become eligible for statutory paid sick leave after successfully completing their probationary period and satisfying the applicable medical reporting requirements.
The entitlement applies to qualifying employees irrespective of whether they are UAE nationals or expatriates. However, the employment relationship must fall within the scope of the relevant federal legislation.
Most mainland private-sector employers and many free-zone businesses operate within this framework. Employees working in certain specialized jurisdictions, particularly the Dubai International Financial Centre and Abu Dhabi Global Market, are governed by separate employment legislation.
Government employees, domestic workers, and other excluded employment categories may also be subject to different sick leave regulations. Accordingly, the applicable employment law must be identified before determining individual entitlements.
Is Sick Leave Allowed During Probation in the UAE?
Employees may be granted sick leave during probation, but Article 31 does not provide a statutory entitlement to paid sick leave until the probationary period has ended.
An employer may approve unpaid sick leave during probation when the employee provides a medical report issued by an appropriate medical authority confirming the need for absence.
For example, an employee who becomes ill during the third month of a six-month probationary period may request medically supported leave. Although the employer may authorize the absence, the federal legislation does not require payment under the normal statutory sick leave salary provisions.
An employer may nevertheless offer paid sick leave as a more favorable contractual benefit. The employment contract and applicable workplace policies should therefore be examined before determining whether the absence is unpaid.
How Is Sick Leave Salary Calculated in the UAE?
Sick leave salary in the UAE is calculated by applying the relevant statutory payment percentage to the employee's applicable wage for the number of eligible sick leave days taken.
For employees receiving fixed monthly remuneration, a commonly used payroll approach determines the daily wage by dividing the monthly wage by 30. The resulting daily amount is multiplied by the eligible sick leave days and the applicable payment percentage.
The general calculation is Sick Leave Pay = (Monthly Wage ÷ 30) × Eligible Sick Leave Days × Applicable Pay Percentage.
The percentage is 100% during the first 15 days, 50% during the following 30 days, and 0% during the remaining 45 days.
This formula illustrates a commonly applied 30-day monthly payroll method. The employer must also account for the employee's salary structure, relevant contractual terms, and the way the absence falls within the applicable payroll period.
How Do You Calculate Sick Leave Salary for an Employee Earning AED 9,000?
An employee earning AED 9,000 per month can receive sick leave compensation based on a daily full wage of AED 300 when the employer applies a 30-day monthly calculation basis.
If the employee uses the full 90-day statutory entitlement consecutively, the first 15 days would represent AED 4,500 at full pay. The following 30 days would generate another AED 4,500 at half pay, while the final 45 days would be unpaid.
The total salary payable for the 90-day sick leave period would therefore be AED 9,000 under these assumptions.
For comparison, the employee's ordinary salary over an equivalent 90-day period would be AED 27,000. The difference reflects the statutory reduction in compensation after the initial fully paid sick leave period.
How Is Salary Calculated When Sick Leave Crosses Different Pay Periods?
Sick leave extending across different payment categories must be divided according to the number of days remaining within each statutory salary entitlement.
Consider an employee earning AED 12,000 monthly who has already used 12 fully paid sick leave days during the relevant year. The employee subsequently takes another 10 days of medically supported absence.
The first three days would qualify for full pay because they complete the initial 15-day entitlement. The remaining seven days would fall within the half-pay period.
Using a daily full wage of AED 400, the three fully paid days represent AED 1,200, while the seven half-paid days generate AED 1,400. Total sick leave compensation attributable to the 10-day absence would therefore be AED 2,600.
Employers should incorporate this amount into the relevant payroll calculation without treating paid sick leave as additional compensation beyond ordinary wages.
Is Sick Leave Calculated on Basic Salary or Gross Salary in the UAE?
Sick leave compensation under the federal UAE Labour Law is generally calculated using the employee's applicable wage, including regular contractual allowances that form part of remuneration, rather than basic salary alone.
Article 1 distinguishes between basic wage and wage. Basic wage excludes allowances, while the broader statutory wage definition includes applicable cash allowances and contractual benefits.
For example, an employee receiving AED 6,000 in basic salary and AED 3,000 in fixed monthly allowances has a total contractual wage of AED 9,000. Where those allowances form part of the applicable wage, the full amount is relevant to the sick leave calculation.
Variable commissions, reimbursements, and noncash benefits require examination of their contractual treatment. Not every amount appearing on a payslip necessarily qualifies as part of the relevant wage.
How Must Employees Apply for Sick Leave in the UAE?
Employees requesting sick leave must notify their employer of the illness within three working days and provide a medical report issued by an appropriate medical entity.
Article 31(1) establishes these requirements for sickness unrelated to occupational injury. Notification should be made through the employer's recognized communication or absence-reporting procedures.
The medical documentation should substantiate the employee's condition and the period of leave required. Depending on the circumstances, a medical certificate may need verification or attestation through the relevant UAE health authority.
Employers may maintain internal procedures for submitting documentation, recording leave dates, and approving payroll treatment. However, administrative requirements should operate consistently with the employee's statutory rights.
Is a Medical Certificate Required for Sick Leave in the UAE?
A medical report issued by an appropriate medical entity is required to support statutory sick leave under Article 31 of the UAE Labour Law.
The UAE's Ministry of Health and Prevention (MOHAP) provides medical leave attestation services, while authorized health authorities in Dubai, Abu Dhabi, and Sharjah maintain relevant certification arrangements.
MOHAP's current service guidance distinguishes between shorter sick leave certificates and longer absences requiring medical committee review. Documents already attested by an authorized local health authority generally do not require duplicate MOHAP attestation.
Medical certificates issued outside the UAE may require additional authentication, including Ministry of Foreign Affairs procedures and medical review where applicable.
Employees should confirm the certification requirements for the emirate in which the document was issued, particularly when the requested absence extends over several weeks.
Can Sick Leave Be Taken Multiple Times During the Same Year?
Employees may take sick leave on multiple occasions during the same service year, provided the combined absence remains within the applicable statutory entitlement and each absence satisfies the relevant requirements.
Article 31 expressly recognizes continuous and intermittent sick leave. Consequently, employees do not need to experience one uninterrupted illness to qualify for the 90-day entitlement.
For example, an employee who takes five days of sick leave in February and seven days in June has utilized 12 days of the annual allowance. A subsequent qualifying absence would ordinarily begin with the remaining three fully paid sick leave days before entering the half-pay category.
The statutory entitlement is expressed per year of service. Employers should define and administer the relevant accounting period consistently rather than automatically assuming that every employee's entitlement resets on January 1.
Are Weekends and Public Holidays Included in Sick Leave in the UAE?
The treatment of weekends and public holidays during sick leave depends on the applicable leave period, medical documentation, employment arrangements, and governing legal provisions.
Article 31 establishes the overall sick leave duration but does not separately prescribe a universal calculation method for every possible overlap between medical absence, weekly rest days, and public holidays.
For example, a medical certificate covering a continuous period may include dates on which the employee would not ordinarily have been scheduled to work.
Employers should assess the documented period and the applicable leave-recording rules rather than automatically counting every sick leave absence exclusively as scheduled working days.
Where the treatment affects statutory salary entitlement, employers should seek clarification from the appropriate labor authority instead of relying on an unsupported internal interpretation.
Can Employees Take Sick Leave During Annual Leave?
An employee who becomes ill during annual leave may request appropriate treatment of the medically supported absence, but illness does not automatically convert previously approved annual vacation into sick leave under the federal legislation.
The employee should notify the employer and provide the required medical documentation. Any adjustment to annual leave records must be considered against the applicable legal provisions, contractual terms, and workplace policies.
Article 29 governs annual vacation, while Article 31 establishes sick leave requirements. Neither provision should be interpreted as automatically allowing an employee to replace annual leave days without establishing the necessary conditions.
Employers may provide more favorable arrangements, particularly where an illness prevents an employee from benefiting from an approved vacation.
When Can an Employee Lose the Right to Paid Sick Leave?
An employee may lose entitlement to statutory sick leave pay when the illness directly results from misconduct falling within the circumstances specified by the implementing regulations.
Article 20 of Cabinet Resolution No. 1 of 2022 identifies relevant circumstances, including illness resulting from misconduct involving alcohol or narcotics and certain violations of applicable workplace safety instructions.
These exceptions should not be treated as a general authorization to deny sick leave whenever an employer questions an employee's behavior.
The relevant misconduct must fall within the applicable legal conditions. Employers should therefore assess the supporting facts and regulatory requirements carefully before withholding statutory sick leave compensation.
Can an Employer Terminate an Employee During Sick Leave in the UAE?
An employer cannot terminate employment merely because an employee is exercising an eligible statutory sick leave entitlement before the relevant leave has been exhausted.
Article 46 of the UAE Labour Law prohibits terminating an employee for lack of health fitness before the employee has exhausted the legally accrued leaves available for that purpose.
Article 31(5) permits an employer to terminate employment after the statutory sick leave entitlement has been exhausted if the employee remains unable to return to work, provided the employee receives all legally required financial entitlements.
Termination involving illness must therefore be distinguished from termination for unrelated lawful reasons, which may involve separate contractual and statutory notice requirements.
Employers should evaluate the employee's medical status, outstanding leave entitlement, and applicable termination provisions before making employment decisions connected to prolonged illness.
What Happens After an Employee Exhausts 90 Days of Sick Leave?
Once an employee exhausts the statutory 90-day sick leave entitlement, the employer may terminate employment if the employee remains unable to return to work, subject to the applicable legal requirements.
Article 31(5) recognizes this possibility while protecting the employee's right to outstanding financial entitlements.
Exhaustion of the 90-day allowance does not automatically terminate the employment contract. The employer must determine the appropriate course of action and comply with the relevant termination provisions.
Depending on the circumstances, the employer and employee may also consider an agreed additional absence or another lawful arrangement. Such arrangements should be documented clearly because they may affect wage payment and service-related calculations.
Where employment ends, outstanding salary, applicable leave compensation, and end-of-service benefits must be assessed separately.
Is Sick Leave Different for Work-Related Injuries in the UAE?
Sick leave arising from occupational injuries or work-related diseases is governed by separate statutory provisions rather than the ordinary 90-day sick leave framework.
Article 37 of Federal Decree-Law No. 33 of 2021 establishes specific employer obligations concerning treatment expenses and wage compensation for occupational injuries.
Where an eligible employee cannot work because of a qualifying work injury or occupational disease, the employer must generally provide full wage compensation during treatment for up to six months.
If treatment continues beyond that period, half-wage compensation may apply for up to a further six months, subject to the relevant legal conditions.
Additional compensation may become payable where the injury results in permanent disability or death.
These provisions reflect the distinction between ordinary illness and medical incapacity arising directly from employment-related risks.
Do DIFC and ADGM Employees Receive the Same Sick Leave Benefits?
Employees working under the separate employment laws of the Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM) receive sick leave benefits according to their respective legal frameworks rather than the federal 90-day entitlement.
The DIFC Employment Law generally provides up to 60 working days of sick leave within a 12-month period, with the first 10 working days paid at full salary, the following 20 working days at half salary, and the remaining 30 working days unpaid.
ADGM's Employment Regulations 2024, effective from April 1, 2025, establish a comparable sick leave structure of 60 working days, with 10 days at full pay, 20 days at half pay, and 30 days unpaid after probation.
The different treatment of working days, qualifying periods, notification requirements, and employment protections makes it important for employers and employees to identify the governing jurisdiction before applying a calculation.
What Should Employers Consider When Managing Sick Leave?
Employers managing sick leave in the UAE should maintain accurate records of medical absences, statutory payment categories, employee notifications, and the documentation supporting each approved leave period.
Payroll calculations must account for sick leave already utilized during the relevant service year. An employee moving from full-pay to half-pay entitlement should have the transition reflected accurately in salary processing.
Employers should also distinguish ordinary sick leave from occupational injury absence, maternity-related entitlements, and other legally recognized leave categories.
Medical documentation should be handled through appropriate administrative channels, with access restricted to personnel who require the information for legitimate employment purposes.
Consistent recordkeeping supports compliance with UAE employment legislation and helps prevent disagreements over salary deductions, unauthorized absence, and outstanding sick leave entitlements.
What Can Employees Do If Sick Leave Pay Is Incorrect?
Employees who believe their sick leave compensation has been calculated incorrectly can request clarification from their employer and, where necessary, seek assistance through the Ministry of Human Resources and Emiratisation.
Payroll discrepancies may arise from an incorrect wage basis, miscalculated leave balances, inappropriate deductions, or failure to recognize medically supported absences.
Employees should review their employment contract, medical certificates, approved sick leave records, and relevant payslips to establish the amount disputed.
If the issue remains unresolved, employees covered by the federal private-sector framework may use MoHRE's established labor complaint procedures. Employees governed by separate jurisdictions should follow the applicable dispute-resolution arrangements.
Conclusion
Sick leave in UAE is an essential statutory employment entitlement that provides eligible employees with financial support during medically justified absences while establishing clear obligations for employers.
Under the federal private-sector framework applicable in 2026, employees completing probation generally qualify for up to 90 days of sick leave per year of service, comprising 15 days at full pay, 30 days at half pay, and 45 days without pay.
Accurate administration depends on the employee's applicable wage, medical documentation, cumulative leave usage, and the legal framework governing the employment relationship.
Employers should apply the statutory payment categories consistently and maintain reliable records, while employees should understand the requirements for reporting illness and verifying their salary entitlements.
These practices help ensure that medically necessary absences are managed fairly and in accordance with UAE employment legislation.
