How to Ask for Time Off at Your New Job in the UAE

Vacation holds significant value in the employer-employee dynamic, offering a chance to unwind, recharge, and focus on personal matters. This article explores the various types of time off and vacation days available to employees in Dubai. Topics include options like unpaid leave, leave within a 45-day window, and sick leave.

Annual leave

The most important for all residents of Dubai is such a type of leave as annual leave. Employees who have worked for at least half a year have the opportunity to get a vacation of two days for each month worked. And employees who have been employed by the company for more than a year are entitled to vacation with pay, the duration of vacation is 30 days per year. The employer is obliged to grant vacation and has the right to set the start date and to divide the vacation into no more than two periods.

The employer must notify the employee of these vacation dates within a sufficient period of at least one month. The employee shall receive payment for the balance of annual leave days on termination of employment together with the final payment if the leave ends early. In this case, the payment will be based solely on the basic salary.

Furthermore, employees are entitled to take extra unpaid leave for any duration, such as 14 days annually. Typically, with mutual agreement with the employer, unpaid leave can be taken at any time. You can take unpaid leave for family reasons or for the birth of a baby, or for the sickness of a child aged fourteen or younger. If you are seeking a job abroad on Layboard, you will find a good employer who will give you the best vacation and time off.

Sick leave

Every employee, according to the UAE labor law, is entitled to take a maximum of 90 days of sick leave annually, but only once the probationary period has concluded. The 90-day sick leave can be taken continuously or intermittently, with salary paid under the following terms: Full pay for the initial 15 days, half pay for the subsequent 30 days, and no pay for the remaining 45 days. During the probationary period, employees can take sick leave or unpaid leave.

However, there is a growing trend where employers accommodate their employees by providing paid time off during probation, deducting it from wages if the probationary period is not completed. Employees must notify their employer of any non-work-related illness or injury within two days. The employer reserves the right to request a medical examination to verify the illness or injury. If you are on the lookout for a good employer, use job search sites such as Layboard.

Maternity Leave

Female employees who are expecting have the right to take a leave of absence both before and after giving birth. There is a 60-day leave of absence. Such leave is reimbursed in accordance with the following plan: 45 days – complete payment. Half salary for 15 calendar days. If an employee presents a certificate from a medical facility, the employer is required to provide maternity leave at her request, beginning on the final day of the month preceding the birth month.

The certificate has to be a part of the leave application. An employee may take an extra 45 days of unpaid leave in addition to the standard maternity leave already indicated if she becomes unwell during pregnancy or childbirth and is unable to work.

A medical certificate from the relevant medical facility is required to verify the sickness. These vacation days might be spaced apart or consecutive. Should the kid be ill or incapacitated, the working mother is entitled to an extra thirty days of paid leave. There is a 30-day unpaid extension available for this leave. A medical certificate issued by the relevant medical facility attesting to the child’s illness or handicap is required in order to get short-term leave.

The worker is entitled to one or two further breaks each day to feed her kid once she returns to work. The two breaks cannot last more than an hour each. Such pauses are warranted for a lady for a duration of fully paid.

Parental leave

Article 32 of the UAE Labor Law, entitled “Other Leaves”, covers parental leave, which can be taken by both the father and mother of a child. Under paragraph 1(b) of this Article, an employee who has a child is entitled to a paid leave of 5 days for the purpose of caring for his/her child. Such leave shall be granted consecutively or otherwise during the six months after the child’s date of birth. The application to the supervisor must include the birth certificate.

Time off for Hajj and Umrah

Employees can receive unpaid leave for Hajj pilgrimage, limited to a maximum of 30 days and allowed once during their tenure with the company. UAE labor regulations do not stipulate provisions for Umrah leave. Should an employee request Umrah leave, the employer can approve it by deducting from the employee’s accrued annual paid leave or offering leave without pay (administrative leave).

Bereavement leave

Employees are entitled to five days of paid bereavement leave for the death of a spouse and three days for the death of a parent, child, sibling, grandchild or great-grandchild. An application for time off is on the same form as an application for leave of absence at your own expense or annual leave with pay. Study Leave. An employee who has worked for his/her employer for more than 2 years is entitled to 10 days off per year to take examinations at one of the educational institutions approved by the Emirate.

Important aspects for a successful job in the UAE

1. Knowledge of local laws and work culture. To successfully adapt and work in the UAE, it’s necessary to understand the local laws and the cultural norms of the workplace. This will help avoid misunderstandings and conflicts in the workplace.
2. Preparing for life and living in the UAE. Before moving to the UAE, it is important to familiarize yourself with the local life including climate, customs, and culture.
3. Professional Development. The UAE offers excellent opportunities for professional growth and development due to its developed economic sector and investment in education and science.

Key considerations and regulations

1. Adherence to legal requirements. When employed in the UAE, it is crucial to strictly follow local laws and labor statutes. Violating these laws can result in severe penalties, such as fines or deportation.
2. Timely visa renewal. To prevent complications and legal issues, it is advisable to renew your visa before it expires.
3. Seeking legal counsel. For safety and to safeguard your rights, it is recommended to seek advice from a proficient lawyer specializing in immigration matters.

So, in this article, we have covered the different types of leaves and time off that are available to employees in Dubai. All these leaves and time off are important elements of the employment relationship, ensuring that employees are able to rest, look after the health of themselves and their loved ones, and perform religious duties. It is important that employees and employers are aware of their rights and obligations to ensure a fair and harmonious labor relations in Dubai.