When working in Dubai, it’s essential to understand your rights in case of illness. While the United Arab Emirates offers a dynamic and international work environment, the rules regarding sick leave differ from those in France or other European countries. To avoid any unpleasant surprises and act in accordance with the law, here’s a complete guide to sick leave in Dubai, specifically for private sector employees.
What is the legal sick leave duration in Dubai?
According to the UAE labour law, which also applies to Dubai, every private sector employee is entitled to 90 days of sick leave per year. This entitlement is valid only after the probation period is completed and the employee has worked at least three consecutive months thereafter. The sick leave can be taken all at once or split, depending on the employee’s health condition.
However, it’s important to note that these 90 days are not fully paid. They are divided as follows:
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The first 15 days are fully paid (100% of salary)
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Days 16 to 30 are paid at 50% of the salary
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The remaining 60 days are unpaid
These provisions apply only if the employee follows the rules set by law, especially in declaring the illness and providing valid medical documentation.
How to report a sick leave: Procedures to follow
For sick leave to be officially recognized and for the employee to receive benefits, a specific procedure must be followed. The first step is to visit a doctor licensed by the local health authorities, such as the Dubai Health Authority (DHA). The doctor will issue an official medical certificate, which is essential to justify the absence.
This certificate must be submitted to the employer within two working days after the start of the sick leave. If the deadline is missed or no valid document is provided, the employer has the right to reject the leave and deny any associated payment.
In certain companies—especially multinationals or firms operating in regulated industries—internal policies may add further requirements. It’s therefore advisable to check your employment contract or the company’s internal regulations regarding sick leave and working hours.
When can a sick leave be denied or remain unpaid?
Although UAE labour law recognizes sick leave, there are cases where it may be partially or fully denied if employees fail to meet the required conditions.
First, during the probation period, employees are not entitled to paid sick leave. The employer may allow unpaid leave at their discretion, but is under no legal obligation to pay.
Also, if sick leave is extended, it may impact annual leave entitlements. If the medical certificate is submitted late or is considered invalid, the employer may reject it. This also applies in cases of fraud—such as falsified certificates or unjustified absences.
Another exception is in the case of illness resulting from intentional negligence or reckless behavior, such as accidents under the influence of alcohol or involving unauthorized risky activities. In such situations, the company may refuse payment and even take disciplinary action.
Lastly, if frequent absences are considered to negatively affect business operations, the employer may take more serious measures—always in accordance with legal procedures.
Extension, return to work, and termination of employment
What happens if the illness exceeds the 90-day limit?
In that case, no additional salary is owed beyond the legal entitlement. The employer is not required to keep the employee and may legally terminate the contract, provided all required procedures are followed.
That said, it’s important to note that being ill is not a valid reason for termination as long as the employee remains within the legal sick leave limit. Dismissal can only be considered if the employee exceeds 90 days or is unable to return to work.
If the contract is terminated during or after a sick leave, the employee retains their right to end-of-service benefits, which are calculated based on their years of service and in line with current legislation.
Upon returning, employees may be asked to provide a medical clearance certificate, especially if they had a serious or contagious illness. Some companies may also require a medical check-up before resuming duties.
The Role of Health Insurance
In the UAE, all employees must be covered by mandatory health insurance, provided by the employer. This coverage includes consultations, medical tests, treatments, and hospital stays.
In some cases, the insurance policy may also include daily allowances during extended sick leave. It’s strongly recommended to review the terms of your health insurance policy to understand what’s covered and under which conditions.
Employees may also choose to subscribe to a private complementary insurance plan if they wish to receive higher reimbursements or more extensive coverage—for example, for maternity leave.
Practical tips for expats and employees in Dubai
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Always keep a copy of your medical certificate
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Notify your manager as early as possible about your absence
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Follow your company’s internal policies, which may be stricter than the law
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Learn about your health insurance plan, including partner hospitals and reimbursement processes
Among the various types of leave in the United Arab Emirates, sick leave has a clearly defined role. Governed by strict rules, it requires employees to follow administrative procedures carefully and understand their legal obligations in Dubai. To fully exercise your rights, make sure to submit your documentation on time, provide a valid medical certificate, and follow your company’s internal policies. Managing sick leave properly not only protects your health but also maintains a positive relationship with your employer and avoids unnecessary legal issues.
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