Fatima, a marketing executive working for a Dubai-based company, was surprised to learn her employer had deducted part of her salary during her time off. She reached out to our legal team asking: “What does the UAE labour law annual leave say about paid leave?” Many employees across the Emirates face similar confusion about their rights.
Whether you’re a full-time staff member, part-time employee, or working in a free zone, understanding UAE labour law annual leave provisions is crucial for protecting your legal entitlements.
If you’re unsure about your leave rights or salary deductions, click the WhatsApp button below.
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UAE Labour Law Annual Leave
The UAE Labour Law, Federal Decree Law No. 33 of 2021 (as amended), governs employment relationships in the private sector. Under this law, annual leave is a guaranteed benefit for eligible employees. The law applies both to mainland companies and most free zone establishments unless a specific free zone authority stipulates otherwise.
Labour law annual leave in UAE provides that employees are entitled to paid time off after completing a certain period of continuous service. Employers are required to grant this leave and pay the employee in full, including allowances where applicable.
Annual Leave Entitlements
Below is a breakdown of annual leave entitlements based on the employee type:
| Employee Type | Leave Entitlement | Key Conditions |
|---|---|---|
| Full-time | 30 calendar days per year after completing 1 year of service | Pro-rated leave for periods less than a year; employer sets dates based on work requirements |
| Part-time | Pro-rated annual leave based on actual working hours | Calculation method outlined in Ministerial Decision No. 46 of 2022 |
| Free Zone | Varies by authority; many follow 30-day standard | Some zones (e.g., DIFC, ADGM) have distinct employment laws |
Employees are entitled to carry forward unused leave with employer consent, or receive a cash payment in lieu of unused leave upon contract termination.
Annual Leave Salary in UAE Labour Law
A critical concern is the payment employees receive during annual leave. According to labour law annual leave provisions in the UAE, salary during annual leave must include:
- Basic wage
- Regular allowances (such as housing, transportation, etc.)
The calculation is based on the last salary drawn before leave commencement. For employees on commission or variable pay, average earnings over the past 12 months are considered. Employers are obligated to pay the leave salary before the employee begins their leave.
Employees should retain payslips or written proof of salary to dispute any discrepancies. Delayed or reduced leave salary can be legally challenged before the Ministry of Human Resources and Emiratisation (MOHRE).
Legal Scenarios and Compliance Tips
Here are some real-world issues we frequently handle:
- Employer denies leave despite eligibility: Employees can file a complaint with MOHRE.
- Leave salary not paid on time: This is a violation of Article 29(2) of the Labour Law.
- Forced leave without pay: Illegal unless agreed upon in writing under exceptional circumstances.
Employees are encouraged to:
- Request leave in writing and retain HR confirmations
- Review employment contracts and company policies
- Seek legal advice if leave is denied or salary is deducted
FAQ
Whether you’re a seasoned professional or new to the UAE, understanding UAE labour law annual leave helps you claim your rightful benefits without hesitation. From entitlements to salary calculations, knowing the law empowers you to avoid disputes and maintain workplace harmony.
Need help claiming your leave salary or filing a complaint? Contact us via the WhatsApp button below to get legal support from our employment lawyers in Dubai.
Legal Disclaimer: This article is for informational purposes only and does not constitute legal advice. For personalized support, consult a licensed UAE lawyer.
A legal consultant specializing in UAE labor law. He regularly publishes articles on the website and writes on various areas of UAE law, with a specific focus on labor law.
