Complete Guide to Parental Leave in UAE: Rules, Duration & Pay

The United Arab Emirates is the first nation in the region to provide parental leave for private-sector employees as an entitlement established under law. 

This is an important milestone and a strong indication of the government’s intent to develop a better workforce culture. The UAE Labor Law aims to protect the rights of all new parents and achieve a better balance between work and home life.

This is not only beneficial for families but also for organizations to improve retention and employee satisfaction in the private sector. 

In this blog, we will provide a complete overview of parental leave regulations in UAE laws to help you understand your rights and access this important entitlement. 

What is Parental Leave?

“The parental leave is a paid leave that can be applied for by both mother and father of the baby”.

Parental leave is a legally protected period of paid absence from work to new parents to take care of a newborn child.  In UAE, it aims to support parents as it permits both mothers and fathers to share caregiving responsibilities and support the family more cohesively. It encourages stronger parental attachments to the child’s development and growth. 

The entitlement of parental leave is under Federal Decree Law No. (6) of 2020, which adds a new article (74) to the UAE Labour Law. The Decree amends the Federal Labor Law so that it applies to all employees both onshore and in the Free Zones, govern the Dubai International Financial Center and Abu Dhabi Global Market Free Zones. 

Parental leave can be taken at any point in time within six months of the child’s birth. It is a legal right that allows new parents to take paid leave from work to care for their newborn child. 

Why It Matters in the UAE 

The 2020 amendments’ inclusion of parental leave for the private sector is a transformational cultural and economic achievement in the region. 

• This initiative has promoted gender equality by allowing fathers to participate in the traditional maternal role of caring for newborns. 
• It has improved employers through employee retention and workplace culture. 
• Promotes the integration of the family unit into the workplace and work-life balance. 
• The UAE’s recent policy reveals its commitment to a bigger aim of social progress and psychological development while giving families the support they need. 
• It promises a global lifestyle and growth to its people for greater development.

Hence, promoting gender equality,UAE is also fostering an inclusive and supportive workplace culture.

UAE Parental Leave Rules and Eligibility

The employees are bound by law to grant parental leave and cannot deny it to entitled workers.  

• Male and female full-time private sector employees are entitled to parental leave. 
• It depends on the part-time workers’ contracts, but the law mostly applies to full-time employees. 
• There is no minimum period of service during which one must work to become eligible for this type of leave. 
• Leave is available to employees of any nationality or on any visa as long as they are legally employed in the UAE. 
• Staff who work in free zones like DIFC and ADGM must observe regulations, which may be slightly different. 

And as far as the legal framework and documentation are concerned, 

• The law requires employees to provide proof of the child’s birth so they can take parental leave. 
• Leaves can be taken all at once or sporadically within six months. 
• Employers are bound to respect the law and are not in a position to deny eligible workers their right to parental leave. 

This provision makes parental leave accessible and fair, allowing workers across the UAE’s multicultural workforce.

Duration of Parental Leave in the UAE

In the UAE’s public and private sectors, new parents are granted a small but meaningful window to welcome and care for their newborn.

• Private sector leave duration: Employees are entitled to 5 working days of paid parental leave, which must be taken within six months of the child’s birth. Weekends and public holidays do not count as leave days. These 5 days must be used within six months of the child’s birth, and importantly, weekends and public holidays don’t count toward this total, ensuring parents get full working days off to focus on family.
• Public sector leave duration Maternity leave is more generous, with female employees entitled to 90 days of paid leave, and male employees receiving only 3 days of paid paternity leave. The public sector offers a more generous embrace: mothers receive more days of leave, and fathers are granted less than that. 
• Flexibility and timing: Parental leave can be taken consecutively or split into shorter periods within the six-month eligibility window. This offers flexibility for parents to balance work and family needs. 

What makes parental leave truly valuable is its flexibility. Parents can take their leave all at once or spread it out over time, adapting to their unique family needs and work schedules.
As a result, it helps recognize that each family’s journey is unique, and the need to balance their personal and professional lives is necessary. 

Pay and Benefits During Parental Leave

Parental leave in the UAE private sector is fully paid for 5 working days. Employers cannot deduct salaries during this period, and the leave applies to both parents, whether for single or multiple births. 

Also; 

How to Apply for Parental Leave in the UAE 

Applying for parental leave calls for open communication and documentation. The following step-by-step process will guide you through the journey; 

• Communicate early and clearly with your employer. 
• Notify your employer immediately of your intention to take parental leave. 
• Understand your company’s parental leave policy. 
• Submit proof of childbirth, such as a birth certificate, to HR. 
• Specify the leave period, either continuous or intermittent, within the six-month eligibility period. 
• Comply with company-specific policies that may include formal leave application forms or digital requests. 
• Employers are required to handle the applications for leave in a timely fashion and ensure legislative compliance. 

With HR management tools like Keka, this can be done more efficiently. Keka automates employee leaves, tracks balances, and maintains proper documentation. Using smart HRMS helps reduce errors and ensures maximum transparency between employers and employees.

How Keka Helps with Leave & Attendance Management in UAE 

With Keka, UAE businesses get a smooth, transparent, and fully compliant solution that works for everyone—from employees to managers.

It offers a fully compliant leave management solution with features like: 

• Auto-policy setup based on UAE Law: Keka takes the guesswork out of legal compliance by automatically configuring leave policies according to UAE labor laws. Whether it’s parental leave, maternity leave, or any other statutory entitlement, Keka ensures your company’s policies are always up-to-date and hassle-free. 
• Mobile self-service for applying leave: Employees love the freedom to apply for leave anytime and anywhere using Keka’s easy-to-use mobile app. They can check their leave balances, view who else is off, and plan their time away without any confusion—making the whole process transparent and employee-friendly. 
• Real-time leave tracking: Employees and managers have instant access to accurate leave balances and upcoming absences. This real-time visibility helps teams avoid scheduling conflicts and ensures better planning across the board. 
• Manager dashboards and approval workflows: Managers get intuitive dashboards that make reviewing and approving leave requests quick and straightforward. Customizable approval workflows, automated notifications, and escalation rules keep the process moving smoothly, reducing administrative burden and delays. 
• Flexibility and transparency: Keka adapts to your company’s unique needs, whether handling probation periods, seniority-based leave accruals, or custom leave types. This flexibility ensures fairness and clarity for every employee, while seamless payroll integration guarantees accurate leave calculations and timely salary processing.

Keka integrates leave management with payroll and attendance, providing a seamless HR experience that ensures legal compliance and enhances employee satisfaction. A compliant and customizable leave management software built for UAE. 

Conclusion 

UAE leave policies for parents reflect a forward-thinking vision for family welfare and workplace equality. Employees and businesses can easily manage parental leave by being aware of these policies, enforcing compliance, and reinforcing a supportive work culture.  

Frequently Asked Questions 

1. How many days is parental leave in the UAE?
   Private-sector employees are entitled to five working days of paid parental leave, to be taken within six months of the child’s birth. This applies equally to both mothers and fathers, following the 2020 labor law amendments. 
2. Is parental leave paid in the UAE?
   Yes, parental leave is fully paid for the five working days in the private sector. Employers must pay employees their full salary during this period, with no deductions allowed. 
3. Can both parents take parental leave in the UAE?
   Yes, both mothers and fathers in the private sector are eligible for parental leave. This policy encourages shared childcare responsibilities and workplace gender equality. 
4. What documents are needed for parental leave in the UAE?
   Employees need to submit proof of childbirth, such as a birth certificate, to apply for parental leave. Timely submission helps ensure smooth processing. 
5. Can employers deny parental leave in the UAE?
   No, employers must grant parental leave to eligible employees as mandated by UAE law. Denying this right violates labor regulations and may lead to legal consequences.