UAE Sick Leave Calculator

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UAE Sick Leave Calculator. Free realtime Calculator. Calculate your UAE sick leave pay entitlement. Free calculator for private sector employees based on UAE Labour Law - 90 days with tiered payment structure. Super-Calculator.com
UAE Sick Leave Calculator – Free Calculator | Super-Calculator.com

UAE Sick Leave Calculator

Calculate your sick leave pay entitlement under UAE Labour Law (Federal Decree-Law No. 33 of 2021)

Monthly Basic Salary AED 10,000
Number of Sick Days 15 days
Note: Sick leave entitlement applies after completing the probationary period. Enter your basic salary (excluding allowances) and total sick days taken in the service year.
Total Sick Leave Pay
AED 5,000
Daily Wage
AED 333.33
Full Pay Days
15 days
Half Pay Days
0 days
Unpaid Days
0 days
You are within the full pay period (first 15 days). You will receive 100% of your daily wage for each sick day.
Payment TierDays RangeDays UsedRateAmount (AED)
Full Pay (100%)
Half Pay (50%)
Unpaid (0%)
Total Sick Leave Pay
AED 5,000
Daily Wage Rate
AED 333.33
Full Pay Amount
AED 5,000
Half Pay Amount
AED 0
Remaining Full Pay Days
0 days
Remaining Half Pay Days
30 days
Total Days Used
15 / 90
Remaining Entitlement
75 days

Understanding Your Sick Leave Entitlements Under UAE Labour Law

Navigating sick leave entitlements in the United Arab Emirates requires a thorough understanding of Federal Decree-Law No. 33 of 2021 and its Executive Regulations. Whether you are an employee seeking to understand your rights or an employer ensuring compliance with labour regulations, knowing exactly how sick leave pay is calculated can prevent disputes and ensure fair treatment. The UAE Labour Law provides a structured framework that balances employee welfare with business operational needs, offering up to 90 days of sick leave per year with a tiered payment structure that transitions from full pay to half pay to unpaid leave.

This comprehensive guide breaks down every aspect of sick leave in the UAE private sector, from eligibility requirements and payment calculations to employer obligations and employee responsibilities. Understanding these provisions is essential for anyone working in the UAE, as improper sick leave management can lead to financial losses, legal disputes, and damaged employer-employee relationships. Our UAE Sick Leave Calculator simplifies this complex calculation, helping you instantly determine your exact sick leave pay entitlement based on your daily wage and the number of sick days taken.

UAE Sick Leave Payment Structure
Days 1-15: 100% Pay | Days 16-45: 50% Pay | Days 46-90: 0% Pay
Under UAE Labour Law, employees are entitled to a maximum of 90 days sick leave per year after completing probation. The first 15 days are paid at full salary, the next 30 days at half salary, and the remaining 45 days are unpaid. This structure applies to continuous or intermittent sick leave throughout the service year.

The Legal Framework: UAE Labour Law and Sick Leave Provisions

The UAE Labour Law, officially known as Federal Decree-Law No. 33 of 2021 on Regulation of Labour Relations, replaced the previous Federal Law No. 8 of 1980 and introduced modernized provisions for employment relationships in the private sector. Article 31 of this law specifically addresses sick leave entitlements, establishing clear guidelines for both employers and employees regarding illness-related absences from work.

According to the law, every employee working in the UAE private sector is entitled to sick leave after successfully completing their probationary period. This entitlement covers situations where the employee is genuinely ill and unable to perform their work duties, provided the illness is not caused by occupational injuries or hazards, which fall under separate workplace safety regulations. The law recognizes that employees may fall ill at any time and provides a safety net that ensures they receive financial support during their recovery period.

The Ministry of Human Resources and Emiratisation (MoHRE) oversees the implementation of these regulations and provides guidance to both employers and employees on proper procedures. Companies operating in UAE free zones may have slightly different regulations, though most align closely with federal labour law provisions. It is always advisable to check specific free zone authority guidelines if you work in a designated free zone area.

Key Point: Probation Period Exclusion

Employees are not entitled to paid sick leave during their probationary period. However, employers may grant unpaid sick leave during probation based on a medical report from a recognized medical authority indicating the necessity of such leave. The probation period in the UAE can last up to six months.

Eligibility Criteria for Paid Sick Leave

To qualify for paid sick leave under UAE Labour Law, employees must meet several important criteria. First and foremost, the employee must have successfully completed their probationary period with their current employer. The probation period in the UAE typically lasts between three to six months, depending on the employment contract terms, and during this time, employees do not accumulate paid sick leave entitlements.

Additionally, the illness must be genuine and documented through a medical certificate issued by a recognized medical authority in the UAE. This could be a government hospital, a private hospital licensed by the relevant health authority, or a clinic approved to issue medical certificates. The medical report must clearly state the nature of the illness and the recommended duration of rest, providing the employer with verification that the absence is medically necessary.

There are specific situations where an employee loses their eligibility for paid sick leave. If the illness directly results from the employee’s misconduct, such as the consumption of alcohol or narcotics, the employer is not obligated to provide paid sick leave. Similarly, if the illness occurs because the employee violated workplace safety instructions that were clearly communicated and documented, the employer may deny paid sick leave benefits.

Daily Wage Calculation Formula
Daily Wage = Monthly Basic Salary / 30 days
For sick leave payment calculations, the daily wage is determined by dividing the monthly basic salary by 30 days. This standardized calculation method applies regardless of the actual number of days in the month and forms the basis for all sick leave pay computations.

The Three-Tier Sick Leave Payment Structure

The UAE Labour Law establishes a tiered payment structure for sick leave that progressively reduces compensation as the leave duration extends. This structure is designed to balance employee welfare with employer sustainability, recognizing that prolonged absences can impact business operations while ensuring employees receive support during illness.

During the first tier, covering days one through fifteen of sick leave, employees receive their full daily wage for each day of absence. This means if your monthly basic salary is AED 10,000, your daily wage would be approximately AED 333.33, and you would receive this full amount for each of the first 15 sick days. This full-pay period acknowledges that most common illnesses require about two weeks of recovery time.

The second tier covers days sixteen through forty-five, during which employees receive half of their daily wage. Using the same example, you would receive approximately AED 166.67 per day during this 30-day period. This reduction reflects the extended nature of the illness while still providing essential financial support to the employee.

The third tier spans days forty-six through ninety and is entirely unpaid. While employees maintain their employment status and job protection during this period, they do not receive any salary. This 45-day unpaid period represents the maximum sick leave allowance under the law, after which the employer may consider termination if the employee cannot return to work.

Calculation Example: 60 Days Sick Leave

Employee Monthly Basic Salary: AED 15,000

Daily Wage: AED 15,000 / 30 = AED 500

First 15 days (100%): 15 x AED 500 = AED 7,500

Next 30 days (50%): 30 x AED 250 = AED 7,500

Remaining 15 days (0%): 15 x AED 0 = AED 0

Total Sick Leave Pay: AED 15,000

Notification Requirements and Employee Obligations

Article 31 of the UAE Labour Law places specific obligations on employees regarding sick leave notification. When an employee falls ill and requires time off work, they must inform their employer about the sickness within a maximum of three working days. This notification should ideally be made as soon as possible, preferably on the first day of absence or before the scheduled work shift when feasible.

Along with the notification, employees must submit a medical report or certificate confirming their condition. This document must be issued by a medical entity recognized by UAE health authorities, such as government hospitals, licensed private hospitals, or authorized clinics. The medical report should specify the nature of the illness, the date of examination, and the recommended duration of rest.

Failure to notify the employer within the three-day window or to provide proper medical documentation may result in the sick leave being treated as unauthorized absence, potentially leading to salary deductions or disciplinary action. Employers have the right to verify the authenticity of medical certificates through appropriate channels if they have reasonable grounds for suspicion.

Key Point: Three-Day Notification Rule

Employees must notify their employer of sickness within a maximum of three days and submit a medical report from a recognized medical entity. Prompt notification helps employers manage workload distribution and maintains trust in the employment relationship.

Employer Rights and Verification Procedures

While the UAE Labour Law protects employee rights to sick leave, it also grants employers certain rights to ensure the system is not abused. Employers may request verification of medical certificates through health authority channels, particularly if an employee has a pattern of frequent short-term absences or if the timing of the sick leave raises legitimate concerns.

Employers can also require employees to undergo a medical examination by a company-designated physician or medical facility, provided this is done respectfully and in accordance with privacy regulations. This is particularly common when an employee returns from extended sick leave, as the employer may need assurance that the employee is fit to resume their duties.

However, employers must exercise these rights reasonably and cannot use verification procedures as harassment or intimidation tactics. Any medical information obtained must be kept confidential and used solely for employment-related decisions. Employers who misuse medical information may face penalties under UAE data protection and privacy laws.

Continuous vs. Intermittent Sick Leave

The 90-day sick leave entitlement under UAE Labour Law applies to both continuous and intermittent absences throughout a single year of service. This means an employee does not need to take all 90 days consecutively to exhaust their entitlement. Multiple separate illness periods throughout the year are counted cumulatively toward the annual limit.

For example, if an employee takes 10 days of sick leave in January, 5 days in April, and 15 days in August, they would have used 30 days of their annual entitlement. The payment tier that applies depends on the cumulative total. In this example, all 30 days would fall within the first two payment tiers: 15 days at full pay and 15 days at half pay.

This cumulative calculation can become complex when sick leave spans multiple periods at different times of the year. Our UAE Sick Leave Calculator automatically handles these calculations, allowing you to input your total sick days to determine the exact payment breakdown across all three tiers.

Cumulative Sick Leave Tracking Formula
Annual Total = Sum of All Sick Days in Service Year (Maximum 90 Days)
Employers must track cumulative sick leave throughout each service year. When an employee reaches the 90-day maximum, no additional sick leave entitlement exists until the new service year begins. The service year typically starts from the employee’s date of joining.

Protection Against Termination During Sick Leave

One of the most important protections offered by UAE Labour Law is the prohibition against terminating an employee while they are on sick leave. Article 31 explicitly states that an employer may not dismiss an employee or serve them with a termination notice during the sick leave period, regardless of whether the leave is paid or unpaid.

This protection continues for the full 90 days of sick leave entitlement. However, once an employee has exhausted all 90 days and is still unable to return to work, the employer gains the right to terminate the employment. In such cases, the employee remains entitled to all end-of-service benefits as calculated under the UAE Labour Law provisions.

The termination protection does not prevent employers from initiating disciplinary proceedings for valid reasons unrelated to the illness. For instance, if an employee committed a serious violation before falling ill, the employer may document the issue and proceed with appropriate action once the employee returns, provided proper procedures are followed.

Key Point: Termination Protection

Employers cannot terminate or give notice to employees during their sick leave period. If an employee exhausts all 90 days and cannot return to work, termination becomes permissible, but all end-of-service benefits must be paid according to law.

Sick Leave During Probation Period

The probationary period presents unique circumstances regarding sick leave entitlements. As established in the UAE Labour Law, employees do not accumulate paid sick leave rights during their probation. However, this does not mean employees are entirely without protection if they fall ill during this critical period.

Employers may grant unpaid sick leave during probation based on a medical report from a recognized medical authority. The decision to grant such leave is at the employer’s discretion, though denying leave for a genuinely ill employee could create operational and legal complications. Many employers recognize that forcing an ill employee to work is neither productive nor ethical.

The probation period may be extended if an employee takes significant sick leave during this time, though any extension must comply with the maximum probation period allowed under UAE Labour Law, which is six months. Employers should clearly communicate their policies regarding sick leave during probation in the employment contract or employee handbook.

Exclusions from Paid Sick Leave Entitlement

UAE Labour Law specifies several situations where employees forfeit their right to paid sick leave. Understanding these exclusions is important for both employees and employers to ensure proper application of the law and to avoid disputes.

The first major exclusion applies to illnesses resulting from employee misconduct. If an employee falls ill due to consumption of alcohol or narcotics, the employer is not obligated to provide paid sick leave. This provision recognizes that employees bear responsibility for their own conduct and should not expect employer-funded recovery time for self-inflicted conditions.

The second exclusion relates to workplace safety violations. If an employee disregards established safety instructions and procedures that were clearly communicated and documented, and this violation results in illness or injury, paid sick leave may be denied. This encourages employees to take workplace safety seriously and follow established protocols.

It is important to note that these exclusions do not apply to occupational injuries or illnesses caused by workplace hazards beyond the employee’s control. Such cases fall under separate provisions of UAE law dealing with workplace safety and workers’ compensation.

Occupational Injuries vs. Regular Sick Leave

The UAE Labour Law distinguishes clearly between regular sick leave and absences caused by occupational injuries or workplace hazards. This distinction is crucial because different provisions and entitlements apply to each category, and the payment structures can vary significantly.

Regular sick leave, as covered by Article 31, applies to illnesses that are not work-related. These could include common illnesses like influenza, personal health conditions, or injuries that occur outside the workplace. The 90-day limit with the tiered payment structure applies exclusively to these non-occupational conditions.

Occupational injuries and illnesses, on the other hand, fall under workplace safety regulations and may entitle employees to different compensation structures. If an employee is injured while performing their job duties or develops a condition due to workplace hazards, the employer may bear greater responsibility for medical costs and salary continuation. These cases often involve workers’ compensation insurance and may be subject to investigation by relevant authorities.

Key Point: Occupational vs. Non-Occupational

The 90-day sick leave entitlement with tiered payments applies only to non-occupational illnesses. Workplace injuries and occupational diseases are covered by separate provisions with potentially different compensation structures and employer obligations.

Impact of Sick Leave on End-of-Service Benefits

End-of-service gratuity calculations in the UAE are based on an employee’s length of service and final basic salary. A common question among employees is whether sick leave periods count toward service length for gratuity calculation purposes.

Under UAE Labour Law, the sick leave period, including both paid and unpaid portions, is generally considered part of the employment period for calculating end-of-service benefits. This means that if an employee takes 60 days of sick leave during a year, their total service length for gratuity purposes is not reduced by those 60 days.

However, if an employee’s service is terminated because they exhausted all 90 days of sick leave and could not return to work, they remain entitled to their full end-of-service benefits based on their total years of service. The employer cannot reduce gratuity payments because the termination was due to extended illness rather than resignation or other reasons.

Best Practices for Employees Managing Sick Leave

Employees can take several steps to ensure they receive their full sick leave entitlements and maintain good standing with their employers during illness periods. Following these best practices protects both your rights and your professional relationships.

Always notify your employer as quickly as possible when you fall ill, ideally before your scheduled work time on the first day of absence. While the law allows up to three days, earlier notification demonstrates professionalism and allows your employer to arrange coverage for your responsibilities. Use official communication channels such as email or the company’s HR system to create a documented record of your notification.

Obtain proper medical documentation from recognized healthcare facilities. Keep copies of all medical certificates and reports, as these may be needed for HR records, insurance claims, or potential disputes. If your illness requires extended leave, maintain regular communication with your employer about your condition and expected return date.

Track your cumulative sick leave usage throughout the year to understand where you stand regarding your 90-day entitlement. This awareness helps you make informed decisions about when to take sick leave and when you might need to consider other options such as annual leave for non-urgent health matters.

Best Practices for Employers Managing Sick Leave

Employers have responsibilities to comply with UAE Labour Law while also maintaining business operations. Implementing clear sick leave policies and procedures helps achieve both objectives while fostering a fair and supportive work environment.

Develop a comprehensive sick leave policy that clearly outlines employee rights, notification procedures, documentation requirements, and the company’s verification processes. This policy should be included in the employee handbook and reviewed during onboarding to ensure all employees understand their entitlements and obligations.

Maintain accurate records of all sick leave taken by each employee, tracking both individual absences and cumulative totals. Modern HR management systems can automate this tracking and alert managers when employees approach significant thresholds. This documentation is essential for compliance verification and potential dispute resolution.

Train managers and supervisors on proper sick leave procedures, including their obligation not to discriminate against employees who use their legal entitlements. Create a culture where employees feel comfortable reporting illness without fear of retaliation, as this ultimately benefits the workplace by preventing the spread of illness and ensuring employees recover fully before returning to work.

Key Point: Documentation is Essential

Both employees and employers should maintain thorough documentation of all sick leave matters. Employees should keep copies of medical certificates, while employers should maintain accurate attendance records and policy acknowledgments.

Common Sick Leave Disputes and Resolution

Despite clear legal provisions, disputes sometimes arise regarding sick leave entitlements. Understanding common dispute scenarios and resolution mechanisms can help both parties navigate these situations effectively.

One common dispute involves disagreement over whether an illness qualifies for paid sick leave. An employer might question the validity of a medical certificate or suspect abuse of the sick leave system. In such cases, the employer should first attempt to resolve the matter internally through discussion with the employee. If the dispute continues, either party can file a complaint with MoHRE for mediation.

Disputes may also arise regarding the calculation of sick leave pay, particularly when employees have variable compensation structures or when sick leave spans multiple payment periods. Using a standardized calculation method, such as our UAE Sick Leave Calculator, can help prevent such disputes by providing clear, transparent calculations based on established formulas.

If internal resolution and MoHRE mediation fail to resolve a sick leave dispute, either party may escalate the matter to the UAE Labour Court. Legal proceedings should be a last resort, as they involve time, costs, and uncertainty for both parties. Most sick leave disputes can be resolved through good-faith negotiation and reference to clear legal provisions.

Special Considerations for Different Industries

While the UAE Labour Law provides a universal framework for sick leave, certain industries may have additional considerations or supplementary regulations that affect how sick leave is managed and calculated.

Healthcare workers, for example, may face unique situations regarding infectious diseases and mandatory isolation periods. During the COVID-19 pandemic, special provisions were introduced for quarantine and isolation requirements that affected how sick leave was counted and compensated. Employers in healthcare should stay current with health authority guidelines that may supplement standard labour law provisions.

Construction and industrial workers often face higher risks of occupational injuries, which fall under different provisions than regular sick leave. Companies in these sectors typically maintain workers’ compensation insurance and have specific procedures for handling workplace injuries that differ from standard sick leave protocols.

Employees in UAE free zones should verify whether their employment falls under federal labour law or zone-specific regulations. While most free zones align closely with federal provisions, some variations may exist regarding sick leave entitlements, notification requirements, or documentation standards.

Planning for Extended Illness Situations

When an illness is likely to require extended time off, employees and employers should engage in proactive planning to manage the situation effectively. Early communication and clear expectations help both parties navigate challenging health situations.

Employees facing serious illnesses should communicate openly with their employers about their condition and prognosis, to the extent they are comfortable doing so. Providing regular updates about expected recovery timelines helps employers plan for coverage and demonstrates the employee’s commitment to returning to work.

Employers should consider offering additional support to employees facing extended illnesses, such as flexible return-to-work arrangements, modified duties during recovery, or access to employee assistance programs. While not legally required, such support can improve employee loyalty and help valuable team members return to full productivity.

Both parties should be aware of the 90-day maximum and plan accordingly. If it becomes clear that an employee will not be able to return to work within this timeframe, honest discussions about next steps, including potential termination and end-of-service benefits, should occur well before the limit is reached.

Total Sick Leave Pay Calculation
Total Pay = (15 x Daily Wage) + (30 x 0.5 x Daily Wage) + (0)
For the maximum 90 days of sick leave, the total compensation formula combines full pay for the first 15 days, half pay for the next 30 days, and zero pay for the remaining 45 days. The maximum paid amount equals 30 days of full daily wage.

Frequently Asked Questions

How many days of sick leave am I entitled to in the UAE?
Under UAE Labour Law, employees in the private sector are entitled to a maximum of 90 days of sick leave per year of service after completing the probationary period. This entitlement covers both continuous and intermittent sick leave periods throughout the service year. The 90 days include 15 days at full pay, 30 days at half pay, and 45 days without pay, creating a tiered payment structure designed to balance employee welfare with employer sustainability.
What is the sick leave payment structure in the UAE?
UAE sick leave follows a three-tier payment structure. The first 15 days are paid at 100% of your daily wage. Days 16 through 45 (30 days total) are paid at 50% of your daily wage. Days 46 through 90 (45 days total) are entirely unpaid. This structure applies cumulatively throughout the year, regardless of whether sick leave is taken continuously or in separate periods.
Can I get paid sick leave during my probation period?
No, employees are not entitled to paid sick leave during the probationary period under UAE Labour Law. However, employers may grant unpaid sick leave during probation based on a medical report from a recognized medical authority confirming the need for leave. The decision to approve unpaid sick leave during probation is at the employer’s discretion, though most employers accommodate genuinely ill employees.
How do I notify my employer about sick leave?
According to Article 31 of UAE Labour Law, you must notify your employer about your sickness within a maximum of three days. You should also submit a medical report on your condition issued by a recognized medical entity such as a government hospital, licensed private hospital, or authorized clinic. Best practice is to notify your employer as soon as possible, ideally before your scheduled work time on the first day of absence.
Can my employer terminate me while I am on sick leave?
No, an employer cannot dismiss you or serve you with a termination notice while you are on sick leave. This protection continues for the entire sick leave period, whether paid or unpaid. However, if you exhaust all 90 days of sick leave and are still unable to return to work, your employer may then terminate your services. In such cases, you remain entitled to all end-of-service benefits under the law.
How is daily wage calculated for sick leave purposes?
For sick leave payment calculations, daily wage is determined by dividing your monthly basic salary by 30 days. This standardized calculation method applies regardless of the actual number of days in the month. Only the basic salary is used, not including allowances such as housing, transportation, or other benefits unless specifically included in the employment contract as part of basic salary.
What medical documentation is required for sick leave?
You must provide a medical report or certificate issued by a medical entity recognized by UAE health authorities. Acceptable facilities include government hospitals, licensed private hospitals, and authorized clinics. The medical document should state the nature of your illness, the examination date, and the recommended duration of rest. Keep copies of all medical certificates for your records.
Does sick leave affect my end-of-service gratuity?
No, sick leave periods, including both paid and unpaid portions, generally count toward your total service length for end-of-service gratuity calculations. Your gratuity is calculated based on your final basic salary and total years of service, and the time spent on sick leave is not deducted from your service period. Even if terminated after exhausting 90 days of sick leave, you receive full gratuity entitlements.
When does my sick leave entitlement reset each year?
Your 90-day sick leave entitlement resets at the beginning of each service year. The service year is typically calculated from your date of joining the company. Any unused sick leave does not carry over to the next year, and you cannot accumulate sick leave beyond the annual 90-day maximum. Each new service year begins with a fresh 90-day entitlement.
Can sick leave be denied if my illness was caused by alcohol or drugs?
Yes, employers are not obligated to provide paid sick leave if your illness directly results from the consumption of alcohol or narcotics. This is explicitly stated in UAE Labour Law as an exclusion from sick leave entitlement. The law expects employees to bear responsibility for self-inflicted conditions. However, employers must have evidence that the illness was caused by such misconduct before denying paid sick leave.
What happens if I violate workplace safety rules and get sick?
If your illness results from violating documented workplace safety instructions that were clearly communicated to you, your employer may deny paid sick leave. This exclusion applies when the safety rules are established in applicable UAE legislation and the company’s regulations, and when you were properly informed of these rules. The purpose is to encourage compliance with workplace safety protocols.
Is sick leave from a work injury covered under the same rules?
No, occupational injuries and illnesses caused by workplace hazards fall under separate provisions of UAE law, not the standard 90-day sick leave entitlement. Work-related injuries may have different compensation structures, including potentially longer paid leave periods and employer liability for medical expenses. These cases typically involve workers’ compensation and may require investigation by relevant authorities.
Can my employer ask me to see a company doctor?
Yes, employers have the right to request that you undergo a medical examination by a company-designated physician or medical facility, provided this is done respectfully and in accordance with privacy regulations. This is common when returning from extended sick leave to confirm fitness to resume duties. Any medical information obtained must be kept confidential and used only for employment-related decisions.
How do I calculate my sick leave pay for partial months?
To calculate sick leave pay for any number of days, first determine your daily wage by dividing your monthly basic salary by 30. Then apply the payment tier based on cumulative sick days taken in the year: 100% for days 1-15, 50% for days 16-45, and 0% for days 46-90. Our UAE Sick Leave Calculator automates this process for accurate results.
What if my sick leave spans two different calendar months?
Sick leave that spans multiple calendar months is calculated based on your cumulative sick days in the service year, not calendar months. The payment tier depends on how many total sick days you have taken since your service year began. For example, if you have already used 10 days earlier in the year and then take 20 more consecutive days, days 1-5 would be at full pay and days 6-20 would be at half pay.
Can I use annual leave instead of unpaid sick leave days?
Employees may request to use their annual leave entitlement instead of taking unpaid sick leave days (days 46-90), subject to employer approval. This can help maintain income during extended illness. However, the employer is not obligated to approve such substitution, and annual leave used this way reduces your vacation entitlement. Discuss options with your HR department early if facing extended illness.
Are weekends and holidays counted in sick leave days?
The counting of weekends and holidays during sick leave can depend on the specific medical certificate and company policy. Generally, if a medical certificate covers a continuous period including weekends, those days may be counted. However, practices vary among employers. Check your company’s sick leave policy or consult with HR for clarification on how non-working days are treated during sick leave.
Can my employer contact me while I am on sick leave?
While employers should respect your recovery time, they may need to contact you for legitimate work-related matters, especially regarding urgent issues only you can address. However, excessive contact or pressure to work while on sick leave could be considered harassment. If you feel your employer is inappropriately pressuring you during sick leave, document the communications and consider consulting with MoHRE.
What happens if I get sick during my annual leave?
If you fall ill during annual leave and obtain a medical certificate, those sick days may be treated as sick leave rather than annual leave, effectively extending your vacation. This requires proper medical documentation and employer notification. The specific handling depends on company policy and the nature of the illness. Communicate with your employer as soon as possible if this situation occurs.
Can I work from home during my sick leave?
Working from home during sick leave should generally be avoided as the purpose of sick leave is recovery. If you are well enough to work, you may not need sick leave. However, some employers may offer flexible arrangements for employees recovering from minor illnesses. Any work during sick leave should be voluntary and with medical approval. Forced work during sick leave could violate labour law provisions.
How do free zone employment contracts handle sick leave?
Most UAE free zones align their employment regulations closely with federal labour law, including sick leave provisions. However, some variations may exist depending on the specific free zone authority. Employees in free zones such as DIFC, JAFZA, or DMCC should review their employment contracts and the relevant free zone employment regulations to confirm their exact sick leave entitlements.
What if my employer refuses to accept my medical certificate?
If your employer refuses to accept a valid medical certificate from a recognized medical facility, they may be violating UAE Labour Law. First, request a written explanation for the refusal. If the matter cannot be resolved internally, you can file a complaint with MoHRE. Maintain copies of all documentation including the medical certificate, your notification to the employer, and any correspondence about the refusal.
Can sick leave be carried forward to the next year?
No, sick leave cannot be carried forward to the next service year under UAE Labour Law. The 90-day entitlement resets at the beginning of each service year. Unlike annual leave, which may have carryover provisions depending on company policy, sick leave is strictly an annual entitlement that does not accumulate. Any unused sick leave is simply not used, not saved for future years.
How is sick leave tracked by employers?
Employers are required to maintain accurate records of employee attendance and leave, including sick leave. Most companies use HR management systems to track sick leave usage, including dates, duration, and cumulative totals. Employees should also keep personal records of their sick leave for verification purposes. You can request information about your sick leave balance from your HR department.
What documentation should I keep for my sick leave records?
Keep copies of all medical certificates and reports, your notification communications to your employer (emails, messages, HR system submissions), any response from your employer, and payslips showing sick leave deductions or payments. This documentation protects your interests if disputes arise and helps you track your cumulative sick leave usage throughout the service year.
Can my employer require a specific hospital for medical certificates?
While employers can express preferences, UAE Labour Law states that medical reports from any recognized medical entity are valid for sick leave purposes. This includes government hospitals, licensed private hospitals, and authorized clinics. An employer cannot reject a valid certificate solely because it was not from their preferred facility. However, employers may require verification of certificates they suspect are fraudulent.
What are the penalties for fraudulent sick leave claims?
Submitting fraudulent sick leave claims, including fake medical certificates, constitutes gross misconduct under UAE Labour Law. This can result in termination without notice or end-of-service benefits, and may also lead to criminal charges for document fraud. Employers who discover fraudulent claims typically terminate the employee and may report the matter to authorities. The consequences can be severe and long-lasting.
How do I calculate sick leave if I have variable monthly income?
For employees with variable income, sick leave pay is typically calculated based on the basic salary component, not variable elements like commissions or overtime. If your basic salary is fixed but you earn variable additions, use your basic salary divided by 30 for the daily wage calculation. If your entire compensation is variable, consult your employment contract or HR for the calculation method used by your employer.
Can I take sick leave for mental health conditions?
Yes, mental health conditions are valid grounds for sick leave in the UAE, provided you obtain appropriate medical documentation from a recognized healthcare provider, including psychiatrists or psychologists licensed in the UAE. Mental health is increasingly recognized as an important aspect of overall health, and the same sick leave provisions apply to psychological conditions as to physical illnesses.
What if I need more than 90 days to recover from illness?
If you cannot return to work after exhausting all 90 days of sick leave, your employer may terminate your employment. However, you remain entitled to full end-of-service benefits. Before reaching this point, discuss options with your employer such as using annual leave, taking unpaid leave beyond the 90 days, or exploring disability provisions if applicable. Open communication can sometimes lead to accommodations.
Does the UAE Sick Leave Calculator account for all payment tiers?
Yes, our UAE Sick Leave Calculator automatically applies all three payment tiers based on the number of sick days you enter. It calculates full pay for days 1-15, half pay for days 16-45, and shows zero pay for days 46-90. The calculator provides a complete breakdown of your sick leave payment, making it easy to understand exactly what you are entitled to receive for any duration of sick leave.

Conclusion: Protecting Your Rights While Maintaining Professional Relationships

Understanding your sick leave entitlements under UAE Labour Law empowers you to make informed decisions when illness strikes. The tiered payment structure, while reducing compensation over extended absences, provides essential protection during the critical recovery period following illness. By knowing your rights and obligations, you can navigate sick leave situations confidently while maintaining positive professional relationships with your employer.

For employees, the key takeaways include the importance of prompt notification, proper medical documentation, and awareness of cumulative sick leave tracking throughout the service year. Knowing that termination protection exists during sick leave provides peace of mind, while understanding the 90-day maximum helps with planning for extended illness scenarios.

For employers, implementing clear policies, maintaining accurate records, and treating sick employees fairly builds a positive workplace culture while ensuring compliance with UAE Labour Law. The investment in employee wellbeing during illness often returns dividends through improved loyalty, reduced turnover, and a healthier overall workforce.

Use our UAE Sick Leave Calculator to instantly determine your exact sick leave pay entitlement based on your daily wage and the number of sick days taken. Whether you are planning ahead, verifying a payment, or resolving a dispute, having accurate calculations supports informed decision-making for all parties involved.

Understanding Your Sick Leave Entitlements Under UAE Labour Law

Navigating sick leave entitlements in the United Arab Emirates requires a thorough understanding of Federal Decree-Law No. 33 of 2021 and its Executive Regulations. Whether you are an employee seeking to understand your rights or an employer ensuring compliance with labour regulations, knowing exactly how sick leave pay is calculated can prevent disputes and ensure fair treatment. The UAE Labour Law provides a structured framework that balances employee welfare with business operational needs, offering up to 90 days of sick leave per year with a tiered payment structure that transitions from full pay to half pay to unpaid leave.

This comprehensive guide breaks down every aspect of sick leave in the UAE private sector, from eligibility requirements and payment calculations to employer obligations and employee responsibilities. Understanding these provisions is essential for anyone working in the UAE, as improper sick leave management can lead to financial losses, legal disputes, and damaged employer-employee relationships. Our UAE Sick Leave Calculator simplifies this complex calculation, helping you instantly determine your exact sick leave pay entitlement based on your daily wage and the number of sick days taken.

UAE Sick Leave Payment Structure
Days 1-15: 100% Pay | Days 16-45: 50% Pay | Days 46-90: 0% Pay
Under UAE Labour Law, employees are entitled to a maximum of 90 days sick leave per year after completing probation. The first 15 days are paid at full salary, the next 30 days at half salary, and the remaining 45 days are unpaid. This structure applies to continuous or intermittent sick leave throughout the service year.

The Legal Framework: UAE Labour Law and Sick Leave Provisions

The UAE Labour Law, officially known as Federal Decree-Law No. 33 of 2021 on Regulation of Labour Relations, replaced the previous Federal Law No. 8 of 1980 and introduced modernized provisions for employment relationships in the private sector. Article 31 of this law specifically addresses sick leave entitlements, establishing clear guidelines for both employers and employees regarding illness-related absences from work.

According to the law, every employee working in the UAE private sector is entitled to sick leave after successfully completing their probationary period. This entitlement covers situations where the employee is genuinely ill and unable to perform their work duties, provided the illness is not caused by occupational injuries or hazards, which fall under separate workplace safety regulations. The law recognizes that employees may fall ill at any time and provides a safety net that ensures they receive financial support during their recovery period.

The Ministry of Human Resources and Emiratisation (MoHRE) oversees the implementation of these regulations and provides guidance to both employers and employees on proper procedures. Companies operating in UAE free zones may have slightly different regulations, though most align closely with federal labour law provisions. It is always advisable to check specific free zone authority guidelines if you work in a designated free zone area.

Key Point: Probation Period Exclusion

Employees are not entitled to paid sick leave during their probationary period. However, employers may grant unpaid sick leave during probation based on a medical report from a recognized medical authority indicating the necessity of such leave. The probation period in the UAE can last up to six months.

Eligibility Criteria for Paid Sick Leave

To qualify for paid sick leave under UAE Labour Law, employees must meet several important criteria. First and foremost, the employee must have successfully completed their probationary period with their current employer. The probation period in the UAE typically lasts between three to six months, depending on the employment contract terms, and during this time, employees do not accumulate paid sick leave entitlements.

Additionally, the illness must be genuine and documented through a medical certificate issued by a recognized medical authority in the UAE. This could be a government hospital, a private hospital licensed by the relevant health authority, or a clinic approved to issue medical certificates. The medical report must clearly state the nature of the illness and the recommended duration of rest, providing the employer with verification that the absence is medically necessary.

There are specific situations where an employee loses their eligibility for paid sick leave. If the illness directly results from the employee’s misconduct, such as the consumption of alcohol or narcotics, the employer is not obligated to provide paid sick leave. Similarly, if the illness occurs because the employee violated workplace safety instructions that were clearly communicated and documented, the employer may deny paid sick leave benefits.

Daily Wage Calculation Formula
Daily Wage = Monthly Basic Salary / 30 days
For sick leave payment calculations, the daily wage is determined by dividing the monthly basic salary by 30 days. This standardized calculation method applies regardless of the actual number of days in the month and forms the basis for all sick leave pay computations.

The Three-Tier Sick Leave Payment Structure

The UAE Labour Law establishes a tiered payment structure for sick leave that progressively reduces compensation as the leave duration extends. This structure is designed to balance employee welfare with employer sustainability, recognizing that prolonged absences can impact business operations while ensuring employees receive support during illness.

During the first tier, covering days one through fifteen of sick leave, employees receive their full daily wage for each day of absence. This means if your monthly basic salary is AED 10,000, your daily wage would be approximately AED 333.33, and you would receive this full amount for each of the first 15 sick days. This full-pay period acknowledges that most common illnesses require about two weeks of recovery time.

The second tier covers days sixteen through forty-five, during which employees receive half of their daily wage. Using the same example, you would receive approximately AED 166.67 per day during this 30-day period. This reduction reflects the extended nature of the illness while still providing essential financial support to the employee.

The third tier spans days forty-six through ninety and is entirely unpaid. While employees maintain their employment status and job protection during this period, they do not receive any salary. This 45-day unpaid period represents the maximum sick leave allowance under the law, after which the employer may consider termination if the employee cannot return to work.

Calculation Example: 60 Days Sick Leave

Employee Monthly Basic Salary: AED 15,000

Daily Wage: AED 15,000 / 30 = AED 500

First 15 days (100%): 15 x AED 500 = AED 7,500

Next 30 days (50%): 30 x AED 250 = AED 7,500

Remaining 15 days (0%): 15 x AED 0 = AED 0

Total Sick Leave Pay: AED 15,000

Notification Requirements and Employee Obligations

Article 31 of the UAE Labour Law places specific obligations on employees regarding sick leave notification. When an employee falls ill and requires time off work, they must inform their employer about the sickness within a maximum of three working days. This notification should ideally be made as soon as possible, preferably on the first day of absence or before the scheduled work shift when feasible.

Along with the notification, employees must submit a medical report or certificate confirming their condition. This document must be issued by a medical entity recognized by UAE health authorities, such as government hospitals, licensed private hospitals, or authorized clinics. The medical report should specify the nature of the illness, the date of examination, and the recommended duration of rest.

Failure to notify the employer within the three-day window or to provide proper medical documentation may result in the sick leave being treated as unauthorized absence, potentially leading to salary deductions or disciplinary action. Employers have the right to verify the authenticity of medical certificates through appropriate channels if they have reasonable grounds for suspicion.

Key Point: Three-Day Notification Rule

Employees must notify their employer of sickness within a maximum of three days and submit a medical report from a recognized medical entity. Prompt notification helps employers manage workload distribution and maintains trust in the employment relationship.

Employer Rights and Verification Procedures

While the UAE Labour Law protects employee rights to sick leave, it also grants employers certain rights to ensure the system is not abused. Employers may request verification of medical certificates through health authority channels, particularly if an employee has a pattern of frequent short-term absences or if the timing of the sick leave raises legitimate concerns.

Employers can also require employees to undergo a medical examination by a company-designated physician or medical facility, provided this is done respectfully and in accordance with privacy regulations. This is particularly common when an employee returns from extended sick leave, as the employer may need assurance that the employee is fit to resume their duties.

However, employers must exercise these rights reasonably and cannot use verification procedures as harassment or intimidation tactics. Any medical information obtained must be kept confidential and used solely for employment-related decisions. Employers who misuse medical information may face penalties under UAE data protection and privacy laws.

Continuous vs. Intermittent Sick Leave

The 90-day sick leave entitlement under UAE Labour Law applies to both continuous and intermittent absences throughout a single year of service. This means an employee does not need to take all 90 days consecutively to exhaust their entitlement. Multiple separate illness periods throughout the year are counted cumulatively toward the annual limit.

For example, if an employee takes 10 days of sick leave in January, 5 days in April, and 15 days in August, they would have used 30 days of their annual entitlement. The payment tier that applies depends on the cumulative total. In this example, all 30 days would fall within the first two payment tiers: 15 days at full pay and 15 days at half pay.

This cumulative calculation can become complex when sick leave spans multiple periods at different times of the year. Our UAE Sick Leave Calculator automatically handles these calculations, allowing you to input your total sick days to determine the exact payment breakdown across all three tiers.

Cumulative Sick Leave Tracking Formula
Annual Total = Sum of All Sick Days in Service Year (Maximum 90 Days)
Employers must track cumulative sick leave throughout each service year. When an employee reaches the 90-day maximum, no additional sick leave entitlement exists until the new service year begins. The service year typically starts from the employee’s date of joining.

Protection Against Termination During Sick Leave

One of the most important protections offered by UAE Labour Law is the prohibition against terminating an employee while they are on sick leave. Article 31 explicitly states that an employer may not dismiss an employee or serve them with a termination notice during the sick leave period, regardless of whether the leave is paid or unpaid.

This protection continues for the full 90 days of sick leave entitlement. However, once an employee has exhausted all 90 days and is still unable to return to work, the employer gains the right to terminate the employment. In such cases, the employee remains entitled to all end-of-service benefits as calculated under the UAE Labour Law provisions.

The termination protection does not prevent employers from initiating disciplinary proceedings for valid reasons unrelated to the illness. For instance, if an employee committed a serious violation before falling ill, the employer may document the issue and proceed with appropriate action once the employee returns, provided proper procedures are followed.

Key Point: Termination Protection

Employers cannot terminate or give notice to employees during their sick leave period. If an employee exhausts all 90 days and cannot return to work, termination becomes permissible, but all end-of-service benefits must be paid according to law.

Sick Leave During Probation Period

The probationary period presents unique circumstances regarding sick leave entitlements. As established in the UAE Labour Law, employees do not accumulate paid sick leave rights during their probation. However, this does not mean employees are entirely without protection if they fall ill during this critical period.

Employers may grant unpaid sick leave during probation based on a medical report from a recognized medical authority. The decision to grant such leave is at the employer’s discretion, though denying leave for a genuinely ill employee could create operational and legal complications. Many employers recognize that forcing an ill employee to work is neither productive nor ethical.

The probation period may be extended if an employee takes significant sick leave during this time, though any extension must comply with the maximum probation period allowed under UAE Labour Law, which is six months. Employers should clearly communicate their policies regarding sick leave during probation in the employment contract or employee handbook.

Exclusions from Paid Sick Leave Entitlement

UAE Labour Law specifies several situations where employees forfeit their right to paid sick leave. Understanding these exclusions is important for both employees and employers to ensure proper application of the law and to avoid disputes.

The first major exclusion applies to illnesses resulting from employee misconduct. If an employee falls ill due to consumption of alcohol or narcotics, the employer is not obligated to provide paid sick leave. This provision recognizes that employees bear responsibility for their own conduct and should not expect employer-funded recovery time for self-inflicted conditions.

The second exclusion relates to workplace safety violations. If an employee disregards established safety instructions and procedures that were clearly communicated and documented, and this violation results in illness or injury, paid sick leave may be denied. This encourages employees to take workplace safety seriously and follow established protocols.

It is important to note that these exclusions do not apply to occupational injuries or illnesses caused by workplace hazards beyond the employee’s control. Such cases fall under separate provisions of UAE law dealing with workplace safety and workers’ compensation.

Occupational Injuries vs. Regular Sick Leave

The UAE Labour Law distinguishes clearly between regular sick leave and absences caused by occupational injuries or workplace hazards. This distinction is crucial because different provisions and entitlements apply to each category, and the payment structures can vary significantly.

Regular sick leave, as covered by Article 31, applies to illnesses that are not work-related. These could include common illnesses like influenza, personal health conditions, or injuries that occur outside the workplace. The 90-day limit with the tiered payment structure applies exclusively to these non-occupational conditions.

Occupational injuries and illnesses, on the other hand, fall under workplace safety regulations and may entitle employees to different compensation structures. If an employee is injured while performing their job duties or develops a condition due to workplace hazards, the employer may bear greater responsibility for medical costs and salary continuation. These cases often involve workers’ compensation insurance and may be subject to investigation by relevant authorities.

Key Point: Occupational vs. Non-Occupational

The 90-day sick leave entitlement with tiered payments applies only to non-occupational illnesses. Workplace injuries and occupational diseases are covered by separate provisions with potentially different compensation structures and employer obligations.

Impact of Sick Leave on End-of-Service Benefits

End-of-service gratuity calculations in the UAE are based on an employee’s length of service and final basic salary. A common question among employees is whether sick leave periods count toward service length for gratuity calculation purposes.

Under UAE Labour Law, the sick leave period, including both paid and unpaid portions, is generally considered part of the employment period for calculating end-of-service benefits. This means that if an employee takes 60 days of sick leave during a year, their total service length for gratuity purposes is not reduced by those 60 days.

However, if an employee’s service is terminated because they exhausted all 90 days of sick leave and could not return to work, they remain entitled to their full end-of-service benefits based on their total years of service. The employer cannot reduce gratuity payments because the termination was due to extended illness rather than resignation or other reasons.

Best Practices for Employees Managing Sick Leave

Employees can take several steps to ensure they receive their full sick leave entitlements and maintain good standing with their employers during illness periods. Following these best practices protects both your rights and your professional relationships.

Always notify your employer as quickly as possible when you fall ill, ideally before your scheduled work time on the first day of absence. While the law allows up to three days, earlier notification demonstrates professionalism and allows your employer to arrange coverage for your responsibilities. Use official communication channels such as email or the company’s HR system to create a documented record of your notification.

Obtain proper medical documentation from recognized healthcare facilities. Keep copies of all medical certificates and reports, as these may be needed for HR records, insurance claims, or potential disputes. If your illness requires extended leave, maintain regular communication with your employer about your condition and expected return date.

Track your cumulative sick leave usage throughout the year to understand where you stand regarding your 90-day entitlement. This awareness helps you make informed decisions about when to take sick leave and when you might need to consider other options such as annual leave for non-urgent health matters.

Best Practices for Employers Managing Sick Leave

Employers have responsibilities to comply with UAE Labour Law while also maintaining business operations. Implementing clear sick leave policies and procedures helps achieve both objectives while fostering a fair and supportive work environment.

Develop a comprehensive sick leave policy that clearly outlines employee rights, notification procedures, documentation requirements, and the company’s verification processes. This policy should be included in the employee handbook and reviewed during onboarding to ensure all employees understand their entitlements and obligations.

Maintain accurate records of all sick leave taken by each employee, tracking both individual absences and cumulative totals. Modern HR management systems can automate this tracking and alert managers when employees approach significant thresholds. This documentation is essential for compliance verification and potential dispute resolution.

Train managers and supervisors on proper sick leave procedures, including their obligation not to discriminate against employees who use their legal entitlements. Create a culture where employees feel comfortable reporting illness without fear of retaliation, as this ultimately benefits the workplace by preventing the spread of illness and ensuring employees recover fully before returning to work.

Key Point: Documentation is Essential

Both employees and employers should maintain thorough documentation of all sick leave matters. Employees should keep copies of medical certificates, while employers should maintain accurate attendance records and policy acknowledgments.

Common Sick Leave Disputes and Resolution

Despite clear legal provisions, disputes sometimes arise regarding sick leave entitlements. Understanding common dispute scenarios and resolution mechanisms can help both parties navigate these situations effectively.

One common dispute involves disagreement over whether an illness qualifies for paid sick leave. An employer might question the validity of a medical certificate or suspect abuse of the sick leave system. In such cases, the employer should first attempt to resolve the matter internally through discussion with the employee. If the dispute continues, either party can file a complaint with MoHRE for mediation.

Disputes may also arise regarding the calculation of sick leave pay, particularly when employees have variable compensation structures or when sick leave spans multiple payment periods. Using a standardized calculation method, such as our UAE Sick Leave Calculator, can help prevent such disputes by providing clear, transparent calculations based on established formulas.

If internal resolution and MoHRE mediation fail to resolve a sick leave dispute, either party may escalate the matter to the UAE Labour Court. Legal proceedings should be a last resort, as they involve time, costs, and uncertainty for both parties. Most sick leave disputes can be resolved through good-faith negotiation and reference to clear legal provisions.

Special Considerations for Different Industries

While the UAE Labour Law provides a universal framework for sick leave, certain industries may have additional considerations or supplementary regulations that affect how sick leave is managed and calculated.

Healthcare workers, for example, may face unique situations regarding infectious diseases and mandatory isolation periods. During the COVID-19 pandemic, special provisions were introduced for quarantine and isolation requirements that affected how sick leave was counted and compensated. Employers in healthcare should stay current with health authority guidelines that may supplement standard labour law provisions.

Construction and industrial workers often face higher risks of occupational injuries, which fall under different provisions than regular sick leave. Companies in these sectors typically maintain workers’ compensation insurance and have specific procedures for handling workplace injuries that differ from standard sick leave protocols.

Employees in UAE free zones should verify whether their employment falls under federal labour law or zone-specific regulations. While most free zones align closely with federal provisions, some variations may exist regarding sick leave entitlements, notification requirements, or documentation standards.

Planning for Extended Illness Situations

When an illness is likely to require extended time off, employees and employers should engage in proactive planning to manage the situation effectively. Early communication and clear expectations help both parties navigate challenging health situations.

Employees facing serious illnesses should communicate openly with their employers about their condition and prognosis, to the extent they are comfortable doing so. Providing regular updates about expected recovery timelines helps employers plan for coverage and demonstrates the employee’s commitment to returning to work.

Employers should consider offering additional support to employees facing extended illnesses, such as flexible return-to-work arrangements, modified duties during recovery, or access to employee assistance programs. While not legally required, such support can improve employee loyalty and help valuable team members return to full productivity.

Both parties should be aware of the 90-day maximum and plan accordingly. If it becomes clear that an employee will not be able to return to work within this timeframe, honest discussions about next steps, including potential termination and end-of-service benefits, should occur well before the limit is reached.

Total Sick Leave Pay Calculation
Total Pay = (15 x Daily Wage) + (30 x 0.5 x Daily Wage) + (0)
For the maximum 90 days of sick leave, the total compensation formula combines full pay for the first 15 days, half pay for the next 30 days, and zero pay for the remaining 45 days. The maximum paid amount equals 30 days of full daily wage.

Frequently Asked Questions

How many days of sick leave am I entitled to in the UAE?
Under UAE Labour Law, employees in the private sector are entitled to a maximum of 90 days of sick leave per year of service after completing the probationary period. This entitlement covers both continuous and intermittent sick leave periods throughout the service year. The 90 days include 15 days at full pay, 30 days at half pay, and 45 days without pay, creating a tiered payment structure designed to balance employee welfare with employer sustainability.
What is the sick leave payment structure in the UAE?
UAE sick leave follows a three-tier payment structure. The first 15 days are paid at 100% of your daily wage. Days 16 through 45 (30 days total) are paid at 50% of your daily wage. Days 46 through 90 (45 days total) are entirely unpaid. This structure applies cumulatively throughout the year, regardless of whether sick leave is taken continuously or in separate periods.
Can I get paid sick leave during my probation period?
No, employees are not entitled to paid sick leave during the probationary period under UAE Labour Law. However, employers may grant unpaid sick leave during probation based on a medical report from a recognized medical authority confirming the need for leave. The decision to approve unpaid sick leave during probation is at the employer’s discretion, though most employers accommodate genuinely ill employees.
How do I notify my employer about sick leave?
According to Article 31 of UAE Labour Law, you must notify your employer about your sickness within a maximum of three days. You should also submit a medical report on your condition issued by a recognized medical entity such as a government hospital, licensed private hospital, or authorized clinic. Best practice is to notify your employer as soon as possible, ideally before your scheduled work time on the first day of absence.
Can my employer terminate me while I am on sick leave?
No, an employer cannot dismiss you or serve you with a termination notice while you are on sick leave. This protection continues for the entire sick leave period, whether paid or unpaid. However, if you exhaust all 90 days of sick leave and are still unable to return to work, your employer may then terminate your services. In such cases, you remain entitled to all end-of-service benefits under the law.
How is daily wage calculated for sick leave purposes?
For sick leave payment calculations, daily wage is determined by dividing your monthly basic salary by 30 days. This standardized calculation method applies regardless of the actual number of days in the month. Only the basic salary is used, not including allowances such as housing, transportation, or other benefits unless specifically included in the employment contract as part of basic salary.
What medical documentation is required for sick leave?
You must provide a medical report or certificate issued by a medical entity recognized by UAE health authorities. Acceptable facilities include government hospitals, licensed private hospitals, and authorized clinics. The medical document should state the nature of your illness, the examination date, and the recommended duration of rest. Keep copies of all medical certificates for your records.
Does sick leave affect my end-of-service gratuity?
No, sick leave periods, including both paid and unpaid portions, generally count toward your total service length for end-of-service gratuity calculations. Your gratuity is calculated based on your final basic salary and total years of service, and the time spent on sick leave is not deducted from your service period. Even if terminated after exhausting 90 days of sick leave, you receive full gratuity entitlements.
When does my sick leave entitlement reset each year?
Your 90-day sick leave entitlement resets at the beginning of each service year. The service year is typically calculated from your date of joining the company. Any unused sick leave does not carry over to the next year, and you cannot accumulate sick leave beyond the annual 90-day maximum. Each new service year begins with a fresh 90-day entitlement.
Can sick leave be denied if my illness was caused by alcohol or drugs?
Yes, employers are not obligated to provide paid sick leave if your illness directly results from the consumption of alcohol or narcotics. This is explicitly stated in UAE Labour Law as an exclusion from sick leave entitlement. The law expects employees to bear responsibility for self-inflicted conditions. However, employers must have evidence that the illness was caused by such misconduct before denying paid sick leave.
What happens if I violate workplace safety rules and get sick?
If your illness results from violating documented workplace safety instructions that were clearly communicated to you, your employer may deny paid sick leave. This exclusion applies when the safety rules are established in applicable UAE legislation and the company’s regulations, and when you were properly informed of these rules. The purpose is to encourage compliance with workplace safety protocols.
Is sick leave from a work injury covered under the same rules?
No, occupational injuries and illnesses caused by workplace hazards fall under separate provisions of UAE law, not the standard 90-day sick leave entitlement. Work-related injuries may have different compensation structures, including potentially longer paid leave periods and employer liability for medical expenses. These cases typically involve workers’ compensation and may require investigation by relevant authorities.
Can my employer ask me to see a company doctor?
Yes, employers have the right to request that you undergo a medical examination by a company-designated physician or medical facility, provided this is done respectfully and in accordance with privacy regulations. This is common when returning from extended sick leave to confirm fitness to resume duties. Any medical information obtained must be kept confidential and used only for employment-related decisions.
How do I calculate my sick leave pay for partial months?
To calculate sick leave pay for any number of days, first determine your daily wage by dividing your monthly basic salary by 30. Then apply the payment tier based on cumulative sick days taken in the year: 100% for days 1-15, 50% for days 16-45, and 0% for days 46-90. Our UAE Sick Leave Calculator automates this process for accurate results.
What if my sick leave spans two different calendar months?
Sick leave that spans multiple calendar months is calculated based on your cumulative sick days in the service year, not calendar months. The payment tier depends on how many total sick days you have taken since your service year began. For example, if you have already used 10 days earlier in the year and then take 20 more consecutive days, days 1-5 would be at full pay and days 6-20 would be at half pay.
Can I use annual leave instead of unpaid sick leave days?
Employees may request to use their annual leave entitlement instead of taking unpaid sick leave days (days 46-90), subject to employer approval. This can help maintain income during extended illness. However, the employer is not obligated to approve such substitution, and annual leave used this way reduces your vacation entitlement. Discuss options with your HR department early if facing extended illness.
Are weekends and holidays counted in sick leave days?
The counting of weekends and holidays during sick leave can depend on the specific medical certificate and company policy. Generally, if a medical certificate covers a continuous period including weekends, those days may be counted. However, practices vary among employers. Check your company’s sick leave policy or consult with HR for clarification on how non-working days are treated during sick leave.
Can my employer contact me while I am on sick leave?
While employers should respect your recovery time, they may need to contact you for legitimate work-related matters, especially regarding urgent issues only you can address. However, excessive contact or pressure to work while on sick leave could be considered harassment. If you feel your employer is inappropriately pressuring you during sick leave, document the communications and consider consulting with MoHRE.
What happens if I get sick during my annual leave?
If you fall ill during annual leave and obtain a medical certificate, those sick days may be treated as sick leave rather than annual leave, effectively extending your vacation. This requires proper medical documentation and employer notification. The specific handling depends on company policy and the nature of the illness. Communicate with your employer as soon as possible if this situation occurs.
Can I work from home during my sick leave?
Working from home during sick leave should generally be avoided as the purpose of sick leave is recovery. If you are well enough to work, you may not need sick leave. However, some employers may offer flexible arrangements for employees recovering from minor illnesses. Any work during sick leave should be voluntary and with medical approval. Forced work during sick leave could violate labour law provisions.
How do free zone employment contracts handle sick leave?
Most UAE free zones align their employment regulations closely with federal labour law, including sick leave provisions. However, some variations may exist depending on the specific free zone authority. Employees in free zones such as DIFC, JAFZA, or DMCC should review their employment contracts and the relevant free zone employment regulations to confirm their exact sick leave entitlements.
What if my employer refuses to accept my medical certificate?
If your employer refuses to accept a valid medical certificate from a recognized medical facility, they may be violating UAE Labour Law. First, request a written explanation for the refusal. If the matter cannot be resolved internally, you can file a complaint with MoHRE. Maintain copies of all documentation including the medical certificate, your notification to the employer, and any correspondence about the refusal.
Can sick leave be carried forward to the next year?
No, sick leave cannot be carried forward to the next service year under UAE Labour Law. The 90-day entitlement resets at the beginning of each service year. Unlike annual leave, which may have carryover provisions depending on company policy, sick leave is strictly an annual entitlement that does not accumulate. Any unused sick leave is simply not used, not saved for future years.
How is sick leave tracked by employers?
Employers are required to maintain accurate records of employee attendance and leave, including sick leave. Most companies use HR management systems to track sick leave usage, including dates, duration, and cumulative totals. Employees should also keep personal records of their sick leave for verification purposes. You can request information about your sick leave balance from your HR department.
What documentation should I keep for my sick leave records?
Keep copies of all medical certificates and reports, your notification communications to your employer (emails, messages, HR system submissions), any response from your employer, and payslips showing sick leave deductions or payments. This documentation protects your interests if disputes arise and helps you track your cumulative sick leave usage throughout the service year.
Can my employer require a specific hospital for medical certificates?
While employers can express preferences, UAE Labour Law states that medical reports from any recognized medical entity are valid for sick leave purposes. This includes government hospitals, licensed private hospitals, and authorized clinics. An employer cannot reject a valid certificate solely because it was not from their preferred facility. However, employers may require verification of certificates they suspect are fraudulent.
What are the penalties for fraudulent sick leave claims?
Submitting fraudulent sick leave claims, including fake medical certificates, constitutes gross misconduct under UAE Labour Law. This can result in termination without notice or end-of-service benefits, and may also lead to criminal charges for document fraud. Employers who discover fraudulent claims typically terminate the employee and may report the matter to authorities. The consequences can be severe and long-lasting.
How do I calculate sick leave if I have variable monthly income?
For employees with variable income, sick leave pay is typically calculated based on the basic salary component, not variable elements like commissions or overtime. If your basic salary is fixed but you earn variable additions, use your basic salary divided by 30 for the daily wage calculation. If your entire compensation is variable, consult your employment contract or HR for the calculation method used by your employer.
Can I take sick leave for mental health conditions?
Yes, mental health conditions are valid grounds for sick leave in the UAE, provided you obtain appropriate medical documentation from a recognized healthcare provider, including psychiatrists or psychologists licensed in the UAE. Mental health is increasingly recognized as an important aspect of overall health, and the same sick leave provisions apply to psychological conditions as to physical illnesses.
What if I need more than 90 days to recover from illness?
If you cannot return to work after exhausting all 90 days of sick leave, your employer may terminate your employment. However, you remain entitled to full end-of-service benefits. Before reaching this point, discuss options with your employer such as using annual leave, taking unpaid leave beyond the 90 days, or exploring disability provisions if applicable. Open communication can sometimes lead to accommodations.
Does the UAE Sick Leave Calculator account for all payment tiers?
Yes, our UAE Sick Leave Calculator automatically applies all three payment tiers based on the number of sick days you enter. It calculates full pay for days 1-15, half pay for days 16-45, and shows zero pay for days 46-90. The calculator provides a complete breakdown of your sick leave payment, making it easy to understand exactly what you are entitled to receive for any duration of sick leave.

Conclusion: Protecting Your Rights While Maintaining Professional Relationships

Understanding your sick leave entitlements under UAE Labour Law empowers you to make informed decisions when illness strikes. The tiered payment structure, while reducing compensation over extended absences, provides essential protection during the critical recovery period following illness. By knowing your rights and obligations, you can navigate sick leave situations confidently while maintaining positive professional relationships with your employer.

For employees, the key takeaways include the importance of prompt notification, proper medical documentation, and awareness of cumulative sick leave tracking throughout the service year. Knowing that termination protection exists during sick leave provides peace of mind, while understanding the 90-day maximum helps with planning for extended illness scenarios.

For employers, implementing clear policies, maintaining accurate records, and treating sick employees fairly builds a positive workplace culture while ensuring compliance with UAE Labour Law. The investment in employee wellbeing during illness often returns dividends through improved loyalty, reduced turnover, and a healthier overall workforce.

Use our UAE Sick Leave Calculator to instantly determine your exact sick leave pay entitlement based on your daily wage and the number of sick days taken. Whether you are planning ahead, verifying a payment, or resolving a dispute, having accurate calculations supports informed decision-making for all parties involved.

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