Navigating maternity leave policies in the UAE is a crucial aspect of planning for parenthood, especially for working women. With a diverse workforce and evolving labor laws, the UAE has taken significant steps to support new mothers in both the public and private sectors.
Governed by the UAE Labour Law, this provision guarantees fully paid leave and job protection during this important period, reflecting the country’s commitment to supporting working mothers.
Whether employed in the public or private sector, all female employees in the UAE are entitled to maternity leave, regardless of their role or seniority. This benefit not only safeguards the well-being of mothers and their families but also helps promote a healthy balance between work and family life.
Recent updates to the UAE Labour Law have brought notable improvements, including extended maternity leave and the introduction of fully paid paternity leave in the private sector — a progressive step toward greater workplace equality and family support.
Whether you’re an expatriate or a UAE national, understanding maternity leave entitlements is essential for a smooth transition into motherhood. This guide offers a comprehensive overview of maternity leave regulations in the UAE, including recent updates, benefits, eligibility and what to expect as an employee or employer.
Eligibility and criteria
According to Article 19 of the Federal Decree Law No. 49 of 2022 on Human Resources Law in the Federal Government, a female employee in a permanent position in the UAE is entitled to maternity leave of three months with full salary.
After that, for 6 months from the date of the employee resuming work, she is entitled to 2 hours of reduced working hours, either at the beginning or at the end of the working hours, to nurse her child. Such breaks are fully paid for.
According to Article 20, employees are also entitled to a fully paid parental leave of 5 working days. The leaves may be taken continuously or intermittently within six months from the date of the child’s birth.
It is important to note that maternity leave may not be combined with leave without pay.
In the UAE private sector, women are entitled to 45 days of paid maternity leave, followed by an additional 15 days of unpaid leave. During the paid leave period, the employee is entitled to receive her full salary, provided she has worked with the same employer for at least one year. If the employee has worked for less than a year, she is entitled to half of her salary during the 45 days of maternity leave. Employers are also prohibited from terminating employees during maternity leave, providing additional job security.
Maternity leave in Abu Dhabi
Female employees in Abu Dhabi are entitled to three months of fully paid maternity leave. After the female employee resumes work, she is entitled to two hours of daily leave for the first year after delivery to nurse her child. Meanwhile, male employees are entitled to three days’ paternity leave.
Maternity leave in Dubai
In the Dubai Government, maternity leave is regulated by Decree No. 14 of 2017 Concerning Maternity, Miscarriage, Stillbirth, and Childcare Leave for Female Employees of the Government of Dubai. The decree grants female employees 90 days of maternity leave starting from the delivery date. She may also apply for her maternity leave up to 30 days prior to the expected date of delivery.
In Dubai, annual leave and unpaid leave can be added to the maternity leave, taking the maximum total number of days to 120.
After resuming work and for one year from the date of birth, the mother is entitled to a 2-hour reduction in working hours to nurse her child, either at the beginning or at the end of the working hours. However, there is no nursing break for women during the month of Ramadan.
When a female employee gives birth to a child with special needs, she will be granted childcare leave for the period from the expiry date of the maternity leave to the date on which her baby completes one 1 year of age.
Meanwhile, men are entitled to 3 days of fully paid paternity leave, to be taken within one month of the birth of the child.
Maternity leave in Sharjah
Since the issuance of a local decree in 2016, the total period of maternity leave in the Sharjah Government is 120 days, comprising 90 days of paid leave and 30 days of unpaid leave.
The decree permitted adding annual leave to the maternity leave and granted new mothers two hours for nursing their child for a duration of six months.
Maternity leave in Ras Al Khaimah
In November 2016, the Ras Al Khaimah Government extended the maternity leave to 90 days of paid leave. In 2015, the nursing period was extended to one whole year from the birth of the baby.
Salary during maternity leave
The salary during maternity leave in the UAE depends on the length of service and sector. In the private sector, employees with more than a year of service receive full pay during the 45 days of maternity leave, while employees with less than one year of service receive half pay.
In contrast, public sector employees receive full pay for the first 45 days and half pay for the remaining 45 days. However, the salary during maternity leave is generally paid by the employer, with health insurance benefits often extending through this period.
Can employees extend their maternity leave?
A female worker in the UAE is entitled to a maternity leave of 60 days, out of which 45 days will be fully paid leave and 15 days will be half-paid leave.
A female worker may apply for her maternity leave up to 30 days prior to the expected date of delivery. In addition to the basic maternity leave above, she may take an additional 45 days without pay if she has an illness as a result of pregnancy or childbirth and is unable to resume work.
The illness must be proven via a medical certificate issued by the respective medical authority. These leave days can be consecutive or intermittent.
If the baby is sick or suffers from a disability, the female worker may take additional fully paid leave of 30 days. This leave can be extended for an additional 30 days without pay. The illness or the disability of the child must be proven via a medical certificate issued by the respective medical authority.
After the female worker resumes work, she is entitled to one or two additional breaks each day for nursing her child. The duration of the two breaks must not exceed one hour. The woman is entitled to such breaks for 6 months following the date of delivery. Such breaks are fully paid for.
Health insurance and benefits
Under UAE Labor Law, health insurance is a mandatory benefit that employers must provide to their employees. This includes comprehensive maternity-related coverage aimed at ensuring the health and well-being of female employees during pregnancy, childbirth and the postnatal period.
1. Mandatory health insurance coverage
Employers in the UAE are legally obligated to provide health insurance to all employees. For female employees, this includes maternity benefits that cover a wide range of medical services. These benefits are essential in reducing the financial burden of pregnancy-related healthcare and ensuring access to quality medical support.
2. Maternity-related medical expenses
Health insurance policies must cover key maternity services such as:
- Prenatal care: including routine checkups, diagnostic tests and consultations.
- Labor and delivery: whether natural or cesarean.
- Postnatal care: ensuring the mother’s recovery and the newborn’s health.
This coverage is generally provided in full, with minimal or no out-of-pocket expenses for the employee, depending on the terms of the insurance policy.
3. Additional support during nursing period
In addition to medical benefits, the UAE Labor Law also mandates workplace accommodations for new mothers embracing new life. Female employees are entitled to nursing breaks during working hours for a specified period after returning from maternity leave. These breaks are fully paid and designed to support breastfeeding and the mother’s physical recovery.
4. Promoting maternal and family well-being
These comprehensive health benefits not only support the physical health of new mothers but also promote the overall well-being of their families. By ensuring financial security and access to quality care, the UAE fosters a supportive work environment for women balancing motherhood and professional responsibilities.
Read| UAE labor law: Do you get extra salary for overtime or working on weekends?
Managing maternity leave in the UAE
Effective management of maternity leave is essential for ensuring compliance with UAE Labor Law and supporting female employees during a significant life event. Employers play a key role in facilitating a smooth maternity leave experience, from pre-leave planning to post-leave reintegration.
Employers are legally required to manage maternity leave in line with the UAE Labor Law, which outlines clear guidelines on: eligibility criteria, leave duration, and compensation and benefits. Adhering to these regulations is essential to protect both the employer and the employee and to avoid legal or administrative issues.
Maintaining proper documentation is a critical part of maternity leave management. Employers must keep detailed records of the employee’s maternity leave start and end dates, number of days taken, and any extensions or additional leave granted. These records help ensure legal compliance and assist in workforce planning.
Open and ongoing communication with female employees is also vital before, during and after maternity leave. Employers should inform employees of their rights and entitlements, provide clarity on leave procedures and documentation, and discuss return-to-work options and any necessary workplace adjustments. Proactive communication empowers employees to plan confidently and helps employers manage workflow during their absence.
Managing maternity leave effectively involves more than just compliance — it requires thoughtful planning. Employers should coordinate with HR and management teams to ensure temporary coverage of the employee’s duties, plan a gradual reintegration or flexible return if needed, and foster a supportive work environment for new mothers. A well-structured maternity leave process benefits both the employee and the organization, promoting long-term productivity, employee satisfaction and retention.
