Paternity Leave in the UAE: 5-Day Rule, Eligibility, and How to Apply

Who this is for: Employed fathers in the UAE private sector — what the law guarantees, how to take the leave, and where the rules differ across MOHRE, DIFC, ADGM, and government sectors.

The UAE introduced paid parental leave for private-sector fathers for the first time through Federal Decree-Law No. 33 of 2021, which replaced the previous labour code (Federal Law No. 8 of 1980). Under Article 32, every employee — regardless of gender — is entitled to 5 working days of paid parental leave after the birth of a child. The provision took effect on February 2, 2022, when the new law came into force.

This article covers the exact legal entitlement, eligibility criteria, how to request paternity leave in practice, the distinction between MOHRE-regulated and free-zone employment, and how government-sector rules differ. If you are a father working in the UAE and your partner is expecting, this is the reference you need.

What the Law Actually Says: Article 32 of the UAE Labour Law

Article 32 of Federal Decree-Law No. 33 of 2021 establishes a gender-neutral “parental leave” entitlement. The law does not use the term “paternity leave” — it grants both parents the right to 5 working days of paid leave following the birth of a child. In common usage, and for the purposes of this guide, the term “paternity leave” refers to the father exercising this parental leave entitlement.

The 5 days are working days, not calendar days. Weekends and public holidays do not count toward the entitlement. The leave is paid at full salary — there is no reduction in basic pay or allowances during the leave period. Article 32 specifies that the leave must be taken within 6 months of the child’s date of birth. This window gives fathers flexibility to choose the timing that works best for their family situation, whether that means taking the days immediately after birth or spreading them across the first 6 months.

The leave can be taken consecutively (5 working days in a row) or intermittently (individual days spread across the 6-month window), as clarified under Cabinet Resolution No. 1 of 2022, which sets out the implementing regulations. This flexibility is a practical advantage — fathers can, for example, take 2 days at birth, then 3 days around a medical appointment or when the mother returns to work.

Eligibility: Who Qualifies for Paternity Leave

The entitlement under Article 32 applies to all employees covered by Federal Decree-Law No. 33 of 2021. In practice, this means private-sector workers regulated by MOHRE (the Ministry of Human Resources and Emiratisation). There is no minimum service period specified in the law — a father employed for one month is entitled to the same 5 days as someone with 10 years of service.

The entitlement applies equally to UAE nationals and expatriates. Nationality, visa type, and salary level are irrelevant — the 5-day parental leave is a universal minimum under the law. Employers may offer more generous paternity leave through the employment contract or company policy, but they cannot offer less than 5 paid working days.

Eligibility Criteria	Details
Who qualifies	Any employee (father) under Federal Decree-Law No. 33/2021
Minimum service requirement	None — available from day one of employment
Nationality restriction	None — applies to UAE nationals and expatriates equally
Sector	Private sector (MOHRE-regulated) + most free zones
Leave duration	5 working days (not calendar days)
Pay during leave	Full salary
Timeframe to use	Within 6 months of the child’s birth
Consecutive or intermittent	Either — father’s choice within the 6-month window

How to Request Paternity Leave: Step by Step

The UAE Labour Law does not prescribe a specific formal procedure for requesting parental leave, but standard HR practice and MOHRE guidance recommend the following approach. Employers may have their own internal process documented in the employee handbook — check this first.

Step 1: Notify Your Employer in Advance

Inform your direct manager and HR department of the expected due date as early as practical. While the law does not specify a mandatory notice period for parental leave, providing advance notice allows your employer to arrange work coverage and avoids disputes later. If your employment contract or company policy specifies a notice period for leave requests, follow that timeline.

Step 2: Submit a Written Leave Request

File a formal leave request through your company’s standard leave system (HR portal, email, or paper form — depending on your employer). Specify the dates you plan to take, whether consecutive or individual days. Reference “parental leave under Article 32 of Federal Decree-Law No. 33 of 2021” in the request to make the legal basis clear.

Step 3: Provide a Birth Certificate or Hospital Notification

After the child is born, submit a copy of the birth notification issued by the hospital or, once available, the official birth certificate. This is the supporting document that confirms your entitlement. Most employers accept the hospital birth notification initially and require the official birth certificate once it is issued. In the UAE, birth registration is handled by the relevant health authority (DHA in Dubai, HAAD/DoH in Abu Dhabi, or the respective emirate authority).

Step 4: Take the Leave Within the 6-Month Window

The 5 working days must be used within 6 months of the birth date. Unused days do not carry over or convert to cash after this period expires. Plan accordingly — if you intend to split the days across multiple occasions, track your usage against the 6-month deadline.

Paternity Leave vs. Annual Leave: Key Differences

Parental leave under Article 32 is a separate statutory entitlement — it does not reduce your annual leave balance under your UAE employment contract. An employer cannot deduct paternity days from your 30-day annual leave entitlement (or whatever your contract provides). The two types of leave run independently.

However, fathers who want more time off can combine parental leave with annual leave or unpaid leave, subject to employer agreement. For example, a father could take 5 days of parental leave immediately after the birth, followed by 5–10 days of annual leave, creating a longer continuous period at home. This requires prior agreement with the employer, and the annual leave portion follows the normal rules under Article 29 (advance notice, employer approval of timing).

MOHRE Private Sector vs. Free Zone Employment

Most UAE free zones adopted the federal labour law or aligned their internal regulations with it following the February 2022 implementation. If you work in a free zone company that falls under MOHRE regulation (which is the case for most mainland and many free zone employers), Article 32 applies directly.

DIFC (Dubai International Financial Centre)

The DIFC operates under its own employment law — DIFC Employment Law No. 2 of 2019, as amended. DIFC law provides 5 working days of paid parental leave, matching the federal entitlement. The DIFC provision similarly applies within the first 12 months of the child’s birth (a longer window than the federal law’s 6 months). Disputes are handled through the DIFC Courts and the DIFC Dispute Resolution Authority, not MOHRE.

ADGM (Abu Dhabi Global Market)

ADGM has its own Employment Regulations. ADGM provides 5 working days of paid parental leave for employees following the birth of a child. Disputes fall under ADGM Courts jurisdiction. Employees in ADGM-registered entities should check their specific employment terms, as ADGM regulations may be updated independently of the federal law.

Government Sector: Different Rules Apply

Federal government employees are not covered by Federal Decree-Law No. 33 of 2021. Instead, their leave entitlements fall under Federal Decree-Law No. 11 of 2008 on Human Resources in the Federal Government, as amended. Under this framework, male federal government employees receive 3 working days of paternity leave — less than the 5-day private-sector entitlement.

Dubai Government employees follow the Dubai Government Human Resources Department (DGHR) regulations, while Abu Dhabi Government employees fall under the Abu Dhabi Human Resources Authority (ADHRA). Local government paternity leave provisions may differ from both the federal government and private sector. If you work in the government sector, confirm your specific entitlement with your entity’s HR department.

Sector	Paternity Leave Duration	Governing Law
Private sector (MOHRE)	5 working days, paid	Federal Decree-Law No. 33/2021, Art. 32
DIFC	5 working days, paid	DIFC Employment Law No. 2 of 2019
ADGM	5 working days, paid	ADGM Employment Regulations
Federal government	3 working days, paid	Federal Decree-Law No. 11/2008
Dubai Government	Varies — check DGHR policy	Dubai Government HR Law
Abu Dhabi Government	Varies — check ADHRA policy	Abu Dhabi Government HR Law

What If Your Employer Refuses Paternity Leave?

Parental leave under Article 32 is a statutory right — an employer cannot deny it, deduct salary for the leave period, or penalize an employee for exercising the entitlement. If an employer refuses to grant the leave or docks pay, the employee has two options.

First, raise the issue internally through HR, referencing Article 32 of Federal Decree-Law No. 33 of 2021. Many disputes are resolved at this stage once the legal basis is made clear. Second, if the employer still refuses, the employee can file a complaint through MOHRE’s labour complaints system. MOHRE handles complaints through its Tasheel service centers or the MOHRE mobile app. The process starts with a mediation attempt; if mediation fails, the case is referred to the labour court. For DIFC or ADGM employees, the complaint route is through the respective free zone’s dispute resolution framework, not MOHRE.

Practical Tips for UAE Fathers

Understanding the law is one part — navigating the process smoothly in practice requires a few additional considerations.

Keep written records of your leave request and your employer’s response. If you submit a request via email, save the thread. If you use an HR portal, take a screenshot of the approved request. Written evidence protects you if a dispute arises later over whether the leave was requested and approved.

If your child is born outside the UAE (for example, your spouse delivers in her home country), you are still entitled to the 5 days. The law does not require the birth to occur in the UAE. You will need a birth certificate or hospital documentation from the country of birth, which may require translation and attestation depending on your employer’s requirements.

The 5-day entitlement is per birth event, not per calendar year. If you have twins, it remains 5 days total for that birth. However, if you have two children born in different events within the same year, you are entitled to 5 days for each birth.

Some employers in the UAE voluntarily offer extended paternity leave beyond the 5-day statutory minimum. Multinational companies, particularly those headquartered in Europe or North America, may provide 2–4 weeks of paternity leave under global company policy. Check your employment contract and company handbook — your contractual entitlement may exceed the legal minimum.

How Paternity Leave Connects to Other Employment Rights

Paternity leave does not exist in isolation. Several related provisions in the UAE Labour Law interact with it. Fathers who are also navigating a resignation or notice period should note that parental leave does not pause or extend the notice period unless the employer agrees otherwise. If a father’s child is born during the notice period, he is still entitled to the 5 days, but the notice period continues to run.

Regarding end-of-service gratuity calculations, parental leave days count as days of service. They do not interrupt the continuous employment period and are included in the gratuity calculation.

Employees on probation are also entitled to paternity leave. The law makes no exception for probationary employees, and the 5-day entitlement applies from the first day of employment.

FAQ

How many days of paternity leave does the UAE Labour Law provide?

The UAE Labour Law (Federal Decree-Law No. 33 of 2021, Article 32) provides 5 working days of paid parental leave for fathers in the private sector. The days are working days, meaning weekends and public holidays do not count toward the total. The leave must be taken within 6 months of the child’s birth.

Is paternity leave in the UAE paid or unpaid?

Paternity leave under Article 32 is fully paid at the employee’s regular salary. The employer cannot reduce basic pay or allowances during the leave period. This applies to all private-sector employees covered by a UAE work visa and MOHRE regulation.

Do I need to complete a minimum service period before taking paternity leave?

No. There is no minimum service requirement under Article 32. An employee who has been with the company for one week is entitled to the same 5 working days as someone employed for several years. The entitlement starts from day one of employment.

Can my employer refuse my paternity leave request?

No. Parental leave under Article 32 is a statutory right, not a discretionary benefit. An employer who refuses the leave or deducts salary for the period is in violation of the law. The employee can file a labour complaint with MOHRE if the employer does not comply.

Can I split my paternity leave across multiple weeks?

Yes. The 5 working days can be taken consecutively or intermittently, at the employee’s discretion, provided all days are used within 6 months of the birth. For example, a father could take 2 days immediately after birth and the remaining 3 days several weeks later.

Does paternity leave apply in DIFC and ADGM?

Both the DIFC and ADGM provide 5 working days of paid parental leave under their respective employment laws. The DIFC allows the leave to be taken within the first 12 months of birth (longer than the 6-month federal window). ADGM’s provision is set out in its Employment Regulations. Employees in these free zones should reference their specific zone’s law rather than the federal labour law.

What happens to unused paternity leave after 6 months?

Any parental leave days not taken within the 6-month window are forfeited. There is no carry-over to the next year and no cash compensation for unused days. Fathers should plan ahead to avoid losing the entitlement, particularly if they intend to split the days across separate occasions.

Is paternity leave available for fathers whose child is born outside the UAE?

Yes. Article 32 does not require the birth to take place in the UAE. Fathers whose children are born abroad are still entitled to 5 working days of paid leave. A birth certificate or hospital notification from the country of birth serves as the supporting document, though translation and attestation may be required depending on the employer’s policy.

Official Sources

• UAE Government Portal (u.ae) — Working Hours and Leaves
• MOHRE — Ministry of Human Resources and Emiratisation Services
• UAE Government Portal — Registering a Newborn
• DIFC — Employment Law No. 2 of 2019
• ADGM — Employment Regulations
• UAE Government Portal — Working in the Government Sector
• DGHR — Dubai Government Human Resources Department

*Requirements and procedures can change — confirm your specific entitlement with your employer’s HR department or directly with MOHRE, your free zone authority, or your government entity’s HR division before making decisions.