Sick Leave Rules in the UAE: Duration, Pay, and Medical Certificate Requirements

A practical guide to sick leave entitlements, pay structure, medical certificate requirements, and employer obligations under UAE Labour Law — for private-sector employees, including Dubai-specific DHA procedures.

If you work in the UAE private sector, your sick leave entitlement is governed by Federal Decree-Law No. 33 of 2021 (Article 31). The law grants up to 90 days of sick leave per year after probation, structured in three pay tiers: 15 days at full pay, 30 days at half pay, and 45 days unpaid. Employees must submit a medical certificate issued by a recognised health authority and notify their employer within three days of falling ill. This guide covers the complete framework — eligibility, pay calculation, medical certificate procedures by emirate, common pitfalls, and the separate rules that apply in DIFC and ADGM.

UAE labour contracts vary in structure, but sick leave entitlements are standardised across the private sector. Whether you hold a limited or unlimited contract, your rights under Article 31 remain the same — the only prerequisite is completing probation.

Key Takeaways

• Private-sector employees receive up to 90 days of sick leave per year after completing probation — 15 days full pay, 30 days half pay, 45 days unpaid.
• Sick leave is not available during the probation period (up to 6 months). Employers may grant unpaid leave at their discretion.
• A medical certificate from a licensed health authority is required. In Dubai, DHA-licensed facilities issue certificates through the Sheryan electronic system.
• Employees must notify their employer within 3 days and submit the medical report.
• Employers cannot terminate an employee while on sick leave. Termination is only permitted after all 90 days are exhausted and the employee remains unfit to return.
• Paid sick leave is forfeited if the illness results from employee misconduct (alcohol, narcotics, or deliberate safety violations).
• Sick leave does not carry over to the next year and unused days are not compensated.
• DIFC and ADGM operate under separate employment laws with different sick leave entitlements (60 working days, different pay tiers).

What UAE Law Says: Article 31, Federal Decree-Law No. 33 of 2021

Sick leave in the UAE private sector is regulated exclusively by Article 31 of Federal Decree-Law No. 33 of 2021, which replaced the former Federal Law No. 8 of 1980. The law applies to all private-sector employers and employees across all seven emirates — mainland and most free zones. The Cabinet Resolution No. 1 of 2022 (Executive Regulations) provides additional implementation detail.

The term “sick leave” under this law specifically covers illness or injury that is not caused by occupational hazards. Work-related injuries and occupational diseases are handled under separate provisions with more comprehensive protections, including employer-paid treatment and full salary during recovery.

Eligibility: Who Qualifies for Sick Leave

Eligibility is straightforward: every private-sector employee who has completed their probation period qualifies for sick leave. This applies equally to full-time employees, part-time workers, and those on both limited-term and unlimited contracts.

During the Probation Period

Employees on probation (which may last up to 6 months under UAE law) are not entitled to paid sick leave. However, the employer may grant unpaid sick leave at their discretion, provided the employee submits a medical report issued by a recognised medical authority confirming the necessity of the leave. If you fall ill during probation, discuss the situation with your HR department early — many employers will accommodate reasonable unpaid absences rather than risk losing a new hire.

When Paid Sick Leave Is Forfeited

Even after completing probation, the law specifies situations where an employee loses the right to paid sick leave:

• Misconduct-related illness — if the sickness directly results from consumption of alcohol or narcotics.
• Safety violations — if the employee deliberately violated workplace safety instructions that had been communicated to them in accordance with UAE legislation and the employer’s internal rules.

In these cases, the employer may grant unpaid leave or take disciplinary action depending on the severity. The burden of proof lies with the employer to demonstrate the misconduct connection.

Sick Leave Duration and Pay Structure

After completing probation, employees are entitled to a maximum of 90 days of sick leave per year of service. This 90-day allowance can be taken consecutively (for a single extended illness) or intermittently (separate sick leave episodes throughout the year).

Period	Duration	Pay Rate	Example (AED 10,000 Basic Salary)
First tier	Days 1–15	100% (full pay)	AED 10,000 / month
Second tier	Days 16–45	50% (half pay)	AED 5,000 / month
Third tier	Days 46–90	0% (unpaid)	AED 0

How Pay Is Calculated

Sick leave pay is based on the employee’s basic salary plus any regular allowances that form part of the monthly wage. It follows the standard payroll cycle and must be processed through the Wage Protection System (WPS). Employers cannot delay sick leave payments beyond the normal salary payment deadline.

Year of Service, Not Calendar Year

The 90-day entitlement resets based on each year of continuous service with the employer, not the calendar year. If an employee joined on 1 March 2025, their sick leave year runs from 1 March 2025 to 28 February 2026, then resets. Unused sick leave days do not carry over to the next year and are not compensated at the end of the year or upon termination.

How Calendar Days Are Counted

Sick leave is generally counted in calendar days. This means weekends and public holidays that fall within a continuous sick leave period are typically included in the 90-day count, unless the employer’s internal policy provides otherwise. Verify your company’s specific policy with HR, as some employers count only working days.

Medical Certificate: Requirements and Procedures

A valid medical certificate is the single most important document for any sick leave claim. Without one, the employer is not obligated to approve paid sick leave, and the absence may be recorded as unauthorised.

Notification Requirement

Under Article 31 of Federal Decree-Law No. 33 of 2021, the employee must:

1. Notify the employer about the sickness within a maximum of 3 days from falling ill.
2. Submit a medical report on the condition, issued by a recognised medical entity.

In practice, notify your employer as early as possible — ideally within 48 hours. Late notification, even with a valid certificate, can create complications with HR and payroll processing.

Who Can Issue a Valid Sick Leave Certificate

The medical certificate must come from a healthcare facility licensed by the relevant health authority in your emirate. The issuing authority depends on where you live and seek treatment:

Emirate	Health Authority	Electronic System
Dubai	Dubai Health Authority (DHA)	Sheryan system
Abu Dhabi	Department of Health (DOH)	TAMM platform
Sharjah & Northern Emirates	Ministry of Health and Prevention (MOHAP)	MOHAP sick leaves system

Government health centres in any emirate can also issue valid certificates. Not every private clinic is authorised — check with your employer’s HR department or the health authority website to confirm.

Dubai: DHA Sick Leave Certificate Process

In Dubai, sick leave certificates are managed electronically through the DHA Sheryan system. The process works as follows:

1. Visit a DHA-licensed healthcare facility (clinic or hospital) for a face-to-face consultation.
2. The treating physician evaluates your condition and determines if sick leave is warranted.
3. The physician issues the sick leave certificate (SLC) electronically through the Sheryan portal — the certificate includes the diagnosis (ICD-10 code) and recommended rest days.
4. The SLC is digitally stored and can be verified by your employer.

DHA sets limits on how many days each professional level can authorise:

Physician Level	Maximum Days Per Certificate
General Practitioner / Dentist	Up to 5 days
Specialist	Up to 14 days
Consultant	Up to 30 days

Sick leave exceeding 5 days requires a supporting medical report submitted to DHA’s Health Regulation Department for approval. Certificates issued via telehealth consultations are limited to a maximum of 1 day.

Attestation of Sick Leave Certificates

Certificates issued through the official electronic systems (DHA Sheryan, DOH/TAMM, MOHAP system) are pre-attested and do not require further attestation. If your certificate is issued by a DHA-licensed facility in Dubai, no re-attestation by MOHAP is needed — the systems are integrated nationwide.

For sick leave obtained outside the UAE, the certificate must be verified by the relevant UAE embassy and the Ministry of Foreign Affairs, then submitted to MOHAP for attestation. The employee has one month from the end of the sick leave period to file the attestation request.

For MOHAP-jurisdiction certificates (Sharjah and Northern Emirates), attestation timelines depend on duration: certificates for 5 days or fewer are attested instantly, while certificates exceeding 5 days are reviewed by a medical sub-committee (approximately 1 working day). Sick leave exceeding one month requires approval from MOHAP’s Higher Medical Committee.

Sick Leave Without a Medical Certificate

Legally, there is no entitlement to paid sick leave without a valid medical certificate. In practice, some employers’ internal policies allow 1–2 days of self-certified absence, but this is a company discretion — not a legal right. Without a certificate, the employer may deduct the absence from annual leave, treat it as unpaid leave, or record it as unauthorised absence. To protect your position, obtain a medical certificate even for short illnesses.

Employer Obligations and Protections

Termination Protection During Sick Leave

Under Article 31, an employer may not dismiss an employee or issue a termination notice while the employee is on sick leave. This protection lasts for the full 90-day entitlement period.

Only after the employee has exhausted all 90 days and remains medically unfit to return to work may the employer terminate the contract. Even in this situation, the employee retains the right to full end-of-service gratuity and all other financial entitlements due under the law.

Sick Leave Abuse and Consequences

Submitting a forged or fraudulent medical certificate is a serious offence. Under Article 44 of Federal Decree-Law No. 33 of 2021, an employer can terminate the employee immediately without notice. This may also lead to criminal charges for document forgery under UAE law. Similarly, using sick leave to work for another employer is grounds for immediate termination.

Employers who suspect sick leave abuse should follow proper disciplinary procedures. An employee cannot be penalised for legitimate sick leave use — any pattern of retaliation or pressure to work while on certified sick leave can be reported to MOHRE through their complaints process.

Sick Leave in DIFC and ADGM

The Dubai International Financial Centre (DIFC) and Abu Dhabi Global Market (ADGM) operate under their own employment laws, separate from the federal UAE Labour Law. If you work in either jurisdiction, your sick leave entitlements differ significantly.

Aspect	Federal Law (Mainland & Most Free Zones)	DIFC (Law No. 2 of 2019)	ADGM (Employment Regulations 2019)
Maximum sick leave	90 calendar days per year	60 working days per 12 months	60 working days per 12 months
Full pay	First 15 days	First 10 working days	First 10 working days
Half pay	Next 30 days	Next 20 working days	Next 20 working days
Unpaid	Remaining 45 days	Remaining 30 working days	Remaining 30 working days
Eligibility	After completing probation	After 3 months of service	After 1 month of service (for pay)
Termination threshold	After 90 days exhausted	After 60 working days exhausted	After 60 working days exhausted
Day count basis	Calendar days (typically)	Working days only	Working days only

A key distinction: DIFC and ADGM count sick leave in working days, excluding weekends and public holidays. This effectively gives employees in these jurisdictions more calendar time for recovery than the raw numbers suggest. Other major free zones — DMCC, DAFZA, JAFZA, DSO, and most others — follow the federal UAE Labour Law.

DIFC also provides disability protection: if an employee’s sick leave results from a disability that has a substantial and long-term adverse effect on their ability to work, the employer cannot use the 60-day threshold as grounds for termination.

Common Pitfalls and Practical Considerations

Sick Leave and Notice Period

If an employee falls ill during their notice period (after resignation or termination), the sick leave does not automatically extend the notice period. The legal interplay between these two situations can be complex — if you are in this scenario, consult MOHRE or a labour adviser to understand your specific obligations.

Sick Leave and Annual Leave

Sick leave and annual leave are separate entitlements. If an employee falls ill while on annual leave, the law does not automatically convert annual leave days into sick leave. However, if the employee obtains a medical certificate during the annual leave period and informs the employer, some employers may agree to reclassify those days. This depends on company policy and the employment contract — there is no federal law provision that mandates conversion.

What Happens After 90 Days

If an employee uses all 90 days and still cannot return, the employer may terminate the employment contract. In that case, the employee is entitled to full end-of-service benefits, including gratuity, repatriation, and any outstanding salary or leave encashment. The employer cannot withhold these benefits simply because termination followed extended sick leave.

Following termination, the employee enters the standard visa grace period and may seek new employment or arrange to leave the UAE.

Filing a Complaint

If an employer refuses to honour legitimate sick leave entitlements, deducts salary without legal basis, or terminates an employee while on valid sick leave, the employee can file a labour complaint with MOHRE. MOHRE will attempt mediation first; unresolved cases are referred to the labour court.

Government-Sector and Domestic Worker Differences

This guide covers private-sector employment under Federal Decree-Law No. 33 of 2021. Public-sector (government) employees are covered by separate legislation — typically with more generous sick leave entitlements — varying by emirate and federal entity. Domestic workers are covered by Federal Decree-Law No. 9 of 2022, which provides sick leave entitlements but under a different framework. If you belong to either category, confirm your specific entitlements with your employer or the relevant authority.

FAQ

How many sick leave days am I entitled to per year in the UAE?

Private-sector employees are entitled to a maximum of 90 days of sick leave per year of service after completing probation. The first 15 days are at full pay, the next 30 days at half pay, and the remaining 45 days are unpaid. This entitlement is established under Article 31 of Federal Decree-Law No. 33 of 2021.

Do I get paid sick leave during my probation period?

No. The law does not entitle employees to paid sick leave during probation, which can last up to 6 months. Your employer may grant unpaid sick leave at their discretion if you provide a medical report from a recognised health authority. Some employers choose to offer paid sick leave during probation as part of their internal policy, but this is not a legal requirement.

What happens if I don’t provide a medical certificate?

Without a valid medical certificate, you have no legal entitlement to paid sick leave. Your employer may treat the absence as unauthorised, deduct the days from your annual leave balance, or mark it as unpaid leave. Persistent unauthorised absence may lead to disciplinary action. Some companies allow 1–2 days of self-certified sick leave under internal policy, but this varies by employer.

Can my employer fire me while I am on sick leave?

No. UAE law explicitly prohibits termination or issuing termination notice while an employee is on sick leave. However, if you exhaust all 90 days and remain unable to return to work, the employer may then terminate the contract. In this case, you retain full entitlement to end-of-service benefits, including gratuity.

Where do I get a sick leave certificate in Dubai?

In Dubai, sick leave certificates must be issued by DHA-licensed healthcare facilities through the Sheryan electronic system. Visit any DHA-licensed clinic or hospital for a face-to-face consultation. The physician will issue the certificate digitally. GPs can authorise up to 5 days, specialists up to 14 days, and consultants up to 30 days per certificate.

Is sick leave in the UAE counted in calendar days or working days?

Under federal UAE Labour Law, sick leave is generally counted in calendar days (including weekends and public holidays within a continuous leave period). In DIFC and ADGM, sick leave is counted in working days only, which excludes weekends and public holidays. Check your employment contract and free zone authority for the specific counting method that applies to you.

Can I use sick leave to extend my notice period after resigning?

Sick leave during the notice period does not automatically extend it. The interaction between sick leave and notice obligations depends on your specific circumstances, employment contract terms, and how the employer handles the situation. If you fall ill during your notice period, obtain a medical certificate immediately and consult your HR department or MOHRE for guidance on your obligations.

Does unused sick leave carry over to the next year?

No. The 90-day sick leave entitlement resets each year of service. Unused days are neither accumulated nor compensated. There is no payout for unused sick leave upon resignation or termination.

What are the sick leave rules in DIFC?

DIFC employees are entitled to 60 working days of sick leave per 12-month period after completing 3 months of continuous service. Pay is structured as: 10 working days at full pay, 20 working days at half pay, and 30 working days unpaid. If sick leave exceeds 60 working days, the employer may terminate the contract — unless the absence is due to a qualifying disability.

What is the penalty for submitting a fake sick leave certificate?

Submitting a forged medical certificate is grounds for immediate termination without notice under Article 44 of Federal Decree-Law No. 33 of 2021. It may also result in criminal charges for document forgery under UAE penal law. Both the employee and any healthcare professional involved in issuing fraudulent certificates face penalties.

Official Sources

This article references information from the following UAE authorities:

• UAE Government Portal (u.ae) — Sick Leave
• MOHRE — Federal Decree-Law No. 33 of 2021 and Executive Regulations
• MOHAP — Attestation of Medical Leaves and Reports
• DHA Sheryan — Issue Sick Leave Certificate
• DHA — Sick Leave Certificate Service
• MOHRE — Dear Worker: Know Your Rights

Information current as of May 2026. UAE labour regulations and health authority procedures are subject to change. Verify specific requirements with MOHRE, DHA, or your relevant emirate health authority before relying on any information in this guide. This article is informational and does not constitute legal advice.