Maternity leave in the UAE is 60 days under Federal Decree-Law No. 33 of 2021, with the first 45 days at full pay and the remaining 15 days at half pay. The entitlement applies to every female employee in the private sector who has been employed for at least one year. The law replaced the earlier Federal Law No. 8 of 1980 and significantly improved the maternity leave provisions.
This guide covers UAE maternity leave in 2026: the 60-day entitlement, the full-pay and half-pay split, employer obligations, and the return-to-work rules.
Key takeaways
- Article 30 of Federal Decree-Law No. 33 of 2021 grants female employees 60 days of maternity leave.
- The first 45 days are at full pay; the remaining 15 days are at half pay.
- The employee must have been employed for at least one year to receive the full benefit — shorter service reduces the entitlement.
- The leave can commence up to 30 days before the expected date of delivery.
- The employer cannot terminate the employee during the leave or for six months after the birth.
The 60-day entitlement
Article 30 of Federal Decree-Law No. 33 of 2021 provides that every female employee in the private sector is entitled to 60 days of maternity leave. The leave is granted once per year and may be taken in full or in part, subject to medical certification.
Key points:
- The leave can commence up to 30 days before the expected date of delivery.
- The employee must provide a medical certificate confirming the pregnancy and expected date of delivery.
- The 60 days are counted as calendar days, not working days.
- The employee is entitled to the leave regardless of the number of children.
| Factor | Detail |
|---|---|
| Total leave | 60 calendar days |
| First 45 days | Full pay |
| Remaining 15 days | Half pay |
| Advance leave | Up to 30 days before expected delivery |
| Qualifying period | 1 year (reduced entitlement for shorter service) |
Pay rules
The pay structure is the most discussed aspect of UAE maternity leave:
- Days 1–45: Full salary and all standard allowances.
- Days 46–60: Half of the basic salary only. Allowances are typically not included in the half-pay calculation, though this depends on the employment contract.
Worked example
An employee earning AED 15,000 per month (AED 12,000 basic + AED 3,000 allowances) commences 60 days of maternity leave.
- Days 1–45: AED 15,000 per month (full salary).
- Days 46–60: AED 6,000 per month (half of basic salary only).
Total maternity pay for 60 days: approximately AED 26,250, compared to the full 60-day salary of AED 30,000.
The half-pay period is the most significant cost-reduction mechanism for UAE employers, and it is the element most frequently misunderstood by employees.
Reduced entitlement for shorter service
If the employee has been employed for less than one year, she is still entitled to maternity leave, but the pay is reduced:
- Less than 1 year of service: 45 days at half pay (no full-pay period).
- 1 year or more of service: 60 days (45 full pay + 15 half pay).
This distinction is important for employers in high-turnover industries where employees may not reach the one-year mark before taking leave.
Employer obligations
UAE employers have six core maternity leave duties:
- Grant 60 days of maternity leave upon the employee’s application with a medical certificate.
- Pay full salary for the first 45 days and half pay for the remaining 15 days, for employees with one year or more of service.
- Pay half salary for 45 days for employees with less than one year of service.
- Continue social insurance contributions (for UAE nationals) during the leave period.
- Protect the employee’s position for the duration of the leave and for six months after the birth.
- Not terminate the employee during the leave or within six months of the birth.
The six-month protection period
Under article 30(5) of Federal Decree-Law No. 33 of 2021, the employer cannot terminate the employee during the maternity leave or within six months from the date of birth. This protection is in addition to the general prohibition on dismissal for pregnancy under article 30(6).
The six-month period runs from the date of birth, not from the end of the leave. If the employee takes the leave before the birth, the protection clock starts from the actual date of delivery.
Dismissal within this window is treated as arbitrary dismissal, and the employee is entitled to compensation in addition to any end-of-service benefits.
Breastfeeding leave
After the 60-day maternity leave, the employee is entitled to one or two hours per day of breastfeeding leave for a period of six months from the date of birth. This leave is unpaid but does not reduce the employee’s salary for the day.
The breastfeeding leave can be taken in one block or in two separate periods. The employer and employee agree on the schedule.
Job protection
An employer who terminates an employee during the six-month protection period commits arbitrary dismissal under the UAE Labour Law. The employee may file a complaint with the Ministry of Human Resources and Emiratisation (MOHRE), which has jurisdiction over private-sector employment disputes.
Remedies include:
- Compensation for arbitrary dismissal, which can be up to three months’ salary.
- Reinstatement in exceptional cases.
- Payment of end-of-service benefits as though the employee had completed the full term.
Return to work
The employee must return to work at the end of the 60-day period. The employer must:
- Reinstate the employee to her position or a reasonably equivalent one.
- Not require a fresh probationary period upon return.
- Continue career progression as though the leave had not been taken.
- Accrue annual leave during the maternity leave period.
Where the employee is unable to return for medical reasons, she should apply for sick leave under the terms of her employment contract. The employer cannot treat the failure to return on the expected date as a resignation.
Common pitfalls
1. Paying half salary on the full 60 days
The half-pay entitlement applies only to the final 15 days for employees with one year or more of service. Paying half salary from day one is a breach.
2. Dismissing within six months of birth
The six-month protection period is often overlooked. Dismissal within this window is treated as arbitrary regardless of the reason.
3. Not granting the breastfeeding leave
The breastfeeding leave is a statutory entitlement, not optional. The employer must accommodate the schedule.
4. Counting working days instead of calendar days
The 60 days are calendar days, including weekends and public holidays. Counting only working days extends the leave beyond the statutory period.
For more context, see our guide to types of leave and absence management.
Frequently asked questions
How long is maternity leave in the UAE?
Maternity leave in the UAE is 60 calendar days under article 30 of Federal Decree-Law No. 33 of 2021. The first 45 days are at full pay and the remaining 15 days are at half pay.
Does the employee need to have worked for one year?
The employee is entitled to leave regardless of length of service. However, the full 60-day benefit (45 full pay + 15 half pay) requires at least one year of service. Shorter service results in 45 days at half pay.
Can the employer terminate the employee after the leave ends?
The employer cannot terminate the employee during the leave or within six months of the date of birth. The six-month protection period applies regardless of the reason for dismissal.
Is the breastfeeding leave paid?
No. The breastfeeding leave (one to two hours per day for six months) is unpaid, but the employee’s daily salary is not reduced for the time taken.
Can the employee take the leave before the birth?
Yes. The leave can commence up to 30 days before the expected date of delivery, subject to a medical certificate.
Putting it into practice
Three checks cover most UAE maternity leave compliance:
- Calculate the pay obligation as 45 days full pay + 15 days half pay (basic salary only) for the 60-day period — do not underpay or delay.
- Flag the six-month protection period on the employee record from the date of birth so the termination window is visible.
- Schedule the breastfeeding leave arrangement before the employee returns, so the hours are agreed and documented.
A leave management system that calculates the full-pay/half-pay split, tracks the six-month protection period, and captures the breastfeeding leave schedule keeps the employer compliant with article 30 without manual payroll tracking.
Sources
- Federal Decree-Law No. 33 of 2021, article 30 (primary source)
- Ministry of Human Resources and Emiratisation (MOHRE)
Last updated: 26 July 2026. This article is general information, not legal advice. UAE labour law was significantly revised in 2022 — confirm current obligations with MOHRE or a qualified UAE employment lawyer.