Under the UAE Labour Law, a private-sector employee is entitled to 30 calendar days of annual leave per year once they have completed one year of continuous service [1]. For employees with more than six months but less than one year, leave accrues at the rate of 2 days per month.
Key rules:
- Annual leave is calculated on the basic wage plus housing allowance, where applicable.
- Public holidays and certified sick days that fall within the leave period do not count against annual leave.
- Up to half of the entitlement may be carried over to the next year by mutual agreement; the rest must be used or paid out.
- On termination, untaken leave is paid out at the daily rate of basic wage plus housing.
Part-time and temporary workers receive a pro-rated entitlement. Domestic workers are governed by a separate framework (Federal Law on Domestic Workers).
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More questions readers asked
Sub-questions our research cluster pulls together — each links to its full Tier-B/C answer.
+−What notice period applies to contract termination under UAE Labour Law?
Standard notice is 30–90 days written notice (must be set in contract). The other party can pay in lieu. Probation termination requires 14 days. Notice not required for listed serious-misconduct grounds.
+−Can I be terminated during my probation period in the UAE?
Yes. Employer must give 14 days written notice. No gratuity if under 1 year. Discriminatory or retaliatory dismissal can still be challenged at MOHRE.
+−Are non-compete clauses enforceable in the UAE?
Yes, if reasonable in geography, duration (typically max 2 years), and activity. Must protect a legitimate business interest. Overbroad clauses are typically cut down or struck out.
This is general legal information, not legal advice. For advice tailored to your specific situation, consult a UAE-licensed lawyer.
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