After completing the probation period, an employee is entitled to up to 90 days of sick leave per year, structured in three tranches [1]:
- First 15 days: full wage
- Next 30 days: half wage
- Final 45 days: unpaid
The employee must notify the employer within three working days of the illness and provide a medical certificate from a licensed UAE medical provider for any extended absence.
Sick leave does not deduct from annual leave. Sick days that occur during annual leave do not extend the leave automatically — the employee must notify the employer.
The employer may not terminate an employee solely because the employee used sick leave, but may dismiss for excessive unjustified absence after the 90 days are exhausted.
For disputes about whether absence was properly documented or whether dismissal was for cause, consult a UAE-licensed lawyer.
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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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