Maternity Leave in the UAE: Duration, Eligibility & Labour Law Guidelines

Maternity leave in the UAE provides essential support for working mothers, with public sector employees entitled to 90 days fully paid leave and private sector employees receiving 60 days (45 fully paid + 15 at half pay), plus additional leave for complications. Nursing breaks of 1 to 2 hours a day for upto 6 or 12 months are also included under UAE maternity laws, ensuring both parents can support their newborns.

Maternity leave is a vital workplace benefit that ensures mothers have the time and support they need during one of life’s most transformative phases.

In the UAE, maternity leave, paternity leave and related policies reflect the nation’s commitment to fostering a balanced work-life environment while supporting working women.

This guide answers key questions about maternity leave in the UAE, whether you’re an employee preparing for maternity leave or an employer ensuring compliance with UAE labour laws.

Why Is Maternity Leave Important?

Maternity leave  is more than a legal requirement, it’s a crucial support system for working mothers and their families:

• Recovery Time: Allows mothers to recover physically and emotionally after childbirth.

• Family Bonding: Provides dedicated time to bond with the newborn.

• Work-Life Balance: Helps mothers transition back into the workforce smoothly.

How Long Is Maternity Leave in the UAE?

Additional Leave for Complications or Illness

If complications arise during pregnancy or childbirth, employees in the private sector may take up to 45 days of unpaid leave with an approved medical certificate.

These days can be taken consecutively or intermittently, allowing sufficient recovery time without rushing back to work.

Additionally, if the baby is sick or has a disability, the mother may take 30 days of fully paid leave, extendable by an additional 30 days without pay. Proof from a medical authority is required.

Nursing Breaks

The UAE labour laws also provide support for breastfeeding mothers:

Private Sector:

• Two nursing breaks per day, each lasting 30 minutes

• Available for up to 6 months after birth

Public Sector:

• Two-hour nursing breaks per day

• Available for up to 6 months after birth

• Breaks are considered part of working hours with no salary reduction

UAE Government Maternity & Paternity Leave Comparison Table

Employer Responsibilities: Ensuring Compliance

Employers play a critical role in implementing maternity law in UAE:

• Approve Leave Requests Promptly: Supported by medical certificates.

• Provide Full or Partial Pay: Based on employee eligibility.

• Allow Nursing Breaks: As mandated by law.

• Promote a Supportive Culture: Respecting maternity needs strengthens workplace morale.

Compliance not only builds trust but enhances the company’s reputation as an employee-friendly organization.

Key Benefits for Employers

Supporting maternity leave offers long-term advantages that extend beyond compliance with the law:

• Employee Retention

  Women are more likely to stay with companies that actively support their personal and professional needs during maternity. By offering generous leave and nursing breaks, organizations demonstrate they value employees beyond their output, which significantly reduces turnover and the associated recruitment and training costs.

• Improved Morale

  When employees feel their well-being is prioritized, it creates a positive workplace culture. Colleagues and managers alike see the organization as empathetic and family-friendly, which improves overall team morale, motivation, and engagement.

• Enhanced Reputation

  Companies known for strong maternity benefits and adherence to law attract top talent. A supportive approach to maternity leave positions your organization as an employer of choice, enhancing brand perception both internally and externally.

Balancing legal compliance with a supportive culture ensures long-term success. Companies that integrate family-friendly policies often see a more committed workforce, higher productivity, and stronger organizational loyalty.

How to Apply for Maternity Leave

Applying for maternity leave should be straightforward, transparent, and stress-free. Employees are advised to follow these steps:

1. Notify Your Employer: Inform your manager or HR department at least one month in advance or as specified by company policy to allow sufficient planning and coverage for your role.

2. Submit a Medical Certificate: Provide official proof of pregnancy or an expected delivery date. This documentation ensures eligibility under maternity leave in UAE labour law.

3. Coordinate with HR: Confirm the exact start and end dates of your maternity leave, discuss any additional leave for complications if needed, and clarify how nursing breaks will be accommodated.

Employers should facilitate this process, ensuring paperwork is simple, responses are timely, and employees feel supported during this critical life stage.

Common Challenges and Solutions

Employers may encounter several challenges when implementing maternity leave policies:

• Workforce Coverage: Ensuring projects and responsibilities are managed during an employee’s absence can be difficult, especially in small teams.

• Policy Awareness: Employees and even managers may not be fully aware of maternity law in Dubai or other UAE maternity laws, leading to misunderstandings or inconsistent application.

• Cultural Perceptions: Varied attitudes toward maternity leave across a diverse workforce may create resistance or miscommunication.

Importance of Clear Communication

Clear communication is critical to ensure maternity policies are understood and consistently applied:

• Employee Handbooks: Include detailed, up-to-date maternity leave guidelines.

• Workshops or Emails: Regularly inform employees of policy changes or reminders about entitlements.

• HR Portals or Apps: Provide digital access to policies, forms, and guidance to simplify the process.

Transparent communication prevents misunderstandings, builds employee confidence in taking leave, and helps managers plan effectively, creating a smoother experience for all parties.

Legal Risks of Non-Compliance

Non-compliance with maternity law in UAE or specific regulations like maternity law in Dubai can have serious consequences:

• Penalties or Fines: MOHRE can impose financial penalties for failure to follow labour law guidelines.

• Employee Complaints: Mismanagement or denial of leave can lead to disputes, formal complaints, or legal action.

• Reputation Damage: Public perception of unfair practices can harm your organization’s image and ability to attract talent.

By aligning policies with maternity leave and national regulations, employers protect themselves from legal risks while ensuring employees’ rights are fully respected.

Final Thoughts: Supporting Mothers, Strengthening Workplaces

Maternity leave in the UAE is a cornerstone of family-friendly policies. It ensures mothers have the time, resources, and support needed to navigate the challenges and joys of parenthood.

For employees, understanding your rights empowers you to take leave confidently and plan for a smooth transition back to work.

For employers, compliance with maternity law in UAE and providing robust maternity benefits strengthens workplace culture, employee loyalty, and overall organizational performance.

By embracing comprehensive maternity leave policies, organizations contribute to healthier families, stronger workplaces, and a more inclusive society.