Notice issues around sick leave UAE labour law usually start small—then become expensive fast when pay is reduced, a medical certificate is rejected, or HR treats the absence as “unapproved” and starts building a misconduct narrative. For employees, the biggest risks are losing income, weakening the final settlement position, or being pressured to sign documents while unwell. For employers, the risk is accepting weak proof, enforcing policy inconsistently, and triggering a complaint because documentation is not clean.
This guide covers the UAE labour law sick leave rules for the private sector, the 15/30/45 pay structure, what makes a valid sick leave certificate, what to do if you have no certificate, how attestation/validation works (MoHAP/TAMM/Dubai Health), and the practical steps that protect both employees and HR if disagreements escalate.
Sick Leave UAE — What It Means and Who It Applies To
In the UAE, private-sector employees covered by Federal Decree-Law No. 33 of 2021 are entitled to sick leave once they have completed their probation period. They may take up to 90 days of sick leave per year, whether consecutively or intermittently. This leave may be paid or unpaid, depending on the duration, and must be supported by a valid medical certificate.
Under UAE Labour Law, private-sector employees are entitled to up to 90 days of sick leave per year after completing their probation period. This leave can be paid or unpaid, depending on the duration, and is granted to allow recovery from illness or injury. A valid medical certificate is usually required.
Eligibility:
Employees qualify for paid sick leave only after finishing their probation period (which may be up to six months).
Duration:
A maximum of 90 days per year, which may be taken consecutively or intermittently.
Salary Entitlement:
- Days 1–15: Full salary
- Days 16–45: Half salary
- Days 46–90: Unpaid leave
Required Documentation:
The employee must inform the employer within three days of the illness and submit a medical certificate issued by a licensed health authority.
During Probation:
There is no legal obligation to provide paid sick leave during probation. However, an employer may grant unpaid sick leave at their discretion, provided a medical report is submitted.
Exceptions:
Sick leave will not be paid if the illness is caused by the employee’s misconduct, such as alcohol or drug abuse, or breach of workplace safety regulations.
Exhaustion of Sick Leave:
If the employee uses the full 90 days and remains medically unfit to return to work, the employer may terminate the employment contract. In such cases, the employee is still entitled to receive their full end-of-service benefits in accordance with the law.
UAE Labour Law Sick Leave Entitlement (90 Days Per Year)
The entitlement is commonly presented as up to 90 days per year for eligible employees (continuous or intermittent), and disputes usually turn on eligibility timing and how days were counted/recorded.
How Many Sick Leave Days Allowed in UAE?
Up to 90 days per year (continuous or intermittent), subject to the framework rules and proof requirements.
Continuous vs Intermittent Sick Leave (How It’s Counted)
Sick leave can be taken as a single block (continuous) or as multiple periods (intermittent). The practical risk is recordkeeping: intermittent absences are easier to dispute if approvals, certificates, or dates are inconsistent.
| Criteria | Continuous Sick Leave | Intermittent Sick Leave |
|---|---|---|
| Definition | Sick leave taken without interruption for a single medical condition. | Sick leave taken in separate periods throughout the year. |
| How It’s Counted | Counted as consecutive calendar days from the first day of absence until return to work. | Each approved sick day is added cumulatively until reaching the 90-day annual limit. |
| Maximum Allowance | Up to 90 consecutive days per year. | Up to 90 total days per year (combined absences). |
| Payment Structure | Days 1–15: Full pay Days 16–45: Half pay Days 46–90: Unpaid | Same payment structure applies based on total accumulated sick days within the same year. |
| Medical Certificate Requirement | Required for the full period of absence. | Required for each separate sick leave request. |
| Example | Employee is absent for 20 straight days due to surgery recovery. | Employee takes 3 days in January, 5 days in March, and 7 days in July for different illnesses (total counted = 15 days). |
| Impact on Annual Limit | Entire continuous period is deducted from the 90-day entitlement. | All separate sick leave days are combined and deducted from the same 90-day annual entitlement. |
Important: Whether leave is continuous or intermittent, the total sick leave entitlement cannot exceed 90 days per year, and salary payment is calculated based on the total number of sick days used within that year.
Sick Leave During Probation
Multiple official and semi-official summaries state that paid sick leave is not available during probation, and eligibility starts after probation is completed. Always confirm your contract/probation status before In the UAE, employees who are still within their probation period are not eligible for paid sick leave under Federal Decree-Law No. 33 of 2021. During probation, an employer may approve sick leave, but it will generally be unpaid and must be supported by a valid medical certificate issued by a recognized health authority. The right to paid sick leave begins only after successfully completing the probation period.
Key Points About Sick Leave During Probation
- No Paid Sick Leave: Employees are not entitled to paid sick leave during the probation period (which may range from 3 to 6 months).
- Unpaid Leave: Sick leave may be granted at the employer’s discretion, but it will typically be unpaid.
- Medical Certificate Required: A valid medical report from an authorized medical institution is necessary to justify the absence.
- Notification Requirement: The employee must inform the employer within three working days of becoming ill.
- Misconduct Exception: Sick leave will not apply if the illness is caused by misconduct, such as alcohol or drug use.
After completing probation, employees become entitled to up to 90 days of sick leave per year, whether taken consecutively or intermittently, structured as follows:
- 45 days unpaidon paid tiers.
- 15 days at full pay
- 30 days at half pay
Sick Leave Pay in UAE (15 Full / 30 Half / 45 Unpaid)
The UAE Official Portal and labour law text present a pay structure commonly summarized as: first 15 days full pay, next 30 days half pay, remaining 45 days unpaid, within the 90-day entitlement period (subject to conditions and exceptions).
Paid Sick Leave Breakdown
| Sick Leave Days (Within 90/Year) | Pay Treatment (Typical Structure) | Practical Notes |
|---|---|---|
| Days 1–15 | Full pay | Requires proper notice + medical proof |
| Days 16–45 | Half pay | Disputes often arise over certificate validity and day counts |
| Days 46–90 | Unpaid | Still requires documentation; eligibility and counting still matter |
When Sick Leave Becomes Unpaid (Common Triggers)
Two common reasons sick leave becomes unpaid:
- You move into the “unpaid tier” after the paid tiers are used (within the 90-day cap).
- The labour law text also states sick leave may be unpaid if the illness results from the worker’s misconduct, as defined in the executive regulation context.
Sick Leave Calculation UAE (Quick Example)
If an eligible employee takes 20 sick-leave days in a year:
- First 15 days = full pay
- Remaining 5 days = half pay
(Assuming valid proof + proper process.)
Medical Certificate Rules (Notification + Proof That Employers Expect)
If sick leave is disputed, the deciding factor is almost always proof: when the employer was informed, what was submitted, and whether the certificate is verifiable. The federal text includes a requirement to inform the employer within a set timeframe.
Sick Leave Certificate UAE — What Counts as Valid Proof?
A “valid” certificate in practice is one that:
- Matches your identity (name/ID), date(s), diagnosis/fitness statement as appropriate
- Is issued by a recognised medical provider/authority channel
- Can be verified when needed (reference number / system record)
For official verification/attestation pathways, see MoHAP/TAMM/Dubai Health routes below.
Sick Leave Without Medical Certificate UAE (What Happens Next?) [Snippet Target Section]
If you take sick leave without a medical certificate, you increase the risk of the absence being treated as unapproved—leading to salary dispute, disciplinary risk, and weaker leverage in any complaint pathway. The safest move is to document notification immediately and obtain formal medical proof as soon as possible.
Employer Rejects a Certificate: The Safest Response (Evidence-Led)
If the employer claims your certificate is “not accepted”:
- Ask (in writing) what exactly is missing (facility, dates, reference, attestation).
- Provide a clean evidence pack: certificate + message/email trail + attendance/work log.
- If validation is the issue, use the official validation/attestation route (below).
- If pay is withheld or discipline escalates, treat it as a dispute: preserve evidence and consider early triage via a Labour & Employment Lawyer.
Sick Leave Attestation & Validation (MoHAP / TAMM / Dubai Health)
This section is about validating/attesting sick leave certificates (proof systems). It’s different from the labour-law entitlement itself.
MoHAP Attestation of Medical Leaves and Reports (When It Matters)
MoHAP provides an attestation service for medical leaves and reports and clarifies that if a sick leave/medical report is already attested by competent UAE health authorities (e.g., DoH Abu Dhabi / Dubai Health / Sharjah Health Authority), it may not need re-attestation by MoHAP.
Abu Dhabi TAMM: Sick Leave Validation / Attestation
TAMM offers services such as Sick Leave Validation, where a user can retrieve/validate sick leave using a reference number and Emirates ID details. This is often useful when an employer requests verification.
Dubai Health Certificate Route (What Users Should Know)
Dubai health portals/services appear in SERPs for certificate requests and verification. The practical point: if your employer disputes authenticity, use the relevant issuing authority’s verification method and keep written proof of the verification result.
Under UAE labour law sick leave rules, the biggest dispute risks are lack of valid medical proof, late/unclear notification, and salary/settlement deductions that aren’t documented properly. Sick leave during a notice period is possible, but it must be handled with clean evidence. Employers can manage misuse risk, but inconsistent process often triggers complaints.
Sick Leave During Notice Period UAE (Resignation/Termination Overlap)
Sick leave can overlap with a resignation or termination notice period, but the outcome depends on documentation, proof of illness, and written communication—not assumptions. If the notice period is already tense, treat every step like it may be reviewed later, and keep the paper trail consistent (a quick dispute triage with a Labour & Employment Lawyer is often the safest move when pay/settlement is at risk).
Can I Take Sick Leave During Notice Period UAE?
Yes—sick leave can occur during a notice period, but it becomes high-risk if there is no valid medical certificate, unclear notification, or allegations of avoiding notice duties. Keep written notice records and medical evidence aligned.
What Typically Triggers Disputes During Notice
- Sick leave taken without a certificate (or with a certificate the employer claims is invalid)
- Mixed messages (WhatsApp only, no formal email/HR confirmation)
- Settlement deductions tied to “unapproved absence” or “failure to serve notice”
- Pressure to sign “full & final” while unwell
If any waiver language appears in exit paperwork, treat it as a contract-risk document and get the wording checked under Contract Law.
Notice Period + Sick Leave
| Situation | What Usually Matters | Safest Evidence |
|---|---|---|
| Sick leave during notice (proper proof) | Certificate validity + timely notice | Email to HR + certificate + acknowledgement |
| Sick leave during notice (no proof) | Treated as unapproved absence | Written notice + immediate attempt to obtain proof |
| Employer disputes certificate | Verification/attestation route | MoHAP/TAMM/Dubai Health verification record |
| Settlement tied to signature | Waiver wording controls future claims | Line-by-line settlement breakdown + legal review |
Employer Rights, Misuse Allegations, and Disciplinary Risk
Employers can require valid medical proof and apply policy consistently, but the biggest legal exposure comes from inconsistent treatment, weak documentation, or escalating to discipline without a defensible process. This is where HR governance and policy alignment—handled under Corporate Law—often prevents avoidable complaints.
What Employers Can Reasonably Require (In Practice)
- Timely notification (written is safest)
- Medical certificate that is verifiable through the issuing system/authority
- Consistent submission method (HR portal/email) and recordkeeping
Where “attestation/validation” is the issue (not entitlement), using official channels is the cleanest way to resolve authenticity questions.
Sick Leave Misuse Allegations (What Usually Weakens Cases)
For employers: weak or changing narratives, selective enforcement, missing records.
For employees: no certificate, inconsistent dates, delayed notification, contradictory messages.
If salary deductions or exit letters include broad releases, treat them as contract documents—not HR forms—and align wording with Contract Law.
If an Employee Is Accused of Abuse (Employee Response Checklist)
- Ask (in writing) what exactly is being challenged: dates, provider, verification, absence pattern
- Provide: certificate + reference/verification record + notification trail
- Keep: payslips/WPS/bank proof if pay is reduced or withheld
- Avoid signing any statement that labels the absence as misconduct without review (use a Labour & Employment Lawyer if the situation is escalating)
Do This Today
If sick leave is turning into a pay, discipline, or exit issue, immediate structure reduces risk. These checklists focus on what typically decides outcomes: evidence, consistency, and clean written steps.
Employee “Today” Checklist
- Save: contract + payslips/WPS/bank proof + attendance records
- Notify: send a dated email to HR/manager (not WhatsApp only)
- Prove: obtain a medical certificate/reference; if challenged, use verification/attestation routes where applicable
- Protect settlement: don’t sign “full & final” or waiver wording until the numbers and wording are verified under Contract Law
- If pay is withheld or discipline escalates, triage early with a Labour & Employment Lawyer
Employer/HR “Today” Checklist
- Standardize: one submission channel and one record method (email/portal)
- Verify: if authenticity is questioned, use official validation/attestation routes instead of informal rejection
- Document: keep a clean file (notice, certificate, verification result, payroll treatment)
- Reduce escalation: provide clear written responses and avoid inconsistent disciplinary messaging
- Align policy and practice through Corporate Law and HR risk control under Business Law
Sick Leave – Frequently Asked Questions
How Many Sick Leave Days Are Allowed in UAE?
Up to 90 days per year (continuous or intermittent), subject to eligibility and proper proof requirements.
Is Sick Leave Paid in the UAE Private Sector?
Typically, sick leave pay is structured as 15 days full pay, 30 days half pay, then 45 days unpaid within the annual entitlement, subject to conditions and exceptions.
Can Sick Leave Be Taken During Probation in UAE?
Many official/HR references state paid sick leave is generally not available during probation; confirm probation status and contract terms before relying on paid tiers.
Can I Take Sick Leave During Notice Period UAE?
Yes, but it becomes high-risk without a valid certificate or clear written notification. Keep the evidence trail clean.
What Happens If I Take Sick Leave Without Medical Certificate UAE?
The absence can be treated as unapproved in practice, which increases salary deduction and disciplinary dispute risk. Obtain formal proof as soon as possible and document notification.
Do I Need Attestation for a Sick Leave Certificate?
Sometimes—especially if an employer requires verification or the certificate is questioned. MoHAP and TAMM provide official attestation/validation routes.
What Is a Sick Leave Certificate Format UAE?
There isn’t one universal “format,” but the certificate should be verifiable and clearly match the employee and dates. If challenged, use the issuing authority’s verification route.
How to Write a Sick Leave Mail or Message to Boss?
Use a short notice with dates, confirmation request, and a commitment to provide the certificate/reference once issued (templates are included in Chunk 1).
Can an Employer Refuse Sick Leave in UAE?
Employers can challenge sick leave when proof is missing or questionable, but refusal without a clear evidence-based basis commonly escalates disputes. Use written communication and verification routes.
What If My Employer Says the Certificate Is Invalid?
Ask for the specific reason in writing, provide verification/attestation evidence, and preserve payroll/settlement proof if pay is impacted. If escalation begins, involve a Labour & Employment Lawyer.
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