Many first-time employers assume maternity leave is a matter of company policy until their first employee announces a pregnancy. In the UAE private sector, it is a statutory entitlement with defined periods, pay rates and protections. Understanding the rules before the first hire helps founders draft compliant contracts, budget accurately and handle requests with confidence.
The Legal Basis
Maternity leave in the private sector is governed by Article 30 of Federal Decree-Law No. 33 of 2021 on the Regulation of Labour Relations, which replaced the earlier Federal Law No. 8 of 1980. The entitlement is a legal minimum, so a contract can offer more generous terms but never less. Vague wording such as “leave as per company policy”, with no written policy behind it, does not reduce the statutory right. A clear overview of maternity leave in the UAE is a useful reference for founders drafting their first employment templates.
The rules apply to employers that follow the federal labour law, including mainland companies and most free zone businesses. Federal government employees follow separate legislation, and the financial free zones operate their own regimes. In the DIFC, for example, maternity leave is 65 working days, split between full and half pay.
How Much Leave and Pay
An eligible employee is entitled to 60 calendar days of maternity leave. The first 45 days are paid at the full wage, and the following 15 days at half wage. Because leave runs in calendar days, weekends and public holidays within the period are counted. Leave can begin before the expected delivery date, and payroll should record the full-pay and half-pay periods as separate lines based on the wage in the employment contract.
As an illustration, an employee earning AED 12,000 a month would receive roughly AED 18,000 for the full-pay period and around AED 3,000 for the half-pay period, using a 30-day month for the calculation.
Extensions and Special Circumstances
The law provides additional leave in defined situations. If an illness resulting from pregnancy or childbirth prevents a return to work, the employee may take up to 45 further days of unpaid leave, continuously or in parts, supported by a medical report. Where a child is born with special needs or an illness requiring continuous care, the mother is entitled to 30 days of fully paid leave after her maternity leave ends, which can be extended by a further 30 days without pay.
Nursing Breaks and Parental Leave
After returning to work, a mother is entitled to nursing breaks for six months following the birth. These can be taken as one or two breaks a day, provided the total does not exceed one hour, and they count as paid working time. Agreeing the timing in writing keeps schedules clear.
Separately, Article 32 of the labour law gives private sector employees five working days of parental leave, which either parent can take within six months of the birth. This sits alongside the mother’s maternity entitlement rather than replacing it.
Protection From Dismissal
Ending a contract because of pregnancy or maternity leave is not permitted under the UAE labour framework, and probation does not remove these protections. An employer that terminates an employee shortly after a pregnancy announcement will need a documented and genuinely unrelated reason to avoid exposure to a claim. Underpaying the half-pay period or failing to follow the correct process can also lead to complaints to the Ministry of Human Resources and Emiratisation (MOHRE).
Handling a Request Step by Step
Employers should first confirm the governing framework and check that the contract reflects the statutory minimum. They should then request a medical certificate from a licensed healthcare facility confirming the pregnancy and expected delivery date, acknowledge it in writing and store it securely. Next, the leave dates and the full-pay and half-pay periods should be set and passed to payroll. Finally, cover for the role should be arranged and the return date confirmed in writing, without any pressure for an early return.
Conclusion
Maternity leave in the UAE private sector provides 60 calendar days, 45 on full pay and 15 on half pay, with further leave in defined medical cases, daily nursing breaks and five days of parental leave. Founders building their first teams, including those licensed through free zones such as Meydan Free Zone, should write these terms clearly into their contract templates and payroll processes before making their first hire.
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