The 60-day core entitlement
Article 30 of Federal Decree-Law 33/2021 gives UAE private-sector employees 60 days of maternity leave:
- 45 days at full wage (basic salary + allowances).
- 15 days at half wage.
Entitlement applies from the first day of employment — there is no minimum service requirement for maternity leave under the current law. Both the calendar days and the pay rules apply regardless of whether the employee is on a limited or unlimited contract.
The optional 45 unpaid days
After the paid 60 days, an employee can take up to 45 additional unpaid days if she or the baby has a medical condition that prevents a return to work. The condition must be documented by a medical certificate from a recognised medical authority.
Timing — when the leave starts
The leave can begin up to 30 days before the expected delivery date. If medical certification requires earlier absence, that period is treated as sick leave (Article 31), not as maternity leave — so the 60-day entitlement is preserved for after the birth.
Miscarriage & stillbirth
The Executive Regulations extend the maternity-leave protections to:
- Miscarriage after six months of pregnancy — full 60-day entitlement (45 full + 15 half pay).
- Stillbirth or death of the newborn shortly after delivery — same entitlement, plus the option of the unpaid 45-day extension for physical or psychological recovery.
- Earlier-stage miscarriage — treated as sick leave under Article 31.
Nursing breaks after return
For six months from the day of return to work, the employee is entitled to two paid nursing breaks per day of no less than 30 minutes each. These breaks are on top of the regular rest breaks and cannot be deducted from the wage.
Termination protection
Terminating an employee because she is pregnant or on maternity leave is prohibited. A dismissal in that period is presumed retaliatory and triggers arbitrary-dismissal compensation of up to three months' gross wage under Article 47 — on top of gratuity and any other end- of-service entitlements.
Paternity leave — the parallel entitlement
While this guide focuses on maternity, the same 2022 reform introduced 5 days of paid parental leave for fathers under Article 32, usable in the first six months after birth, in one block or split.
How to apply — the practical steps
- Notify the employer in writing as early as reasonable — ideally with the expected delivery date and any medical certificate for early leave.
- Provide the birth certificate / hospital confirmation after delivery for the employer's records.
- If a medical extension is needed beyond 60 days, submit the certificate to HR before the extension begins.
- On return, request the nursing-break schedule in writing so it's on file.