The 90-day breakdown
Article 31 of Federal Decree-Law 33/2021 gives UAE private-sector employees up to 90 days of sick leave per year, but only a portion of it is paid. The days are split into three tranches:
- Days 1–15: full pay (basic + allowances).
- Days 16–45: half pay.
- Days 46–90: unpaid.
The clock is calendar-based per year of service, not accumulated. Unused days do not carry over.
Who qualifies — and who doesn't
The entitlement kicks in after the six-month probation. During probation, sick absences are unpaid (Article 31 excludes probationers from paid sick leave), though a medical certificate is still required to keep the absence from being classified as unauthorized. Employees on part-time or flexible contracts get sick leave pro-rated to their working hours per the Executive Regulations.
The 3-day notification rule
Article 31(3) requires the employee to notify the employer of the illness within three working days of falling sick, and to submit a medical certificate from an approved health authority. Late notification without valid reason can void the paid entitlement — the absence is still legal (you can't be fired for being sick), but the pay portion can be forfeit.
Termination during sick leave
Employers cannot terminate an employee inside the 90-day paid window unless the illness itself was caused by serious misconduct (Article 31(5)) — e.g., substance abuse, or an injury sustained during criminal activity. Dismissal during a genuine illness before the 90 days expire is arbitrary dismissal under Article 47 and exposes the employer to up to three months' gross wage in compensation, on top of gratuity and notice pay. See the termination compensation guide for the full list of buckets owed on exit.
Documentation employers can require
A medical certificate from a licensed UAE physician or hospital. Extended absences (10+ days) commonly require a follow-up certificate mid-way. Employers may — but rarely do — request examination by their designated occupational health provider under Article 31(4) if the illness's authenticity is in doubt; this is a formal process, not something the manager can improvise.
Related right: work-injury leave (Article 38)
Sick leave under Article 31 is for illness. If the illness or injury arose from work itself — a workplace accident or occupational disease — a different rule applies: Article 38 provides fully paid leave for the entire duration of the injury, plus medical costs, until the employee returns or the injury is declared permanent. Do not confuse the two — work injuries have much stronger pay protection.