A family member dies and an employee needs to travel home within hours. Another employee has a university exam next week and wants time off to sit it. A third plans to perform Hajj and asks whether the company must allow it. In each case the same two questions come up: does UAE law give a right to this leave, and is it paid?
This guide is for private-sector employees and employers on the UAE mainland. It follows Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relations (Articles 32, 33, 34, 35 and 54) and Cabinet Resolution No. 1 of 2022, its Executive Regulation (Article 21). We read both official texts for this article. Where the texts are silent, we say so instead of repeating figures from unofficial blogs. Annual leave, sick leave, maternity leave and public holidays are covered in separate Yalah guides, linked below.
Published: 26 October 2026
Quick Answer
- Bereavement leave: 5 paid days when a husband or wife dies. 3 paid days when a mother, father, son, brother, sister, grandson, grandfather or grandmother dies. The days start from the date of death (Article 32(1)(a)).
- Study leave: up to 10 working days a year to sit exams, for an employee studying at an educational institution approved in the State, with at least two years of service with the employer (Article 32(2)).
- Hajj leave: neither the Decree-Law nor the Executive Regulation, as we read them, contains a Hajj leave entitlement. A request is handled through annual leave or unpaid leave that the employer approves (Article 33).
- Proof: the employee must provide proof from the concerned authorities (Article 32(4)). For bereavement, proof of death can be submitted after returning to work (Executive Regulation, Article 21(3)).
- If an employer refuses a right the law gives: the employee can file a labour dispute with MOHRE (Article 54).
Bereavement Leave (Compassionate Leave)
Article 32(1)(a) gives a worker a paid bereavement leave in these cases:
| Who died | Paid days |
|---|---|
| Husband or wife | 5 days |
| Mother or father | 3 days |
| Son or brother or sister | 3 days |
| Grandson, grandfather or grandmother | 3 days |
The law says the days run “starting from the date of death”. So if a death happens on a Monday, the count starts on that Monday. The text does not say that the days must be taken as working days or calendar days, and it does not list in-laws, uncles, aunts or cousins. A relative who is not on the list is not covered by this article, although an employer may still choose to allow annual leave or unpaid leave.
What proof does the employee need?
Article 32(4) says that to obtain the leaves in this article, proof must be provided from the concerned authorities. The Executive Regulation, Article 21(3), is more practical for bereavement: the worker is entitled to the leave from the date of death, provided that he or she submits proof of death after returning to work. This means an employer should not make an employee produce a death certificate before travelling in an emergency. A death certificate, a burial permit or an equivalent official document from the authority in the country where the death happened is the usual proof. If the document is in a foreign language, expect the employer to ask for a translation.
Can bereavement leave be combined with other leave?
Yes. Executive Regulation Article 21(5) says bereavement leave, parental leave, annual leave and unpaid leave may be combined. An employee who needs more than 3 or 5 days to travel can ask to add annual leave days from the balance. See our guide to annual leave rules in the UAE for how the balance works.
Study Leave
Article 32(2) says the worker may be granted a study leave for a period of 10 working days per year if the worker is enrolled or regularly studying at one of the educational institutions approved in the State, to sit for exams, provided that the service term at the employer is not less than two years.
The main conditions are:
- Two years of service with the current employer.
- Enrolled at an approved institution in the State. The Executive Regulation, Article 21(1), asks for an admission from an institute or college accredited in the State, showing the type of study, the specialisation and the duration.
- The purpose is to sit exams. The leave is for exam days, not for classes, coursework or thesis writing.
- Proof of exam dates. The same article says the establishment may request proof of the dates on which the worker sits the exams.
Two points deserve care. First, the wording is “may be granted”, which is softer than the wording used for bereavement leave (“shall be entitled”). Second, Article 32(1) lists the paid cases (bereavement, parental and any other leave set by the Cabinet), and study leave appears in the next clause. The texts we read do not state in plain words whether study leave is paid. Because published guides disagree on this point, the safe approach is to confirm the pay treatment in the employment contract or company leave policy before the leave starts, and to put the answer in writing.
Hajj Leave: What the Law Actually Says
Many employees expect a legal right to Hajj leave, and some websites state that a Muslim employee may take up to 30 unpaid days once during employment. We checked the English texts published on the MOHRE site: Federal Decree-Law No. 33 of 2021 and the Executive Regulation, Cabinet Resolution No. 1 of 2022. Neither contains the words Hajj or pilgrimage. Article 32(1)(c) allows the Cabinet to specify other paid leaves, but we did not find a Cabinet decision adding Hajj leave.
What this means in practice:
- No automatic statutory right that we could verify. An employee cannot point to an article of the Decree-Law and demand Hajj leave.
- Unpaid leave with approval. Article 33(1) says the worker may, after obtaining the approval of the employer, take unpaid leave other than the types in the law. Hajj is commonly handled this way.
- Annual leave. An employee can ask to use the annual leave balance. See our guide on annual leave.
- Effect of unpaid leave. Article 33(2) says unpaid leave is not counted in the worker’s service term at the employer or in the period of contribution to the retirement scheme. This matters for end of service gratuity, covered in our gratuity calculation guide.
- Check your contract and policy. Some employers grant Hajj leave under their own policy. The contract or policy then governs.
If you see a specific number of Hajj days quoted by a government channel, ask your HR team to show the source. We did not find one in the legal texts, so we do not state a number here.
Unpaid Leave in General
Article 33 is the general route for leave that the law does not otherwise grant. It needs the employer’s approval. The leave is not counted in the service term or retirement contribution period. An employee on approved unpaid leave should get the approval in writing, with dates and a statement of how the leave affects gratuity, medical insurance and the residence visa.
Returning After Leave and Notice Periods
- Not returning on time. Article 34 says a worker who does not return directly to work without a legitimate reason after the end of the leave is not entitled to wages for the absence period after the leave ends. Long unexplained absence can lead to more serious steps, covered in our absconding report guide.
- Notice during leave. Article 35 says that if either party wants to end the contract while the worker is on leave, the notice period does not start until the day after the scheduled return date, unless both sides agree otherwise. See resignation and notice period rules.
How an Employee Claims the Leave: Step by Step
- Check the law and the contract. Identify whether the leave is a legal entitlement (bereavement), a conditional one (study) or by approval (unpaid, Hajj).
- Tell the employer in writing. An email or HR system request with dates and the reason creates a record. For an emergency death, a phone call followed by a message is accepted in practice, but write it down the same day.
- Prepare proof. Death certificate for bereavement. Admission or enrolment letter and exam timetable for study leave.
- Agree how the days are recorded. Confirm in writing which leave type is used and whether it is paid.
- Submit proof after returning if you could not before. This is allowed for bereavement under Article 21(3) of the Executive Regulation.
- Keep copies. Keep the request, the approval and the proof.
Guidance for Employers
- Do not refuse bereavement leave for a relative on the legal list. It is an entitlement, not a favour.
- Do not require the death certificate before the employee travels. The Regulation allows proof after return.
- Keep a clear written policy for study leave and unpaid leave, including whether study leave is paid.
- Record bereavement days separately from annual leave so the annual balance stays correct.
- Make sure wages for the leave days are paid on the normal date. See the Wage Protection System guide.
What If the Employer Refuses?
If an employer refuses a leave the law grants, or does not pay it, the employee can raise a labour dispute with MOHRE. Article 54 of the Decree-Law allows employees to dispute rights arising from the employment relationship. After the request is received, the Ministry reviews it and takes the necessary steps to facilitate an amicable resolution. The Ministry gives a final decision where the claim value is not more than AED 50,000, or where neither party complies with an amicable settlement decision, whatever the claim value. Other disputes go to the competent court. Our step-by-step MOHRE labour complaint guide explains how to file. For a dismissal linked to a leave dispute, read our guide to arbitrary dismissal.
Free Zone Employees and Government Employees
This guide covers private-sector employees under Federal Decree-Law No. 33 of 2021. Some free zones, such as financial free zones, have their own employment laws, and government employees are covered by separate rules. Check the free zone authority’s employment regulations or the entity’s HR law before relying on the rules above. Employers who also want the tax side of business costs can read how Qaspro Global explains UAE Corporate Tax on leases and rent expense.
Common Mistakes
- Assuming Hajj leave is automatic. Ask for approval in writing early, and check the contract.
- Taking study leave without the documents. No admission letter or exam timetable can lead to refusal.
- Counting bereavement days from the wrong date. They run from the date of death.
- Treating an uncle or in-law as covered. Only the listed relatives qualify.
- Overstaying the leave. Wages for the extra days are lost under Article 34.
- No written approval for unpaid leave. Disputes about gratuity and visa status become hard to settle.
Frequently Asked Questions
How many days of bereavement leave do UAE private-sector employees get?
5 paid days for the death of a husband or wife, and 3 paid days for the death of a mother, father, son, brother, sister, grandson, grandfather or grandmother. The days start from the date of death (Article 32(1)(a)).
Is bereavement leave paid?
Yes. Article 32(1) says the worker shall be entitled to paid leave in the bereavement cases listed.
Do I need to show proof of death before taking bereavement leave?
No. Article 21(3) of the Executive Regulation says the worker is entitled to the leave from the date of death, provided that proof of death is submitted after returning to work.
Can I take extra days after bereavement leave?
Yes, by agreement. Bereavement leave, annual leave and unpaid leave may be combined under Article 21(5) of the Executive Regulation.
Who can get study leave in the UAE?
A worker who is enrolled or regularly studying at an approved educational institution in the State and has at least two years of service with the employer. The leave is up to 10 working days a year, to sit exams (Article 32(2)).
Is study leave paid?
The Decree-Law text we read does not say in plain words. Article 32(1) lists the paid cases and study leave is in a separate clause. Confirm the pay treatment in your contract or policy in writing.
Is Hajj leave a legal right in the UAE private sector?
We could not find Hajj leave in Federal Decree-Law No. 33 of 2021 or in its Executive Regulation. It is normally arranged as approved unpaid leave under Article 33 or as annual leave, or under the employer’s own policy.
Does unpaid leave count towards end of service gratuity?
No. Article 33(2) says unpaid leave is not counted in the worker’s service term at the employer.
What can I do if my employer refuses bereavement leave?
File a labour dispute with MOHRE under Article 54. Keep the death certificate, your request and any reply from the employer.
Does my notice period run while I am on leave?
Not until the day after the scheduled return date, unless both parties agree otherwise (Article 35).
Related Reading
- UAE Corporate Tax on Leases and Rent Expense 2026 (Qaspro Global)
- UAE annual leave rules 2026
- UAE sick leave rules 2026
- UAE maternity leave rules 2026
- UAE public holidays and overtime pay rules 2026
- MOHRE labour complaint guide
- Resignation and notice period rules
- End of service gratuity calculation
Need Help With Visa or Labour Paperwork?
If a leave dispute affects your work permit, labour card or residence visa paperwork, message Yalah Dubai on WhatsApp: https://wa.me/971525802100.
Sources: Federal Decree-Law No. 33 of 2021 on the Regulation of Employment Relations (Articles 32, 33, 34, 35 and 54) and Cabinet Resolution No. 1 of 2022 on its Executive Regulation (Article 21), as published by the UAE Ministry of Human Resources and Emiratisation (MOHRE). This guide is general information and not legal advice.