United Arab Emirates (AE)
The United Arab Emirates is a federation of seven emirates — Abu Dhabi, Dubai, Sharjah, Ajman, Umm Al Quwain, Ras Al Khaimah, and Fujairah — that has transformed from a pearl-diving and fishing economy into one of the world's most modern and cosmopolitan nations within a single generation.
Family Rights & Benefits
Maternity, parental leave and child benefits in United Arab Emirates.
UAE family law for expatriates is a complex intersection of UAE Federal Law and home-country personal status laws. The UAE Personal Status Law (Federal Law No. 28/2005) applies to Muslim residents; non-Muslim expatriates may apply their home country law for personal status matters (marriage, divorce, inheritance). The 2022 amendments allow non-Muslim expatriates to register civil marriages and divorces in the UAE. Maternity leave is mandated by the Labour Law. There are no universal child benefit payments for expatriates — family support must come from employment packages and personal savings.
Maternity Leave (إجازة الأمومة)
Before birth: No statutory pre-birth leave, but mothers may take sick leave if certified medically unfit. Some employers offer unpaid pre-birth leave by agreement.
After birth: 60 calendar days maternity leave (increased from 45 days by Federal Decree-Law 33/2021, effective February 2022). First 45 days: full pay. Days 46–60: half pay. Additional 45 days unpaid leave may be taken if the mother or child has a medical condition.
Job protection: Employer cannot terminate a pregnant employee or an employee on maternity leave. Dismissal during this period is unlawful. Employee must be returned to her role (or equivalent) on return.
Paternity Leave (إجازة الأبوة)
Max duration: 5 working days paternity leave for fathers, to be taken within 6 months of birth. This is a relatively recent introduction (2022 Labour Law reform).
Split rules / Elterngeld: Paternity leave must be taken within 6 months of birth. It does not need to be taken consecutively. Extended paternity leave is not mandated — additional leave requires employer discretion or contractual entitlement.
Benefits
End-of-Service Gratuity (EOSG)
21 days basic salary per year of service (years 1–5). 30 days basic salary per year of service (years 5+). Capped at 2 years total basic salary.
Duration: Paid as a lump sum on termination of employment (resignation or dismissal). Not paid if employee is dismissed for gross misconduct.
Eligibility: All employees who have completed 1 year of continuous service. Calculated on basic salary only (not allowances). Not available to UAE nationals who contribute to GPSSA.
How to apply: EOSG is automatically due on end of employment. Request calculation from HR and cross-check using the MOHRE EOSG calculator (mohre.gov.ae). File a labour complaint with MOHRE if employer refuses to pay.
EOSG is the primary retirement/severance mechanism for private sector expatriates. No state pension exists for expats. Voluntary EOSG savings scheme pilot underway in some free zones (2025–2027 rollout).
Housing Allowance
Typically 20–25% of basic salary, or a flat allowance (AED 2,000–10,000/month depending on seniority). Not mandated by law — market practice.
Duration: Paid monthly with salary while employed.
Eligibility: Most private sector employers offer housing allowance as part of the package. Not a legal entitlement — negotiated at hire.
How to apply: Negotiate as part of employment package. Does not count towards EOSG calculation.
Annual Flight Allowance
Economy airfare to home country, typically once per year. Many employers offer for employee plus dependants.
Duration: Annual entitlement while employed.
Eligibility: Common in professional/managerial roles. Not legally mandated — employer discretion.
How to apply: Specified in employment contract. Submit travel claims to HR.
School Fee Allowance
AED 20,000–80,000 per child per year (senior/professional roles). Varies widely by employer.
Duration: Annual, while employed with dependent children.
Eligibility: Senior professional or management roles. Rare in lower-paid employment. Not legally mandated.
How to apply: Negotiate at hire. Specify in employment contract — include cap and school eligibility criteria.
Sick child leave
No statutory sick child leave under UAE Labour Law. Employees must use personal sick leave, annual leave, or negotiate unpaid leave with their employer for caring responsibilities. Some companies offer family emergency days as a discretionary benefit.
Birth registration
All births in the UAE must be registered within 30 days at the local health authority (DHA in Dubai, HAAD in Abu Dhabi). Required documents: hospital birth report, parents' passports and residence visas, marriage certificate (attested). Non-registration attracts fines (AED 100–1,000). After UAE birth certificate is issued, most embassies require registration for citizenship/passport purposes — contact your home country embassy immediately.
Childcare rights
No universal state childcare subsidy for expatriates in the UAE. Private nurseries range from AED 2,000–5,000/month. Employer-provided childcare allowance is common in professional packages. Breastfeeding breaks: employees are entitled to two 30-minute breastfeeding breaks per day for 18 months after birth (Federal Labour Law). Some employers provide on-site nurseries, particularly in large corporations.
Family Rights
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