Planning a family in the UAE raises two immediate work questions: how long can you be off, and how safe is your job while you are. Both answers improved sharply under the current labour law, and they apply from day one of employment, with no minimum service requirement for the core entitlement.
Here is exactly what mothers and fathers in the private sector can claim in 2026.
Maternity leave: 60 days, on a two-tier pay scale
Under Federal Decree-Law 33 of 2021, a female employee is entitled to 60 days of maternity leave:
- 45 days at full pay
- 15 days at half pay
The leave can start up to 30 days before the expected due date. The entitlement also applies in cases of stillbirth or the loss of a baby after 6 months of pregnancy.
Extensions the law provides:
- Up to 45 additional unpaid days if the mother has a pregnancy or childbirth-related illness, supported by a medical certificate. The days need not be continuous.
- 30 additional paid days, extendable by 30 unpaid, if the baby is born with a disability or illness requiring constant care, with a medical certificate.
Maternity leave is separate from your annual and sick leave balances; an employer cannot force you to burn holiday first.
After you return: nursing breaks
For 6 months from the date of delivery, a returning mother is entitled to one paid hour per day for nursing, taken as one break or two half-hour breaks. It is paid working time, so it cannot be deducted from salary or leave. Put your preferred timing in writing to HR before you return; it makes the arrangement harder to quietly ignore.
Parental leave: 5 working days for each parent
Both mother and father are entitled to 5 working days of paid parental leave, taken any time within 6 months of the child's birth, continuously or in separate days. For fathers this is the paternity entitlement; for mothers it sits on top of the 60 days.
Practical notes:
- The days are working days, not calendar days.
- Provide the birth certificate; that is normally all the paperwork required.
- The clock is strict. Days not used within 6 months lapse.
Job protection during pregnancy
Dismissing a woman because she is pregnant or on maternity leave is unlawful. A pregnancy-motivated termination supports an arbitrary dismissal claim with compensation of up to 3 months' pay on top of the normal settlement, and gratuity is unaffected.
If you suspect a "restructuring" that only affects you appeared after your announcement:
- Keep the announcement email, your appraisals and the termination letter.
- Do not sign a settlement on the spot.
- File a MOHRE complaint using the route in our salary dispute guide.
Note that probation offers thinner practical protection, since probation exits need less justification; the details are in our probation rights guide. Health insurance must cover maternity care in Dubai and Abu Dhabi employer plans; check your policy limits early, as basic plans cap maternity benefits.
Key takeaway
UAE maternity leave is 60 days (45 at full pay, 15 at half), each parent gets 5 further working days within 6 months of the birth, and firing someone for pregnancy is unlawful. The entitlements apply regardless of length of service, so claim them in writing and keep the trail.
FAQ
Do I need to complete a year of service to get maternity leave?
No. The 60-day entitlement applies from the start of employment. What varies with service is unrelated items like gratuity, not maternity pay.
Does paternity leave apply to fathers only?
The law frames it as parental leave: 5 paid working days for each parent within 6 months of the birth. Fathers commonly call it paternity leave, but mothers can claim the same 5 days in addition to maternity leave.
Can my employer reduce my maternity pay if I am on probation?
No. The 45 full-pay and 15 half-pay structure applies during probation too. Probation changes exit notice rules, not maternity pay.
Is maternity leave longer in the public sector?
Federal government employees have separate, generally more generous rules (90 days is the widely cited figure). This guide covers the private sector under the federal labour law; DIFC and ADGM have their own schemes.
