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Your employees need clear and fair maternity leave policies to feel supported and valued. In the UAE, maternity leave is a legal requirement and an important part of compliance for businesses.
This guide explains everything you need to know about maternity leave in 2026, including eligibility, duration, benefits, and recent law updates as of August 2025. You will have a complete, up-to-date reference to ensure your company follows the rules and supports working mothers effectively.
Why trust us?
We are Yomly, a leading payroll software in the UAE for enterprise businesses. Our payroll solutions help large HR teams with 500+ employees manage complex leave policies with accuracy and ease, keeping your operations fully compliant.
UAE Labour Law on Maternity Leave (Updated for 2026)
Here are the key legal provisions, eligibility rules, and entitlements under the current UAE Labour Law. You can save these to ensure you have a clear and complete picture as of 2026.
Legal Framework & Policy Overview
The UAE’s maternity leave provisions are governed by Federal Decree‑Law No. 33 of 2021 on the Regulation of Labour Relations, particularly Article 30, which applies to both private and public sectors.
Employers are prohibited from discriminating against female employees for reasons related to pregnancy, or terminating them during maternity or related absences.
Eligibility
Maternity leave is available to all female employees in the UAE, regardless of their length of service, as long as they are on a valid employment contract.
Unlike older provisions that required a minimum service period for full pay, the current regulations ensure that employees qualify from their first day of work. However, the pay structure during leave may vary based on the employee’s service duration with the company.
Duration & Compensation
Here are the complete details on how long maternity leave lasts in the UAE and how it is paid.
Private Sector
Total entitlement: 60 calendar days and are broken down as:
- 45 days at full pay
- 15 days at half pay
Other key details:
- In case of a difficult birth, an additional 15 days of full paid leave may be granted
- If the child is sick or disabled, mothers may receive 30 days fully paid leave, plus 30 days unpaid, with valid medical certification.
- Working mothers in the private sector are entitled to 2 paid hours per day for nursing during the first 6 months after returning to work
Public Sector & Federal/Emirate Government
- Typically, employees enjoy 90 days of fully paid maternity leave.
- In places like Dubai, this can be combined with annual or unpaid leave, totaling up to 120 days.
Additional Leave for Medical Reasons
If the employee experiences illness related to pregnancy or childbirth, she may request up to 45 additional days of unpaid leave.
Medical proof, certified by a licensed medical authority, is required. This provision also applies in cases where the newborn suffers from a disability or illness, allowing the mother to extend her leave to care for the child.
Post-Maternity Work Arrangements
Upon returning from maternity leave, female employees are entitled to two daily breaks of up to one hour each for nursing their child, for a period of six months from the date of delivery. These breaks are fully paid and are separate from normal rest breaks.
Special Cases and Compliance
Employers must ensure that maternity leave policies are clearly stated in employment contracts and HR manuals.
For companies operating across multiple emirates or in free zones, it is important to check if specific regulations apply in addition to the federal law. Failure to comply can result in penalties and legal disputes, especially for large organisations with high employee volumes.
| Aspect | Private Sector | Public/Government Sector |
| Maternity Leave Duration | 60 days (45 paid + 15 half-pay) | 90 days fully paid |
| Difficult Birth Extension | +15 days full paid | Typically included in overall 90-day entitlement |
| Child Illness/Disability | +30 days paid + 30 days unpaid | Handled case by case (similar or more generous) |
| Nursing Breaks | 2 hours/day for 6 months | Up to 2 hours/day for 6–12 months |
| Additional Unpaid Leave | Up to 45 days with medical certificate | Generally mirrored in government policies |
| Job Protection | Termination prohibited during maternity | Same protections apply |
Additional Insights (Update For 2026)
- UAE labour law now includes 5 days paid parental leave for either parent within 6 months of birth.
- No change yet to primary maternity leave entitlements (60 days private; 90 days public).
- Legal frameworks on adoption leave & disability-related extensions are now more clearly applied in some free zones (e.g., ADGM).
How Enterprise Teams Should Manage Maternity Leave at Scale
With enterprise teams, managing maternity leave is about creating a smooth, consistent process that works across departments and large employee numbers.
As an organization, here is how you can handle maternity leave effectively at scale.
1. Standardize Policies Across All Locations
For enterprises with offices across multiple emirates or countries, maternity leave rules can differ slightly. Standardizing internal policies ensures every employee receives consistent information and benefits. Create a clear maternity leave handbook, include eligibility, pay details, and extension rules, and make it accessible through your HR portal. This avoids confusion and reduces the risk of non-compliance.
2. Automate Leave Requests and Approvals
Handling maternity leave manually for hundreds or thousands of employees can lead to delays and errors. Use an enterprise-grade HR and payroll platform like Yomly to automate leave applications, document submission, and manager approvals.
Automated workflows ensure every request is tracked, approved in time, and recorded for compliance audits.
3. Plan for Workforce Coverage in Advance
Extended leave impacts team workloads and project timelines. Enterprise HR should coordinate with department heads to arrange temporary cover, redistribute tasks, or hire contract staff well before the employee’s last working day.
This proactive planning keeps productivity stable and avoids overburdening other team members.
4. Monitor Compliance and Update Regularly
Labour laws change, and so should your maternity leave processes. Assign a compliance lead or team to review UAE labour law updates at least twice a year.
You should also ensure your policies and payroll processes reflect the latest rules on duration, pay, and additional entitlements. Regular updates keep the company legally compliant and maintain employee trust.
Also Read: How to Calculate Gratuity Amount in the UAE
Final Thoughts: Manage Your Maternity Leaves With Yomly
HR and payroll teams need reliable systems to handle maternity leave efficiently, especially in large organizations where multiple requests may overlap. At Yomly, we simplify this process with a platform built for enterprise needs.
Over 250+ enterprises across the Middle East and GCC regions trust our payroll and HR solutions to manage leave policies with accuracy and compliance.
Book a free demo with Yomly to see how you can automate maternity leave tracking, ensure full legal compliance, and provide seamless support for your employees at scale.
Frequently Asked Questions
What is the maternity leave entitlement under UAE Labour Law for private sector employees?
Under UAE Labour Law maternity leave provisions for the private sector, female employees are entitled to 60 calendar days of maternity leave UAE 2025. The first 45 days are fully paid and the next 15 days are paid at half salary. Additional paid or unpaid leave may be available in special cases such as complicated births or if the child is sick or disabled, provided medical proof is submitted.
How should enterprise HR teams manage maternity leave compliance across multiple departments?
For large companies in UAE, HR compliance maternity leave UAE processes should be standardized across all teams.
Enterprise HR should use a central HR and payroll platform like Yomly to track leave requests, store medical certificates, and ensure approvals are processed consistently. This helps maintain compliance, prevents delays, and ensures all departments follow the same policy.
Can maternity leave be extended beyond the standard duration in UAE?
Yes. Beyond the standard maternity leave UAE 2025 allowance, female employees may request additional leave.
This can include up to 45 days of unpaid leave if the employee is unable to return to work due to health reasons, supported by a medical certificate. In cases of child illness or disability, extra paid and unpaid leave may also apply as per UAE Labour Law maternity leave rules.
Are part-time or contract employees eligible for maternity leave in the UAE?
Under UAE Labour Law maternity leave provisions, eligibility is not limited to full-time employees. Part-time and contract workers are entitled to maternity leave if they meet the contractual and legal requirements. The pay may be adjusted proportionally to their working hours or contract terms, but the duration remains in line with the law.
How should enterprises prepare for maternity cover and ensure business continuity?
For maternity leave for large companies in the UAE, HR should work with managers to plan cover in advance. This can include redistributing tasks among team members, hiring temporary staff, or adjusting project timelines. Using Yomly’s HR and payroll software solution helps track leave schedules and coordinate coverage so operations continue smoothly without gaps.
Disclaimer:
The information provided in this blog is for general informational purposes only and may not reflect the latest laws or regulations. We do not guarantee the accuracy, completeness, or timeliness of the content, and we are not liable for any actions taken based on this information. Readers are encouraged to conduct their own independent research and consult relevant authorities or legal professionals before making any decisions.
