Sick Leave in Dubai, UAE: Leave Policy & Medical Certificate

Understanding your rights around sick leave is essential for both employees and employers in Dubai and the wider UAE. Whether you are facing a short-term illness or a more serious health condition, knowing how much sick leave you are entitled to, when a medical certificate is required, and which authority oversees the process can help you stay informed and compliant.

This guide explains the official sick leave policy under UAE Labour Law. It also outlines the procedures for obtaining medical certificates, with a focus on Dubai, and highlights important distinctions for employees working in free zones.

Sick Leave Policy in UAE and Dubai: What You Should Know

The sick leave policy in the UAE is regulated under Federal Decree Law No. 33 of 2021, which applies to most private-sector employees across all emirates, including Dubai. This law outlines an employee’s entitlement to sick leave, eligibility requirements, and the structure of paid and unpaid leave.

Sick Leave Entitlement and Eligibility

Employees are entitled to up to 90 days of sick leave per year, once they have completed their probation period. The leave is structured as follows:

• First 15 days: Fully paid
• Next 30 days: Half paid
• Beyond 45 days: Unpaid

Sick leave is calculated on a yearly basis and does not carry over into the next calendar year. Sick leave is counted consecutively and normally includes weekends or public holidays, unless an employer’s internal policy provides otherwise. During the probation period, employees are not entitled to paid sick leave, though the employer may grant unpaid sick leave at their discretion.

To qualify for paid sick leave,

• The illness must be non-work-related (workplace injuries are handled under a separate legal framework).
• The employee must notify the employer within three working days of the illness.
• A valid medical certificate must be submitted from a licensed medical professional.
• Paid sick leave does not apply if the illness results from the employee’s misconduct, such as alcohol or drug use, or violation of workplace safety rules.

Abuse of sick leave entitlements, such as submitting false certificates, can lead to disciplinary action or termination under UAE Labour Law.

Employer termination rule after 90 days

If an employee exhausts the full 90 days of sick leave and remains medically unfit to return to work, the employer may lawfully terminate the employment contract in accordance with Article 31(5) of the UAE Labour Law. In such cases, the employee is still entitled to all end-of-service benefits due under the law.

Sick Leave in Dubai

While the general policy applies across the UAE, Dubai has additional procedures managed by the Dubai Health Authority (DHA):

• Medical certificates must be issued by DHA-licensed healthcare facilities.
• For sick leave lasting three or more consecutive days, the certificate must be:
  • Obtained from a DHA-licensed healthcare facility after a medical evaluation.
  • Uploaded to the DHA’s online sick leave system directly by the healthcare provider.
  • The employee must notify their employer within three calendar days of the absence, as required under UAE Labour Law.
• For short-term absences (1 to 2 days), DHA approval may not be mandatory, but many employers still require documentation depending on internal policies.

Dubai residents and employers can verify certificates through the DHA Sick Leave Verification Portal for authenticity.

Long-Term Sick Leave Review

Under updated MoHAP and DHA regulations introduced in 2025, medical certificates covering extended periods of illness (typically more than five consecutive days, and especially those exceeding one month) may require review and approval by a Higher Medical Committee. This measure ensures proper verification of long-term medical leave cases.

Public Sector Note

Employees working in the public sector or under government entities in Dubai may follow different policies. For example, employees under the Dubai Government Human Resources Law could receive different sick leave entitlements compared to private-sector workers. It is important to consult your organization’s HR department or contract for specific terms.

Free Zone Variations

Some Dubai-based free zones, such as the Dubai International Financial Centre (DIFC) and the Abu Dhabi Global Market (ADGM), operate under their own employment regulations, which may specify different sick leave entitlements or documentation requirements.

Other major free zones, including DMCC, DAFZA, and JAFZA, generally follow the federal UAE Labour Law, which provides up to 90 days of sick leave per year (15 days full pay, 30 days half pay, 45 days unpaid).

Always refer to your employment contract and the relevant free zone authority’s regulations to confirm the exact policies that apply to your workplace.

How to Get a Medical Certificate for Sick Leave in Dubai?

Obtaining a medical certificate for sick leave in Dubai is a structured process that must follow guidelines set by the Dubai Health Authority (DHA). Here is a step-by-step breakdown to help ensure your certificate is valid and compliant with labor requirements.

Step 1: Visit a DHA-Licensed Healthcare Provider

If you are unwell and anticipate being absent from work, the first step is to visit a DHA-approved hospital, clinic, or general practitioner. This must be done within three calendar days from the first day of illness, especially if your absence will extend to three or more consecutive days.

Important: Not every visit results in a sick leave certificate. The doctor will issue one only if they determine that your medical condition genuinely prevents you from working.

Step 2: Get Examined and Diagnosed

During your consultation, the doctor will examine your symptoms and, if necessary, issue a medical certificate that specifies the number of days you need to rest. The duration of the certificate depends on the severity of your condition and the doctor's judgment. In some cases, follow-up visits may be required to extend the leave period.

Step 3: DHA Submission by the Healthcare Provider

If a certificate is issued, the healthcare provider will upload it directly to the DHA’s online sick leave portal. This is a mandatory step to ensure the document is officially recognized in Dubai. You will also receive a physical or digital copy for your personal records.

Note: Some facilities may charge a small DHA processing fee, typically between AED 50–100. It's advisable to confirm this when scheduling your appointment.

Step 4: Notify Your Employer

It is your responsibility to inform your employer within three working days of your absence. You should also provide them with a copy of your medical certificate once it’s issued. Employers may have their own internal forms or leave request processes, so make sure to follow company-specific procedures as well.

Step 5: Check Certificate Validity (If Needed)

Employers can verify the authenticity of your certificate through the DHA Sick Leave Verification Portal. If you’re unsure whether your certificate has been correctly submitted, you can contact the issuing healthcare provider or check with DHA support.

Step 6: Special Cases (Free Zones or Government Jobs)

If you work in a Dubai free zone or for a government department, your sick leave documentation process may differ slightly. Some zones operate their own approval systems, and public sector entities may follow different HR laws. Always consult your HR department to understand the correct process in your organization.

Reminder: DHA-approved certificates must be issued promptly. Retroactive certificates (issued several days after recovery) are rarely accepted unless there is a valid medical reason. Submitting documentation late may result in leave being marked as unpaid or unauthorized.

Common Mistakes to Avoid While Applying for Sick Leave in Dubai

Applying for sick leave in Dubai and across the UAE involves both medical and procedural steps. While the process is fairly straightforward, many employees make avoidable mistakes that can lead to rejected leave requests or unpaid days. Below are some of the most common errors to watch out for:

1. Not Submitting the Certificate on Time

One of the most frequent mistakes is delaying the submission of your sick leave certificate. Under UAE Labour Law, employees must notify their employer within three days of falling ill. While Dubai Health Authority (DHA) guidelines encourage timely medical visits and quick certificate uploads by healthcare providers, there is no federal requirement that the certificate itself must be issued within exactly three calendar days.

However, late submission or delay in visiting a licensed facility can still cause your leave request to be rejected or marked as unpaid. Always make sure to see a DHA-licensed doctor promptly and submit your documentation to HR as soon as possible to avoid salary deductions or disciplinary action.

2. Using Unauthorized Clinics or Doctors

In Dubai, only DHA-licensed clinics and hospitals are authorized to issue valid sick leave certificates. Getting a certificate from an unlicensed provider or from outside the UAE without proper legalization can cause your employer to reject the document. To avoid this, always check that the healthcare facility is approved by the DHA before your appointment.

3. Misunderstanding Paid vs. Unpaid Sick Leave Days

Many employees assume that all sick leave is fully paid. In reality, UAE Labour Law allows for 15 days of fully paid sick leave, followed by 30 days at half pay, and then any additional days as unpaid, all within a 12-month period. Misunderstanding this structure can lead to incorrect salary expectations or disputes with HR. It’s important to track how much sick leave you’ve used and understand how it will be compensated.

Being aware of these common pitfalls can help ensure that your sick leave is approved smoothly, without impacting your pay or professional standing. If in doubt, consult your HR department or refer to official sources like MOHRE or DHA to stay compliant.

It is also important to note that employers cannot dismiss an employee while they are on valid, certified sick leave. Termination is only permitted if the employee remains unfit to return after completing the full sick-leave entitlement period.

Sick Leave Without a Medical Certificate in the UAE

Under UAE Labour Law, paid sick leave is only granted if you provide a valid medical certificate from a licensed healthcare provider. This applies to both the federal law and, in Dubai, to the Dubai Health Authority (DHA) process for private-sector employees.

Legal Framework and Employer Discretion

• Employer discretion: Your employer may treat the absence as unpaid leave or mark it as unauthorized. Some companies allow 1–2 days of absence without a certificate under internal policy, but this is not a legal requirement.
• Dubai-specific rules: In Dubai, DHA-licensed certificates are required for any sick leave of three consecutive days or more. For shorter absences (1–2 days), DHA approval may not be mandatory, but many employers still require documentation.
• Free zone variation: Some free zones (e.g., DIFC, DMCC) have their own rules on when a certificate is required. Always check your employment contract or zone-specific regulations.
• Risk of disciplinary action: Repeated absences without valid documentation may be treated as misuse of sick leave rights under Article 44 of the UAE Labour Law.

Key Takeaway: If you are sick for even one day, it’s best to get a medical certificate to avoid disputes with HR or payroll deductions. Without it, you have no guaranteed right to paid sick leave, and approval remains at your employer’s discretion.

Practical Scenarios and Exceptions

In some cases, employees may be unable to obtain a medical certificate immediately due to practical or emergency reasons. Employers may exercise flexibility based on supporting documentation.

• Company Policy Allowances: Some employers allow a limited number of uncertified sick days each year, often referred to as “casual” or “self-certified” leave, typically for one or two days.
• Emergency Situations: If visiting a clinic promptly is not possible, for instance, due to travel restrictions or sudden illness during non-working hours, HR may accept alternative evidence such as pharmacy receipts, telemedicine records, or witness statements.
• Impact on Payroll and Records: Without an official certificate, sick leave is usually treated as unpaid or deducted from annual leave. Employers may also record such absences separately, which can affect attendance and end-of-service benefits.

Practical Tip: If obtaining a certificate is not possible, notify your employer immediately, explain your situation, and provide any available evidence. Prompt communication can help prevent the absence from being marked as unauthorized.

How Can WebHR Help?

WebHR simplifies sick leave management by allowing employees to submit leave requests and upload medical certificates directly through the platform. It helps HR teams track sick leave balances, verify documentation, and stay compliant with UAE Labour Law and DHA guidelines.

As a complete and UAE compliant HR software for leave and document management, WebHR automates approvals, flags late submissions, and ensures accurate payroll adjustments based on paid and unpaid leave days. With real-time reporting and mobile access, it makes managing sick leave fast, transparent, and stress-free for both employees and HR.

Conclusion

Navigating sick leave in Dubai and the UAE doesn’t have to be complicated especially when you understand the rules, act promptly, and follow the right process. From knowing your entitlements under UAE Labour Law to securing a valid DHA-approved medical certificate, every step matters in ensuring your leave is recognized and your rights are protected.

Whether you're an employee managing time off due to illness or an HR professional ensuring compliance, staying informed about documentation requirements, free zone variations, and submission timelines is essential. By avoiding common mistakes and using reliable tools like WebHR, you can simplify sick leave management and focus on what matters most: health, recovery, and workplace harmony.

For further clarity, always consult your HR department or refer to official authorities like MOHRE and DHA.