If you are looking for paternity leave in UAE, the legal term for private-sector workers is parental leave. Under Article 32 of the UAE private-sector labour law, a worker with a newborn child can take five paid working days. The right is available to either the father or mother. The five days can be used together or in separate periods, but they must be used within six months from the child’s birth. See the current UAE private-sector labour law for the statutory wording.
This rule matters to both employees and employers. A father may need time at home after the birth, while an employer needs a clear way to record the leave. The law gives the basic right, while the company can set a simple HR process for requests and proof. Employees should check current official labour guidance before acting on a specific case.
Paternity Leave in UAE at a Glance
| Point | Rule |
| Length | 5 working days |
| Pay | Fully paid |
| Who can use it | Father or mother |
| Time limit | Within 6 months of birth |
| Can it be split | Yes, continuous or intermittent |
| Proof | Proof of birth may be required |
What Does UAE Law Call Paternity Leave?
People often say paternity leave when they mean leave taken by a father after a child is born. In the UAE private sector, the law uses the term parental leave. It is not a father-only benefit. Both parents can use the five working days if they meet the rule.
This wording matters because older articles may use paternity leave and parental leave as if they were the same legal term. For a private-sector worker, the key points are the birth of a child, five paid working days, the six-month period, and the employer’s HR process.
How Many Days of Paternity Leave Are There in UAE?
Covered private-sector workers receive five paid working days of parental leave. The law allows the leave to be taken continuously or intermittently within six months from the date of the child’s birth.
The words working days are important. The entitlement is not simply five calendar days. A worker with shifts or another work pattern should confirm how the dates will be entered in the company leave system.
The five days are the statutory minimum. An employer may offer more family leave through its own policy or contract. Extra benefits should be kept separate from the legal minimum.
Is Paternity Leave Paid?
Yes. The UAE private-sector law lists parental leave as paid leave. A qualifying employee can take the five statutory working days without treating them as ordinary unpaid absence.
A company may also offer extra family benefits, such as more leave or flexible work. Those benefits depend on the employer’s policy or contract. Employees should follow the normal company process, whether that means an HR portal, email, form, or written request.
When Can Paternity Leave Be Taken?
The five working days must be used within six months from the child’s birth. They may be taken in one block or split into separate periods.
This gives families some choice. A father may take several days right after the birth and use the rest later. Another employee may prefer to use all five days together.
Employees should give HR clear dates, especially when splitting the leave. A written record can show how many days were approved and how many remain. It is also useful to keep the approval with other employment records.
What Proof Is Needed?
The implementing rules state that an employee claiming parental leave should submit proof of the child’s birth. The exact method can depend on the employer’s HR system.
A company may ask for a birth certificate or another accepted birth record. If the child was born outside the UAE, the employee should ask HR which document format is accepted before submitting the request.
A clear written request and supporting document can reduce confusion. Early contact with HR also gives the company time to confirm the process.
Paternity Leave in UAE for Private-Sector Employees
For workers covered by the federal private-sector labour framework, parental leave is a UAE-wide statutory benefit rather than a Dubai-only rule. The key issue is the employee’s employment category.
A private-sector worker should not automatically apply a government-sector leave rule to their job. The same caution is useful for people working under special employment arrangements. The first step is to identify which labour framework covers the employment.
For a normal private-sector employee, the main rule is simple: five paid working days, available to either parent, used continuously or intermittently within six months of birth.
What About Paternity Leave in Dubai?
For a private company employee in Dubai who is covered by the federal private-sector labour law, the same five-working-day parental leave rule applies. It is not a separate Dubai-only benefit.
The employee should still check the company’s HR process. The company may require a formal request, birth proof, and clear dates. If the worker is employed by a government body or another special system, different rules may apply.
This is why “paternity leave in Dubai” should not be answered without checking the type of employer.
Paternity Leave for UAE Government Employees
Government employment should be checked separately. Federal government employees are covered by a different human-resources framework. The Federal Authority for Government Human Resources states that parental leave is five working days with full salary for either the father or mother, and it can be taken continuously or intermittently within six months of birth.
Local government employees can be subject to rules issued by the relevant emirate or authority. A government worker should therefore check the HR policy that applies to their own entity.
This distinction prevents a common mistake: using a private-sector rule as though it automatically applies to every employee in the UAE.
Paternity Leave vs Maternity Leave in UAE
Paternity or parental leave is not the same as maternity leave. For covered private-sector employees, parental leave gives either parent five paid working days after the birth.
Maternity leave is a separate benefit for eligible female workers. Under the current private-sector labour law, maternity leave is 60 days: 45 days at full wage and 15 days at half wage. The law also provides additional leave in certain medical situations, subject to its conditions.
The two benefits should be explained separately. A search for maternity leave in UAE can lead to different rules from a search for paternity leave in UAE. Employers should also keep the two sections separate in HR policies.
Can Parental Leave Be Split?
Yes. The private-sector law allows the five working days to be taken continuously or intermittently within six months of the child’s birth.
For example, an employee may take three working days after the birth and two later. The employee should tell HR which dates are being used so the leave balance stays clear.
Splitting the leave does not extend the six-month window. Unused statutory days should not be assumed to remain available after that period.
Can It Be Combined With Other Leave?
The implementing regulation allows parental leave to be combined with certain other leave categories, including annual leave and unpaid leave. Each type of leave still has its own rules.
An employee who wants extra time away from work can ask HR to record the different leave types separately. This helps avoid confusion about which days are paid and which days come from another leave balance.
The safest approach is to agree the full schedule with HR before the leave begins and keep written approval.
Can an Employer Refuse a Statutory Parental-Leave Request?
Where the employee is covered by the statutory rule and meets its conditions, parental leave is an employment entitlement. It should not be treated as an optional benefit that an employer can simply remove.
The employee should still follow the company’s normal request process and provide the required proof. If a request is refused, the worker should ask for the reason and keep the request, HR response, and supporting documents.
If the issue remains unresolved, the employee can seek information from the relevant UAE labour authority or use the applicable labour-dispute process. The current law and official guidance should be the starting point.
What Employers Should Do
Employers can make parental leave easier by using a short written policy. It should explain who can use the leave, how many days are available, the six-month time limit, the proof needed, and how requests are submitted.
The policy should also explain how split days are recorded. This gives employees a clear balance and helps HR avoid mistakes.
If the company offers more leave than the statutory minimum, that extra benefit should be written separately. Clear wording helps employees understand what comes from the law and what comes from company policy.
How to Request Paternity Leave in UAE
Start by checking your employment category. If you work in the private sector, confirm that the federal private-sector labour framework applies.
Next, check the child’s birth date and choose the leave dates. Make sure the requested days fall within six months of the birth.
Prepare proof of birth and use the company’s normal HR channel. If you want to split the five days, list each period clearly.
After approval, keep the confirmation. This can help if there is later a question about salary, attendance, or the number of days used.
Common Mistakes to Avoid
- Do not confuse parental leave with maternity leave. They are different benefits.
- Do not count five calendar days without checking the working-day rule. Do not assume unused days can be carried beyond six months. Do not ignore the need for proof of birth. Do not apply a government rule to a private-sector job without checking the employment framework.
- Old online articles can also cause problems. UAE employment rules can change, so current official sources should be checked for legal questions.
Official Sources
For current legal wording and government guidance, refer to: MOHRE Federal Decree-Law No. 33 of 2021; UAE Government employment guidance; and FAHR federal government HR guidance.
FAQs
Q1. How many days is paternity leave in UAE?
Covered private-sector employees are entitled to five paid working days of parental leave.
Q2. Can a father split paternity leave into separate days?
Yes. The five working days can be taken continuously or intermittently within six months of the child’s birth.
Q3. Is paternity leave paid in the UAE?
Yes. The statutory private-sector parental leave is paid.
Q4. Does paternity leave apply to private-sector employees in Dubai?
Yes, when the employee is covered by the federal private-sector labour framework. It is not a Dubai-only benefit.
Q5. What proof is needed for parental leave?
The implementing rules require proof of the child’s birth. The employer may also have its own HR request process.
Conclusion
Paternity leave in UAE is commonly used to describe leave taken by a father after the birth of a child. In the private sector, the legal term is parental leave. A covered worker can take five paid working days, and the right is available to either parent. The days can be taken together or split into separate periods, but they must be used within six months from the child’s birth.
For employees, the process can be kept simple. Check which employment framework applies, confirm the birth date, prepare the required proof, and submit the dates through the employer’s HR process. If the leave is split, list each period clearly and keep the approval. These steps can help prevent confusion about leave balances, salary, and attendance. It is also important to separate private-sector parental leave from government leave rules. Federal government employees have a separate HR framework, and local government bodies may have their own rules. Maternity leave is another separate entitlement and should not be mixed with parental leave.
For employers, a clear policy can make the process easier for everyone. The policy should state the number of statutory days, the six-month window, the proof required, and the way requests are recorded. Any extra company benefit should be written separately from the legal minimum.
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