Employees across the UAE often search for clear answers about sick leave eligibility, pay, and employer obligations. UAE Labour Law Section 9 outlines who qualifies, how many days are allowed, and what happens during illness-related absences. The law provides structured protection while also defining limits and responsibilities for employees. Understanding these rules helps workers avoid misunderstandings and ensures employers remain compliant. Sick leave policies also play a major role in workplace trust and job security. Knowing your rights and obligations can prevent costly mistakes. This makes awareness of Section 9 essential for anyone employed in the UAE.

Who Qualifies for Sick Leave Under UAE Labour Law Section 9
Employees become eligible for sick leave after completing probation and remaining in continuous service for more than three months. Once eligible, workers can access up to 90 days of sick leave per year, either consecutive or non-consecutive. The entitlement is designed to balance employee welfare with business continuity. It ensures workers have time to recover without immediate financial pressure. Employers, in turn, receive a structured framework to manage extended absences. This clarity helps reduce disputes between both parties. Eligibility depends on both service duration and documented illness.

Sick Leave Pay Structure Explained Clearly
UAE Labour Law Section 9 divides sick leave into three pay stages. The first fifteen days are granted with full pay, offering immediate financial protection during illness. The following thirty days are compensated at half pay. Any remaining approved sick leave is unpaid. This structure allows employees to recover while giving employers predictable cost management. It also encourages timely return to work when medically possible. Understanding this pay progression helps employees plan during recovery periods.

When Sick Leave May Not Be Granted
Not all employees automatically qualify for paid sick leave. Workers still within their probation period are not entitled to paid sick leave benefits. Payment may also be denied if the illness is linked to personal misconduct, such as substance abuse. These provisions protect employers from misuse while maintaining fairness. Employees are expected to follow workplace policies and medical reporting requirements. Transparency in documentation becomes essential in such cases. Compliance protects both rights and responsibilities.

Resignation and Termination During Sick Leave
Employees may resign during sick leave under specific conditions. Medical confirmation from a government or employer-appointed physician is required when illness is the reason for resignation. Employers must settle wages owed for the applicable sick leave period. On the other hand, employers are generally not allowed to terminate employees while they are on approved sick leave. This safeguard protects workers during vulnerable periods. Exceptions may apply under specific legal grounds defined by labour regulations. These rules help ensure fair treatment.

When Employers Can Legally End Employment
Termination may occur if an employee exhausts their entitled sick leave and remains unable to return to work. In such cases, the employee remains eligible for end-of-service benefits according to labour law provisions. This ensures a structured and lawful exit process. Employers must follow due process before making such decisions. Documentation and medical evaluations often play a key role. The goal is to balance business continuity with employee rights. Clear guidelines help prevent disputes.

Additional Leave Rules Employees Should Know
Certain types of leave are treated separately under UAE law. Pilgrimage leave, for example, is a one-time unpaid leave and is not included within sick or annual leave entitlements. Employees are also prohibited from working for another employer during approved leave. If proven, this could lead to termination without notice and loss of salary for the leave period. These conditions reinforce accountability during absence. They also protect workplace fairness and operational stability.

What Happens if an Employee Fails to Return After Leave
Failure to report back after approved sick leave can lead to serious consequences. Employees may lose salary for the period of absence beyond the authorized leave. Employers may also initiate termination procedures if absence continues without explanation. Extended absence without notification could be treated as abandonment of employment. This may carry legal or administrative implications depending on the case. Clear communication with employers is therefore essential. Following proper procedures protects employment status and professional reputation.