If you work in UAE jobs and your approved annual leave clashes with a major project deadline, can your employer force you to work? The short answer: no, not without your agreement. Under UAE Employment Law, annual leave is a legal right, and employers cannot unilaterally demand that employees work during that period. Dismissing someone solely because a deadline overlaps with approved leave may also be challenged as arbitrary termination.
Annual leave in UAE jobs is governed by Federal Decree-Law No. 33 of 2021, commonly referred to as the Employment Law. Article 29 states that employees must take their leave in the year they are entitled to it. Employers can schedule leave dates based on operational needs, but they must coordinate with employees and provide at least one month’s notice. Once leave is approved under these rules, it becomes a protected entitlement. That means employers cannot casually override it due to workload pressures.
Legally, an employer cannot compel an employee to work during approved annual leave. Leave is designed as uninterrupted rest time, not remote working under pressure. However, both parties may mutually agree to adjust arrangements if business needs require flexibility. In such cases, compensation becomes essential. If an employee works during leave days, the employer must either grant alternative leave or provide additional pay for those days.
A project timeline does not automatically cancel approved leave. Employers are expected to plan resources responsibly, including delegating tasks or adjusting schedules. If management assigns a long-term project just before leave and refuses to reallocate it, that may create operational risk — but it does not erase your legal rights. The law prioritizes structured leave management over last-minute pressure. Employees should communicate concerns formally and document all approvals.
If an employer terminates someone solely because a project deadline overlaps with approved leave, that dismissal could be considered arbitrary. Article 47 of the Employment Law outlines protections against unfair termination. If a dismissal is deemed arbitrary, courts may award compensation of up to three months’ salary based on the employee’s last wage. This is separate from notice pay and end-of-service benefits. Legal recourse exists if termination lacks valid grounds.
Failure to complete a project due to approved leave does not automatically justify termination. Performance expectations must align with realistic scheduling and lawful entitlements. If leave was granted in compliance with UAE law, penalizing an employee for taking it could weaken an employer’s legal position. That said, maintaining clear communication is critical. Proactively discussing workload adjustments may help prevent escalation.
If you face pressure to work during annual leave, first confirm your leave approval in writing. Consider proposing alternative solutions, such as shifting timelines or delegating specific tasks. If you voluntarily agree to work, negotiate written compensation terms before proceeding. Should disputes arise, employees can seek assistance from the Ministry of Human Resources and Emiratisation (MOHRE). Filing a complaint ensures the matter is reviewed under the Employment Law framework.
Annual leave is not optional — it is a statutory right. Employers may coordinate scheduling, but they cannot unilaterally force employees to work during approved time off. Dismissal over a leave-related scheduling conflict may qualify as arbitrary termination. In fast-paced workplaces, deadlines matter, but compliance with employment law matters more. Understanding your rights ensures you protect both your job and your well-being.
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