Employer of Record United Arab Emirates
United Arab Emirates Statutory Leave
Employer of Record United Arab Emirates
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Find out all about employing in the United Arab Emirates
United Arab Emirates Maternity Leave
United Arab Emirates law mandates maternity leave at different rates, depending on the length of employment.
Employees with 12 months service or more are granted 60 days of paid leave. The first 45 days are at full pay, the remaining 15 at half pay. In addition, employees may take a further 100 days of unpaid maternity leave.
Employees with less than 12 months service are granted 45 days of paid leave, all paid at half pay. Female employees are also granted this leave when adopting a child less than 3 months old.
Paternity Leave in United Arab Emirates
Paternity leave in the United Arab Emirates is 5 days with full pay, which must be taken within six months from the birth date of the child.
Unpaid Hajj Leave
An employee is allowed a one-off 30 days of unpaid time off to make the Hajj to Mecca.
United Arab Emirates Annual Leave
After a year of employment, both full-time and part-time employees are entitled to paid time off, accruing at 2.5 days a month. Between 6 and 12 months of employment, this reduces to 2 days accrued per month.
Unused days may be collected & carried over, or paid out in lieu. Unused days must be paid out on termination of employment.
Public Holidays in United Arab Emirates
For any government-declared holiday, both private and public sector workers are guaranteed a paid day off with full pay.
The United Arab Emirates observes 7 national holidays, lasting a total of 14 days. These are:
- Eid al-Fitr Holiday
- Arafat Day
- Eid al-Adha
- Islamic New Year
- Prophet Muhammad’s Birthday
- Commemoration Day
- National Day
United Arab Emirates Sick Leave
After completing the probationary term and three months of continuous employment, an employee is entitled to up to 90 days of sick leave annually. The first 45 days are paid by the employer, at full base salary for the first 15 days, and half base salary for the remaining 30 days of the paid period. After this paid period, the remaining 45 sick days are unpaid.
If an employee’s misconduct directly contributed to their illness, they are not entitled to any pay while on sick leave.
Subject to the employer’s approval, unpaid sick leave may be taken, if a medical report is provided which deems the time off to be necessary.
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We are United Arab Emirates Employer of Record experts
We have extensive experience helping businesses expand their workforce in the United Arab Emirates. Take a look at our areas of expertise to find out more:
Find out how payroll works in the United Arab Emirates and what you can expect when it comes to salaries, bonuses and rates of pay
Learn more about how you can attract and retain staff in United Arab Emirates with both statutory and enhanced employee benefits
Unsure what’s required when employing staff in the United Arab Emirates? Find out about the United Arab Emirates Work Permits and Visas
Wondering what it’s like to work in the United Arab Emirates? We’ve got you covered in our extensive guide
We deliver a fully managed EOR Service in the United Arab Emirates, including Payroll, HR and Legal compliance support
Without Agility EOR, our ability to move quickly and scale would be extremely limited. Superb work from A to Z.
Frequently Asked Questions
Payrolling the employees is a key part of the service offered by an EOR company. The EOR will calculate and remit all taxes, social securities and similar payments, on behalf of both employer and employee. The client will be invoiced in advance by the EOR company, for the total cost of the payroll.
Yes. Our clients are free to dictate the structure of the employees’ remuneration including any bonuses or commissions they wish to offer. In some countries, there is a statutory requirement to provide “bonuses”, for example in the form of Christmas or holiday allowances.
Yes. Agility EOR will calculate what pay is due upon termination of an employee, factoring in such things as any untaken leave entitlements.
We find that most of our clients are in the Tech, IT, Finance and Professional Services industries. However, we have acquired the skills, knowledge and experience to help all industries across the globe.
As a private company, we’re not beholden to shareholders or asset-shredding Private Equity targets. We aim to build long-term relationships with our clients. At Agility EOR, our approach is that we never forget that our business is all about people. Our Employer of Record solutions are tailored to each requirement, not a one-size-fits-all tech platform. We do the right thing by our clients and by the laws of each country we operate in. And we believe in openness; if we don’t feel we can offer you the best solution for a specific territory, we’ll say so.
We pride ourselves on our personable-approach so once you enter your new employees details into our dedicated platform, we’ll arrange a call with you to go through the details of the employment contract where together we can review and amend to your requirements. We liaise directly with your employee to build a rapport and obtain the necessary information to hire them compliantly, and set them up ready for their first payroll.
We never stop delivering! Even if you’re employee has been onboarded and is happily working for you and being paid each month, we’re here to partner with you whenever you or your employees need us. Even your ex-employees may need our assistance for tax documents, proof of employment requests etc… Our service never stops!