Being ill in Dubai is stressful enough without worrying whether a day in bed will cut your pay or put your job at risk. Sick leave in the UAE does have clear protections, but they come with conditions β especially around medical certificates, how quickly you notify your employer, and how long you have been in the job. This guide explains how it typically works for private-sector staff under MOHRE rules. Confirm your own position on mohre.gov.ae or u.ae, because contracts, free-zone rules and sector policies can differ.
When sick leave is paid, half-paid or unpaid
For most private-sector employees who have completed probation, sick leave is typically structured in bands over a year: a first period at full pay, a following period at half pay, and a further period unpaid, up to a total maximum of around 90 days per year. The commonly cited pattern is around 15 days full pay, then around 30 days half pay, then around 45 days unpaid, but treat those numbers as approximate and check the current law and your contract.
Timing matters. Sick leave during probation is typically unpaid, although an employer may be more generous. Illness caused by certain misconduct may also be excluded. Part-time arrangements can differ. If you are unsure which band you are in, ask HR for a written breakdown rather than guessing from a payslip β a shortfall is easier to correct in the same month.
Medical certificates and notifying your employer
The certificate is the part that decides most cases. Typically, you should notify your employer as soon as reasonably possible β often expected within a short window of around two to three days β and provide a medical report or certificate from a licensed medical authority or recognised clinic or hospital. A pharmacy note or an informal message from a doctor who has not examined you is unlikely to be enough.
- Tell your manager the same day if you can, even if the certificate follows later.
- Use a licensed facility; in Dubai that will usually mean a DHA-licensed clinic or hospital, or a recognised federal facility.
- Make sure the certificate states the dates and the recommended rest period clearly.
- Keep the original and send a clear copy through your HR system or email.
- If you are asked to attest a certificate for a longer absence, follow HR guidance promptly.
Many Dubai clinics issue certificates through official systems. Do not backdate or buy a dubious certificate from an unlicensed source β a genuine record of attendance protects you if MOHRE or your employer questions it.
Job protection β and its limits
Generally, an employer cannot terminate you simply for taking legitimate sick leave while that leave is running and properly documented. That protection is important, but it is not unlimited. If sick leave is exhausted and you remain medically unfit to return, or if absence is undocumented and unexplained, the position changes. Separate rules can also apply where a medical report after probation confirms permanent unfitness for the role.
Protection also depends on honesty and process. Repeated short absences without certificates, refusing a reasonable medical review, or working elsewhere while certified sick can undermine your case. Equally, you should not be pressured to work through a certified rest period. If a dispute arises, keep a calm paper trail: notification messages, certificates, HR replies and payslips. Free-zone employees may need to raise the issue with their authority first; mainland private-sector staff can seek guidance through MOHRE.
Returning to work and longer illnesses
For a longer illness, stay in touch at agreed intervals rather than going silent. Ask whether a phased return, lighter duties or using annual leave after sick leave ends is possible β an employer may agree, even if not obliged to. An updated certificate helps both sides plan cover.
If pay has been reduced, check which band each day fell into before challenging it. Count weekends and public holidays as your contract and the law treat them, not as you assume, because that often explains an apparent error.
In short: notify early, get a proper certificate from a licensed provider, and keep copies of everything. Those three habits preserve both your pay entitlement and your job protection, and they make a difficult week far easier to sort out when you are back on your feet.