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compassionate leave

Brief Overview on Compassionate Leave in UAE

The UAE Labor Law does not contain any provisions regarding compassionate leave. An employee is entitled to at least 5 days of paid leave in the event of the death of a spouse. In addition, the company grants approximately three days of leave for the death of a child, parent, sibling, grandchild, or grandparent.

This is subject to proof of death if requested by the employer. In this article, we will discuss mandatory leave in the UAE. We present the types of special leave that employees can take and the conditions for taking them.

What is Compassionate Leave?

compassionate leave

Compassionate leave is very important in the UAE, so you need to know what compassionate leave is. This means that employees are given time off to deal with family emergencies.

Compassionate leave UAE usually involves caring for a sick family member. This includes parents, spouses and children. We will make all necessary arrangements for your loved one’s last rites. It is the responsibility of each organization to set its own specific leave policies.

Therefore, you must meet the following requirements:

  • Time off.
  • Take paid or unpaid leave.
  • You may take additional leave or leave for a non-employee.
  • Bereavement or compassionate leave.
  • When and to whom to report an emergency.
  • Managing employees’ return to work.

How to request compassionate leave?

What to Expect during Compassionate Leave?

How to apply for compassionate leave?

It may seem a little cruel to deprive an employee of the time needed to deal with a problematic situation. However, the problem with such situations is that they are unpredictable.

Therefore, at any given time, you can influence not only that employee, but also another employee at the same time. As a result, mandatory holidays in the UAE are very short. As a result, companies do not have time to prepare for an employee’s absence.

It is often impossible to know when an employee will be able to return to work, and if they will be able to return to work in the best possible condition. Other team members can pick up the slack, but this can increase stress.

Even short absences can potentially create a culture of resentment. However, this is not the fault of the absent employee, and the situation is not due to a lack of effort on the part of the employee.

But to the fact that the company was not adequately prepared for such an emergency. So, if you want to start a small business in the UAE, you need to understand how difficult it is to get carer’s leave.

However, if you have good policies in place, minimize the risk of disruption and give employees time to recover, it is not a big problem.

Time to Grieve

How many days compassionate leave in uae?

  • In fact, compassionate care leave is not statutory leave and therefore not paid leave. However, many employers offer paid leave to help employees get through difficult times. If you are lucky, your sick leave may be paid.
  • This depends on your company’s leave policy. It is important to be clear about your company’s paid leave policy. The best way to do this is to make it clear in your employment contract or bylaws.

Duration of Leave

  • Every employee, as stipulated in Article 29 of Federal Legislative Decree No. (33) of 2021, is entitled to 30 days of fully paid annual leave after completing one year of service. However, the company grants two days per month to those who complete six months.
  • If you have not used all of your annual leave before your employer terminates your employment, you are entitled to leave equal to a portion of your last years’ service.
  • Compassionate leave is typically based on the employee’s relationship to the deceased, with next of kin entitled to full bereavement leave. But the loss of a friend or pet can be just as devastating.
  • This presents a challenge for employers trying to strike the right balance. Each case should be given some flexibility to be dealt with individually by them.
  • In general, bereavement leave ranges from 3 to 5 days for the death of a close relative (spouse, partner, sibling, child) and for the death of a less close parent (grandparent, grandchild, in-law). days)
  • One day for aunts and uncles and uncles and aunts. This is not very generous, since a death in the family may require travel, work, funeral arrangements, etc.
  • If your employer terminates your employment before you have used all of your annual leave, they must grant you leave equal to a portion of your last year of service. A balanced, collaborative and flexible approach is better for both employees and employers.

Logistical Aspects

  • In fact, compassionate leave is not a legal leave and therefore is not paid leave. However, many employers offer paid leave to help employees through difficult times. If you are lucky, you may be able to pay for your treatment.
  • This depends on your company’s leave policy. It is important to be clear about your company’s pay policy during special leave. It is advisable to write it down in your employment contract or in a legal document.

Emotional Support

  • Most companies do not address specific permissions in their policies and procedures.
  • Separate yourself from pain and other licensing practices. Keep in mind that these reasons can happen when you least expect it.

Communication with Employer

  • Employers are required by law to give employees at least one month’s notice of their leave. This allows employees to plan their time off effectively.

Preparing for Return to Work

Some employers recognize that they assign work to their employees and choose to offer flexible work options. This may include:

  • Temporary work-from-home options.
  • This is a short-term job.
  • Job details will change.

Large employers offer a lot of leave, but good employers provide real care and support for their employees while they are on leave and when they return to work. Avoid contact when you are away for work reasons not directly related to your special leave and, if possible, try to find a secret place to de-stress when you return.

Employees need proper support and readiness to return after a period of special leave. This may include holding regular one-on-one meetings to discuss any support they may need.

Providing a step-by-step plan for their return to work, and generally providing support immediately upon their return. It may also mean being more attentive and understanding of their small mistakes.

Flexibility and Adjustment

Section 29 also allows you to take cash in lieu of leave if you have more than two years of annual leave. This flexibility benefits both you and your employer.

Understanding UAE Labour Law Compassionate Leave

Most companies do not have a specific vacation policy. Generally, the reasons vary. For example, it can be an unconscious or conscious decision. But it is a disastrous tool.

Even the most hardworking and loyal employees do not hesitate to leave their jobs when a family emergency arises. It is not the employee’s fault if he or she does not have a contingency plan for sudden and indefinite absence.

As far as they are concerned, any disruption or loss you suffer as a result of the emergency is theirs. In addition, treating your employees disrespectfully during this difficult time will soon cause them to look for a new company.

The question is what an appropriate family leave policy should look like. It depends on the size of the company and the position of the employee requesting leave. Facebook, for example, has an interesting and thoughtful leave policy.

An employee is entitled to 20 days of special paid leave in the case of a death in their immediate family. It also guarantees other family members 10 days and up to six weeks of paid leave to care for a sick family member.

In 2015, a business owner lost her husband. Like others, she found that she needed time away from work to deal with the trauma. All companies that support their employees need to know that they are doing the right and smart thing.

The goal is to help them achieve their mission, improve results, and increase employee loyalty and performance. You can achieve positive results by implementing a compassionate leave ua policy similar to the example above.

Difference Between Compassionate Leave and Bereavement Leave

compassionate leave

Both can help employees deal with personal crises or emergencies. For example, the illness or death of a family member or close friend.

However, it is important to clarify that bereavement leave and sick leave are different. Condolence leave is a paid leave of absence Employees primarily use it when they take time off after the death of a loved one.

Compassionate leave, is time off to deal with difficult or stressful situations. For example, if a loved one becomes seriously ill or injured, or if there is a fire or flood in your home. In the United Arab Emirates, the compassionate leave uae labor law is allows for mourning leave.

Also, it is silent on friendly leave. Employees often take emergency leave, even when this is not the case. Especially in two very important areas: productivity and long-term employee retention.

Offering this extra time off is a unique way to show your employees that you value them. It shows that you care about their health. You also want to help your employees achieve a better work-life balance.

What is the duration of compassionate leave?

  • The length of the mourning period depends on several factors. The most common difference between types of leave is the relationship between the employee and the deceased.
  • In most cases, employees receive at least three days of bereavement leave when a death occurs in the family. This leave typically includes parents, siblings, adopted children, stepchildren, spouses or domestic partners, grandparents, stepparents, and parents-in-law.
  • However, many companies offer up to two weeks of paid time off and sometimes overtime as an unpaid benefit. Some companies may limit the length of unpaid bereavement leave.
  • Although it is common for non-family members to receive at least one day of paid leave, some organizations offer more paid leave. Many organizations provide a short leave of four hours to attend funerals and memorial services of co-workers.
  • As family structures move away from the “nuclear” stereotype, people begin to develop different and more complex relationships.
  • Some people may raise a guardian or assume primary responsibility for a friend’s assets. This makes it more difficult to determine how much time each person needs to grieve.

Six Tips for Creating a Compassionate

Leave Policy Every company’s specific needs and roles are different, and a one-size-fits-all approach will not always work when creating a well-designed uae compassionate leave policy.

It is important to remember why the policy exists, and to ensure that team members receive the appropriate support during difficult times.

When creating your company’s leave policy, keep the following in mind.

  1. Specify what situations are covered, the length of the leave granted, and whether it is paid or unpaid in each case.
  2. Make sure your policy clearly states your employees’ rights.
  3. Describe the process employees must follow to notify their managers of the need for special leave.
  4. Allow for flexibility to meet the individual needs of each employee.
  5. Make sure your policy is readable, understandable and accessible to all employees.
  6. Supervisors should be trained to apply the policy correctly and compassionately.

In Summary

By recognizing that a personal emergency is more than just grief, companies can demonstrate their commitment to employee well-being and improve overall company culture.

Adopting a uae compassionate leave policy will not only meet the diverse needs of your employees. But will also send a strong message that your employees’ personal lives matter, leading to a more collaborative and connected work environment.

Some large employers have employee assistance programs that offer hotlines and counseling. Check with your employer to see what support is available to you. This is usually a confidential service.

medical certificate

This means that your employer will not get any information about what you tell your counselor or hotline counselor. Just contact us to learn more.

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