Can Employers Refuse Maternity Leave in the UAE?

If your organisation in the UAE has female employees, you must be aware of maternity leave and the related regulations. Under Article 30 of Federal Decree-Law No. 33 of 2021, every female employee in the private sector gets 60 days of maternity leave (45 at full pay and 15 at half pay). Beyond that, we’ll explore a bit more about what an employer should do to comply with the law.

Can Employers Refuse Maternity Leave?

No. As an employer, you can’t refuse to approve maternity leave in the UAE. Under UAE law, working mothers are entitled to 60 days of maternity leave, including 45 days of full pay and 15 days of half pay.

The termination of a female worker due to pregnancy is also unlawful. If an employer does so, the employee can file a complaint with MOHRE, which may result in legal repercussions.

Are Employers Obligated to Provide Maternity Coverage Under Group Health Insurance?

While taking maternity leave, many working women look for maternity coverage under their employer-provided group health insurance plan. But what happens if the employee health plan of your company does not cover maternity?

Many companies include maternity cover in their group medical insurance plans, but it is not mandatory across all the UAE Emirates. In Dubai, maternity coverage is compulsory under the Dubai Health Authority (DHA), while Abu Dhabi has similar requirements under the Department of Health. In the Northern Emirates, employers are not required to offer maternity cover. Whether it is included usually depends on the type of group health plan — basic or comprehensive.

In short, employers are obligated to offer maternity coverage in Dubai and Abu Dhabi, but not across the UAE. If you also fall into this category, make sure to provide comprehensive medical insurance for your employees.

What Happens If an Employer Refuses Maternity Leave?

As mentioned earlier, if an employer refuses maternity leave or violates these rights, the employee can raise the matter with the Ministry of Human Resources and Emiratisation (MOHRE). Employees should keep relevant documents, such as leave requests and HR communications, to support their complaint if needed.

In case of non-compliance with the law, companies can face legal penalties and be asked to pay compensation as directed by the UAE court. Moreover, such a case may tarnish the company’s reputation.

Quick Compliance List for HR and Companies

• Check the Maternity Cover: Make sure your group health plan includes maternity cover and know exactly which tier covers it, before you actually need it.
• Set a Clear Notice Process: Ask employees to submit a written notice along with a medical certificate confirming the due date. A 30-day advance notice is a common practice, even though the law does not set a specific notice period.
• Get Payroll Right: Make sure your payroll team is aligned on the 45/15 pay split. This is one area where even small manual errors can quickly cause problems.
• Keep Leave Discussions Formal: A manager should not handle a maternity leave discussion informally. Make sure every request passes through HR and keep a proper paper trail.
• Review the Policy Every Year: Labour laws can change. Running a 2021-era policy in 2026 is an easy way to find yourself on the wrong side of an inspection. Be aware of the changing laws and regulations.