UAE Moms Alert: 98 Days Paid Leave Proposal

The UAE’s Federal National Council (FNC) has proposed an extension to paid maternity leave in the UAE for Emirati women in the public sector, recommending a minimum of 98 fully paid days, an increase from the current 90 days, alongside wider measures aimed at strengthening family protection and supporting working mothers. If adopted, the proposal would signal a continued shift toward family centred workforce policy, with meaningful implications for mothers’ career planning, employer obligations, and how families structure childcare in the critical first months after birth.

What the 98-Day Paid Maternity Leave Proposal Actually Means

The proposal focuses on enhancing early mother-child bonding and improving work life balance, particularly during the newborn stage where medical recovery, breastfeeding routines, and emotional support are most intensive. While the difference between 90 and 98 days may appear modest on paper, an additional fully paid week can materially impact recovery time, reduce the need for immediate childcare arrangements, and ease the transition back to work, especially for roles with demanding schedules.

Who Would Benefit and Why It Matters

The FNC discussion placed strong emphasis on the realities faced by working mothers, including those raising children under 10, caring for children with special needs, or supporting elderly parents. The recommendation is positioned as a family protection measure rather than merely an employment benefit, aligning maternity leave with broader national priorities around family stability, child welfare, and women’s continued participation in the workforce.

Flexible and Remote Work: A Bigger Shift Than the Extra Leave

Alongside extended leave, the FNC also recommended expanding flexible and remote work options for Emirati mothers with children under 10, with proposals to define national job classifications suitable for remote work and establish clearer approval timelines for flexible work requests. For many mothers, flexibility after returning to work can be just as significant as the leave period itself, as it affects daily caregiving, school routines, medical appointments, and overall family logistics.

Public vs Private Sector: Understanding the Current Rules

Maternity leave entitlements in the UAE currently differ by sector. In the federal public sector, eligible employees receive 90 days of maternity leave on full pay, along with designated breastfeeding breaks following return to work. In the private sector, maternity leave is generally 60 days, typically structured as 45 days on full pay and 15 days on half pay, with nursing breaks provided after return. Certain emirate level initiatives, including Abu Dhabi programmes, can support Emirati mothers in the private sector to reach up to 90 paid days through salary support mechanisms, subject to eligibility and employer approval processes.

Special Situations: Miscarriage, Sick Newborns, and Additional Leave

UAE maternity frameworks also include special provisions in specific circumstances, such as miscarriage after a prescribed pregnancy stage, medical complications, or newborn health conditions that may justify additional leave. The practical takeaway for families is that maternity leave planning should not be treated as one size fits all; eligibility and entitlements can change depending on sector, emirate level programmes, employment status, and medical documentation.

What Employers Should Prepare For

For employers, the proposed changes highlight a growing expectation that workplaces support family needs through formal policy, structured approvals, and operational planning. HR teams should monitor developments closely, review maternity and flexible work policies for legal alignment, ensure managers are trained to handle requests consistently, and plan workforce coverage to maintain continuity during leave periods. Organisations that adopt family-friendly policy frameworks early often benefit from improved retention, stronger morale, and reduced turnover costs, particularly in roles where training and onboarding are resource-intensive.

Practical Steps for Mothers Planning Their Leave

For mothers, the most important step is to confirm your entitlement based on your sector and emirate level programmes, then document your leave plan early with your employer. Where flexible work or remote work may be relevant after return, it is advisable to map out a proposed schedule, clarify job deliverables, and submit requests with sufficient time for review. If you face disputes over entitlements, delayed approvals, or ambiguous policy interpretation, early legal guidance can help protect your rights while preserving the employment relationship.

Conclusion

The FNC’s proposal for 98 fully paid days of maternity leave, combined with expanded flexibility measures, reflects a broader policy direction: supporting working mothers while safeguarding family stability. Whether you are an employee preparing for childbirth or an employer updating workplace policies, the message is clear, maternity rights and family protection standards in the UAE are evolving, and informed planning is essential to avoid preventable risk and confusion.

For businesses seeking guidance, Al Kabban & Associates, with over 30 years of experience in UAE law and recognition by Legal 500, stands ready to help corporations build resilience against legal risks while ensuring compliance with local and international standards. For more information or to schedule a consultation, contact us at +971 4 453 9090 or visit www.alkabban.com. You can also follow us on social media for more updates on everything law related in the UAE: @Alkabban_Law

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