Recent legislative changes across the Gulf Cooperation Council (GCC) have significantly altered employee leave rights, enhancing provisions in various countries. This comprehensive overview focuses on the updates concerning annual, maternity, paternity, bereavement, and specialized leave across the UAE, Saudi Arabia, Oman, Qatar, Bahrain, and Kuwait.
In the UAE, the annual leave structure is defined by Federal Decree Law No. 33 of 2021, detailing provisions for full-time and part-time employees, options for leave carry-over, and monetary compensation. Saudi Arabia’s 2025 Amendments have introduced substantial improvements, including longer maternity leave, structured paternity leave, new bereavement leave, clearer rules on annual leave calculations, and a formal compensatory leave option.
Oman’s new Labour Law under Sultani Decree No 53/2023 modernizes leave policies by expanding sick and parental leave, instituting caregiver and examination leave, as well as flexible unpaid childcare leave. In contrast, Qatar, Bahrain, and Kuwait have distinct leave policies emphasizing age-based annual leave thresholds and cultural-specific bereavement and marriage leave in Bahrain, along with specialized categories like medical companion and Hajj leave in Kuwait. These modifications reflect an increasing emphasis on employee welfare and adaptability within Gulf labor markets.
Oman’s Labour Law (Sultani Decree No 53/2023) is the most progressive, featuring extensive sick leave up to 182 days, 98 days of maternity leave, and new types of leave such as paternity and examination leave, alongside comprehensive bereavement policies. Although other nations, especially Saudi Arabia, are advancing through reforms, they do not yet match the inclusiveness of Oman’s framework. This article analyses the leave entitlements by country within the GCC and highlights which jurisdiction emphasizes employee well-being the most.
UAE: Clear and Flexible Annual Leave
Annual leave regulations are stipulated by Federal Decree Law No. 33 of 2021, commonly referred to as the UAE Labour Law.
Employees are entitled to 30 days of paid annual leave after completing one year of service, while those who have served for more than six months but less than a year are entitled to two days for each full month worked.
If an employee’s contract ends before they take their annual leave, they will receive compensation for any unused leave days, calculated from their basic salary.
Part-time employees receive annual leave based on their actual hours worked, as outlined in their employment contracts. Employees must utilize their leave within the year it’s granted, and employers are responsible for scheduling the leave dates in coordination with employees. Employers must inform employees about their leave dates at least one month in advance.
With the employer’s permission, employees may carry over their unused leaves to the next year or receive financial compensation for those days based on their basic salary. Employers cannot deny an employee’s right to annual leave for more than two consecutive years unless the employee opts for carry-over or cash compensation as per company policy.
Holidays or approved leave days falling within annual leave will count as part of that leave unless the employment contract stipulates otherwise. Employees who leave their job are entitled to payment for any unused leave, irrespective of its duration.
Saudi Arabia: Transformative Amendments in 2025
Saudi Arabia’s ongoing labor reforms, characterized by the 2025 Amendments, significantly enhance employee rights, particularly concerning leave entitlements.
Maternity Leave
The increase in maternity leave from 10 to 12 weeks with full compensation is a major change. Employees must take at least six weeks post-birth while having the option to use the remaining time at their leisure, with up to four weeks before the due date. Unpaid leave is also allowed in cases of delayed childbirth.
Paternity Leave
Paternity leave has been standardized to be utilized within seven days following the child’s arrival.
Bereavement Leave
The new provisions allow three days of paid leave in the event of a sibling’s death.
Compensatory Leave
Employees who work overtime are now entitled to compensatory leave or monetary compensation, with key stipulations including:
- 1.5 hours of compensatory leave for every hour of overtime.
- Provision of compensatory leave within 60 days of overtime worked unless otherwise agreed.
- A cap of 30 days for accrued compensatory leave per year.
- Eligibility for cash compensation for leftover compensatory leave upon employment termination.
Annual Leave
The provisions regarding annual leave remain unchanged; the calculation method has been clarified to distinguish between calendar days and working days. The 2025 Amendments introduce a new standardized employment contract template, specifying that annual leave will be assessed based on working days.
Oman: Comprehensive Leave Framework via New Labor Law
Oman’s Cabinet has launched a substantial update to its Labor Law, replacing the old framework with the newly enacted Sultani Decree No 53/2023 in 2023.
This reform greatly enhances employee leave entitlements, broadening existing categories and adding new types to cater to diverse personal and familial situations.
Annual Leave
- New Law: 30 days of annual leave granted after six months of service.
- Old Law: No changes.
Sick Leave
- New Law: Sick leave now extends to 182 days, divided as follows:
- Days 1-21: Full pay
- Days 22-35: 75% pay
- Days 36-70: 50% pay
- Days 71-182: 35% pay
- Old Law: Capped at 10 weeks with decreasing pay tiers.
Paternity Leave
- New Law: 7 days provided.
- Old Law: Not previously available.
Maternity Leave
- New Law: 98 days.
- Old Law: 50 days.
Marriage Leave
- New Law: 3 days with no restrictions on frequency.
- Old Law: Same provision, but with frequency limits.
Bereavement Leave
- New Law:
- 3 days for a parent, grandparent, or sibling’s death.
- 2 days for an aunt or uncle’s death.
- 10 days for the death of a spouse or child.
- 130 days for a working Muslim wife in case of her husband’s death.
- 14 days for a non-Muslim wife in similar circumstances.
- Old Law:
- 3 days for immediate family members.
- 130 days for a working Muslim wife in connection with her husband’s death.
Hajj Leave
- New Law: 15 days to be taken once during employment.
- Old Law: No changes.
Examination Leave
- New Law: 15 days granted for Omani employees for examinations.
- Old Law: Not available.
Accompanying Leave
- New Law: 15 days for Omani employees to accompany a patient who is closely related.
- Old Law: Not available.
Unpaid Childcare Leave (Female Employees)
- New Law: One year.
- Old Law: Not available.
These updates indicate a shift toward a more inclusive understanding of employee welfare with enhanced flexibility and support for a variety of life situations.
Distinct Leave Protocols in Qatar, Bahrain, and Kuwait
Qatar
For workers with over one year of service, the minimum annual leave is three weeks for those with service from one to five years, and four weeks for those with five or more years of service. Employers may set leave dates based on operational needs.
The worker’s basic wage applies during annual leave, and unused leave cannot be forfeited except stated otherwise. If employment ceases, the worker is entitled to compensation equal to annual leave wages calculated at the basic pay depending on remaining days.
Maternity Leave: Provided to women with more than one year of service, comprising 50 days at full pay and requiring medical certification. Upon remaining fewer than 30 days after childbirth, additional leave may be taken from annual leave or unpaid. If an employee’s health prevents them from returning, they may receive unpaid leave for up to 60 days.
Sick Leave: Available after three months with documented medical proof, covering two weeks at full pay and another four weeks at half pay. Subsequent leaves are unpaid. An employee’s employment can be terminated after 12 weeks upon the physician’s report regarding their condition.
Pilgrimage Leave: Muslim workers can request up to twenty days of unpaid leave to perform Hajj once during their employment, subject to employer’s discretion.
Bahrain: Balancing Religious and Family Leave
Employees are entitled to three days of fully paid leave for marriage, bereavements up to the fourth degree, or a spouse’s relatives up to the second degree. Maternity leave grants one full-pay day upon the birth of a child, and Muslim females receive a month of full pay during their husband’s death followed by three months of female mourning leave, unpaid if no annual leave is available.
Public holidays entitle workers to full-pay leave, while misalignment with weekends and holidays allows substitution days for labor. Sick leave is available post three months of service, covering 15 days at full pay, 20 days at half pay, and an additional 20 without pay, limited to 240 total sick days.
Kuwait: A Summary of Leave Rights
Annual Leave: Article 70 states employees are entitled to 30 calendar days of paid leave after nine months of continuous service, with public holidays during this period not deducted. Employees may accumulate leave for up to two years.
Sick Leave: Article 69 allows for up to 75 days of sick leave annually, with rates varying by duration:
- First 15 days at full salary.
- Next 10 days at 75% of salary.
- Following 10 days at 50% of salary.
- Next 10 days at 25% of salary.
- Final 30 days unpaid.
Sick leave counts towards service duration and does not affect end-of-service benefits.
Maternity Leave: Female employees are entitled to 70 days of fully paid leave, with additional unpaid leave for caring for newborns. Lactating mothers are allowed breaks for breastfeeding, and terminating employment during maternity leave is prohibited.
Paternity Leave: Currently, there are no statutory provisions for paternity leave in Kuwait.
Compassionate Leave: Up to three paid days for the death of close relatives may be granted under Article 77.
Academic Leave: Paid academic leave may be offered for relevant education, with a return requirement post-study. The period for academic leave cannot exceed five years.
Iddah Leave: Muslim female employees receive fully paid leave of four months and ten days after their husband’s death. Non-Muslim female employees are entitled to 21 days paid leave under similar circumstances.
Marriage Leave: No legal provision for marriage leave exists; employees must use annual leave for this purpose.
Oman: A Leader in Comprehensive Leave Benefits
When examining the range, flexibility, and inclusiveness of leave benefits among GCC nations, Oman currently excels in offering the most comprehensive leave regime per its newly enacted Labour Law (Sultani Decree No 53/2023).
Reasons Why Oman Excels
- An extensive sick leave benefit of up to 182 days per year, surpassing all other GCC countries, with a pay structure that fairly compensates based on duration.
- Enhanced parental leave with 98 days for maternity and 7 days for paternity, as well as a full year of unpaid childcare leave for women, unmatched in the region.
- New categories for leave, including examination, caregiver, and patient accompaniment leave, which cater specifically to familial and educational commitments.
- Comprehensive bereavement leave that reflects cultural sensitivities, allowing up to 130 days for specific family deaths.
- Retaining marriage and pilgrimage leave, ensuring a well-balanced leave structure throughout various life stages.
Comparative Overview with Other GCC Countries
- Saudi Arabia’s 2025 Amendments represent significant progress in introducing bereavement and compensatory leave along with improved maternity provisions, although some benefits are discretionary.
- The UAE has a robust leave framework, especially regarding annual leave and treatment of part-time employees, but lacks the sick and parental leave breadth present in Oman.
- Qatar offers practical leave provisions but limits maternity to 50 days and does not formally acknowledge paternity leave.
- Bahrain and Kuwait maintain culturally specific provisions yet present less comprehensive parental and caregiver support compared to Oman.
Key Advantages of Oman’s Strategy
- Achieves a harmonious balance between public and private sector needs while integrating modern welfare principles.
- Acknowledges diverse family structures and life stages, including childbirth, marriage, elder care, and bereavement scenarios.
- Implements clear policy improvements in alignment with international labor standards without compromising employer rights where necessary.
Conclusion
Oman leads the GCC in offering the most progressive, inclusive, and balanced leave entitlements, thereby establishing a regional standard for employee welfare. While other countries, particularly Saudi Arabia and the UAE, are making substantial advancements in this area, Oman’s proactive and holistic framework provides a more extensive safety net for workers in various life circumstances.