Understanding Public Holidays and Leave Entitlements in the Gulf

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Balancing Work and Time Off in the Gulf: What Every Expat Should Know

Navigating work across Gulf countries like Qatar, the UAE, and Saudi Arabia comes with the added complexity of balancing leave rights with cultural expectations. This guide breaks down each country’s leave and public holiday laws from annual leave and sick leave to maternity, Hajj, and bereavement leave to help you maximize your time off while staying compliant and empowered.

1. Annual Leave: What’s Legally Mandated

United Arab Emirates

  • After one year of service, employees are entitled to 30 calendar days of paid annual leave 

  • Pro-rated leave at 2 days per month applies if service is between 6 months and one year.

  • Up to 15 days can be carried forward with employer agreement; unused leave may be paid out on termination Saudi Laws.

Saudi Arabia

  • Employees with 1–5 years of service receive 21 days of annual leave; those with 5 years receive 30 days' Vacation.

  • Leave scheduling is up to the employer but can only be deferred for up to 90 days after year-end, with written employee consent.

  • Any unused leave must be paid out at the end of service.

Qatar

  • While specific leave lengths vary, companies often follow a practice of 25 days of annual leave, with around 10 paid public holidays.

  • Plus, Qatar mandates paid leave for several public holidays including Eid Al Fitr, Eid Al Adha, National Day, and National Sports Day.

2. Public Holidays: Cultural Celebrations That Matter

Qatar

  • Paid public holidays include:

    • Eid Al Fitr (3 working days)

    • Eid Al Adha (3 working days)

    • Qatar National Day and National Sports Day.

UAE

  • Employees are entitled to paid leave during public holidays like National Day and Eid. If required to work, they must receive pay plus at least 50% extra or a compensatory day off.

Saudi Arabia

  • Key holidays include:

    • Eid Al-Fitr, Eid Al-Adha, Arafat Day, National Day, and Founding Day.

3. Special Leave Types: Beyond Annual Leave

UAE

  • Sick Leave: Up to 90 days after probation, with payment structured as:

    • 15 days: full pay

    • Next 30 days: half pay

    • Next 45 days: unpaid.

  • Maternity Leave: 60 days total; 45 days full pay + 15 days at 50% pay, with eligibility after one year of service.

  • Paternity Leave: 5 days paid.

  • Bereavement Leave: 3 days for Family; 5 days if spouse passes away.

  • Pilgrimage (Hajj) Leave: 30 unpaid days permitted once during career.

Saudi Arabia

  • Sick Leave: Up to 120 days annually:

    • First 30 days: full pay

    • Next 60 days: 75%

    • Final 30 days: unpaid.

  • Maternity Leave: 10 weeks (~70 days) paid; full pay after 3 years' service, 50% pay after 1 year.

  • Paternity Leave: 3 days paid.

  • Marriage Leave: 5 days paid.

  • Hajj Leave: 10–15 days (once per career after 2+ years of service).

  • Bereavement Leave: 5 days paid for close family death.

  • Educational/Examination Leave, Iddah Leave: Company-dependent or Sharia compliant.

Qatar

  • Bereavement Leave:

    • Death in Qatar: 3 days

    • Death abroad: 7 days.

  • Paternity Leave: Typically allowed for 5 days (not mandated by law).

  • Sick Leave: Up to 14 days annual paid leave, with medical proof.

  • Other special leaves like Hajj or marriage are generally not defined by law.

4. Smart Leave Management for Expats

  1. Know Your Entitlements by Country

    • UAE and Saudi offer structured, generous paid leave.

    • Qatar’s provisions are often employer-specific confirm in writing.

  2. Coordinate with Your Employer Early

    • Employers control leaves scheduling; agreement is needed for postponements.

  3. Document All Approvals

    • Keep email confirmations or HR records for leave entitlements and payouts.

  4. Plan Around Lunar Calendar Holidays

    • Islamic holidays shift yearly; businesses often plan sedulously stay informed.

  5. Maximize Long Breaks

    • Combine annual leave with Eid or national holidays for longer recharge periods.

  6. Use Special Leave Smartly

    • In Saudi and UAE, levers like maternity, Hajj, and bereavement leave can offer critical support during personal milestones.

5. Final Thoughts

In the Gulf, understand that leave policies blend legal expectation with cultural rhythm. While the UAE and Saudi have clear, regulated leave laws, Qatar often depends on employer agreements. The key is knowing your rights, planning proactively, and navigating cultural nuances to maintain work-life balance.

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