Bereavement leave in the United Arab Emirates
Reviewed by Mellow Editorial Team, HR & payroll content team
Bereavement leave in the UAE is governed by Federal Decree-Law No. 33/2021. The entitlement varies depending on the employee's religion and the relationship to the deceased, and it applies to all private-sector employees regardless of nationality.
What the law says
Federal Decree-Law No. 33/2021 sets out bereavement leave as a form of special paid leave. Employees are entitled to the following:
- Five days on the death of a spouse
- Three days on the death of a parent, child, sibling, grandparent or grandchild
These days are paid at the employee's full wage and begin from the date of death. The leave applies to all private-sector employees in the UAE, whether UAE national or expatriate.
Additional leave for Muslim employees
Muslim employees are entitled to further paid bereavement leave in specific circumstances rooted in Islamic tradition:
- A Muslim widow is entitled to iddat leave of 40 days following the death of her husband. This is a religious observance period and is in addition to the standard five-day spousal bereavement leave.
- Where a Muslim employee experiences the death of a relative, the employer should be aware that cultural and religious obligations may require time beyond the statutory minimum. While the law does not mandate additional days in those cases, many employers in the UAE accommodate reasonable requests.
Iddat leave is a legal entitlement under Federal Decree-Law No. 33/2021, not a discretionary benefit. Employers cannot refuse it.
How the leave interacts with other entitlements
Bereavement leave is separate from annual leave. An employee cannot be required to use their 30 calendar days of annual leave entitlement to cover a bereavement. The days must be granted in addition to any accrued leave balance.
If a public holiday falls within a bereavement leave period, the standard position is that public holidays do not extend bereavement leave — the days run concurrently. Employers should state their position on this clearly in their HR policies to avoid disputes.
Bereavement leave also does not affect an employee's end-of-service gratuity calculation. Periods of approved paid leave count as continuous service for the purpose of the gratuity accrual under Federal Decree-Law No. 33/2021.
What employers should document
When an employee requests bereavement leave, it is reasonable to ask for supporting documentation — a death certificate or equivalent official record. This is standard practice and helps maintain accurate payroll and attendance records, particularly for WPS compliance.
Keep a clear paper trail:
- The employee's written or verbal notification of the death
- The date the leave commenced
- Any supporting documentation provided
- The dates the employee returned to work
If your business operates across different emirates or jurisdictions, note that free zone authorities generally follow the same Federal Decree-Law provisions for bereavement leave, but it is worth confirming with your specific free zone authority if you have any doubt.
Building a bereavement policy that goes beyond the minimum
The statutory entitlements are a floor, not a ceiling. Many UAE employers — particularly those with international workforces — choose to offer more generous terms in their employment contracts or HR handbooks.
Considerations worth including in a written policy:
Extended leave for expatriate employees. An employee whose family is overseas may need additional unpaid leave to travel, attend a funeral, and return. Granting a reasonable amount of additional unpaid leave is both humane and practical — it tends to reduce the risk of employees resigning rather than managing within a tight leave window.
Compassionate leave for close relationships outside the statutory list. The law specifies a defined list of relatives. Close relationships — a step-parent, a close friend, a long-term partner — are not covered. A policy that addresses these gaps prevents ambiguity and demonstrates that the organisation handles sensitive situations with care.
Clarity on remote or part-time employees. If an employee works a reduced schedule, define whether bereavement leave is calculated in calendar days or working days, and how partial days are handled.
A written policy does not need to be lengthy. A single page that restates the statutory entitlements, sets out the documentation process, and describes any additional provisions the company offers is enough. Employees facing grief should not have to negotiate — a clear policy removes that burden from both sides.
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