In the UAE private sector, employees are entitled to paid compassionate (bereavement) leave: 5 days for the death of a spouse and 3 days for the death of a parent, child, sibling, grandparent or grandchild
The loss of a loved one is one of life’s most difficult moments. During such times, employees need space and support, and employers must balance compassion with compliance.
This guide translates MOHRE requirements into a clear, deployable policy; highlights how DIFC/ADGM and other GCC jurisdictions differ; and outlines payroll, visa and record-keeping essentials.
What MOHRE Actually Says About Compassionate Leave (and What It Doesn’t)
Understanding the exact legal framework is the foundation of any policy. The Ministry of Human Resources and Emiratisation (MOHRE) has set out specific entitlements, but there are also areas where employers must interpret the law with sensitivity. Getting this balance right helps ensure both compliance and compassion.
UAE Labour Law Article 32 (Various Leaves) provides a paid bereavement leave of 5 days (spouse) and 3 days (parent, child, sibling, grandchild, grandparent). It applies from the date of death and requires proof from the concerned authorities. The law does not specify “working days.”
Government guidance for HR teams.
The UAE Government’s official portal reiterates the entitlement, offering clarity for HR managers when communicating to staff during sensitive circumstances.
Fast facts
• Entitlement: Paid leave, 5 days (spouse); 3 days (immediate family).
• Timing: From the date of death, not the date of notification.
• Proof: Accept official death certificate (local or foreign) and translations/attestations as required.
• Counting days: Law doesn’t specify “working days”; draft your policy explicitly to avoid misunderstandings.
Where Employers Must Take Extra Care
Policies are not just about legal wording, they are about how they play out in practice. There are several points where ambiguity or poor communication can create unnecessary stress for employees. By addressing these issues directly, employers can ensure their policies provide clarity and comfort at a time when it matters most.
1) Clarity on day-count.
Because Article 32 does not say “working days,” ambiguity can arise. If your contract or handbook is silent, questions around weekends and public holidays can cause distress at an already difficult time. Be explicit: are days calendar or working? State this clearly.
2) Supporting employees facing loss abroad.
The law requires “proof from the concerned authorities” but doesn’t prescribe format. For deaths abroad, set out clear rules for acceptable documents, translations, and approvals and give employees reasonable time to provide them.
3) Payroll and WPS compliance.
Bereavement leave is paid leave. Ensure payroll and WPS files reflect this correctly, so employees are not burdened by financial delays during a grieving period.
4) Free-zone and GCC considerations.
Rules differ in DIFC, ADGM, and other GCC jurisdictions. Policies must be tailored so employees receive consistent support while employers remain compliant.
Mainland vs. Free-Zones: How Policies Differ
The UAE is unique in that employment law differs depending on whether employees are hired on the mainland under MOHRE, or in free-zones like DIFC and ADGM. Compassionate leave entitlements are not always identical, and employers need to tailor their approach depending on jurisdiction. This section explains the distinctions and how to manage them effectively.
DIFC & ADGM operate independently.
- DIFC and ADGM have separate employment laws. While many entitlements are similar, compassionate leave may not be expressly provided for, requiring employers to set their own policy provisions.
- ADGM example: Its Employment Regulations list various leave categories but do not explicitly mention bereavement leave. Best practice is to embed compassionate leave contractually to ensure employees are supported.
Building a MOHRE-Compliant Compassionate-Leave Policy
A well-written compassionate leave policy is more than a legal requirement, it is a reflection of an employer’s values. It should be clear, fair, and practical, ensuring employees feel supported and HR teams have the tools to administer it consistently.
Objectives.
- Provide genuine support during bereavement.
- Ensure compliance with UAE Labour Law.
- Create operational clarity for HR and payroll teams.
Scope & eligibility.
- Applies to all UAE private-sector employees engaged under MOHRE (mainland) contracts.
- Free-zone employees require annexes aligned with DIFC/ADGM frameworks.
Entitlements (mainland UAE).
- 5 paid days on the death of a spouse; 3 paid days on the death of parent/child/sibling/grandparent/grandchild.
- Start date: From the date of death.
- Proof: Death certificate or equivalent official document.
Counting method.
- State whether days are calendar or working days, and specify treatment of weekends and public holidays.
Requests & approvals.
- Employees (or nominees) notify HR as soon as practicable.
- Proof required within a reasonable timeframe; allow flexibility for overseas cases.
Payroll treatment.
- Leave is paid; payroll/WPS should ensure timely payment without error.
Additional leave.
- If more time is needed, allow annual leave, unpaid leave, or flexible work arrangements, depending on role and visa requirements.
In moments of grief, employees need employers who respond with empathy and clarity. The UAE Labour Law makes compassionate leave a legal right, but the way it is implemented, from payroll to policy wording, shows an organisation’s true values.
Compassionate leave policies sit at the intersection of compliance and humanity. By embedding MOHRE rules into clear policies and administering them with care, employers can show employees they are valued at their most vulnerable moments.
Auxilium, as your Employer of Record in the GCC, ensures compassionate leave is administered seamlessly within the UAE’s regulatory framework. We handle the complexities of payroll, visa sponsorship, policy administration, and end-of-service obligations, so you can focus on supporting your people while driving growth.
