Across the GCC, a series of legislative updates and labor reforms have reshaped employee leave entitlements, introducing significant enhancements across several jurisdictions. This unified overview examines the latest developments in annual, maternity, paternity, bereavement, and special‑purpose leave in the UAE, Saudi Arabia, Oman, Qatar, Bahrain, and Kuwait.
In the UAE, the annual leave framework remains grounded in Federal Decree Law No. 33 of 2021, offering clear provisions for full‑time and part‑time employees, carry‑over options, and cash compensation. In Saudi Arabia, the 2025 Amendments usher in substantial enhancements, including extended maternity leave, structured paternity leave, newly introduced bereavement leave, clarifications around annual leave calculations, and a formal compensatory leave mechanism.
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Oman’s New Labour Law under Sultani Decree No 53/2023 modernises leave entitlements by expanding sick and parental leave, establishing caregiver and examination leave, and creating flexible unpaid childcare leave. Meanwhile, Qatar, Bahrain, and Kuwait each maintain distinct leave systems, ranging from age‑based annual leave thresholds and leave flexibility in Qatar, to cultural and religious bereavement and marriage leave in Bahrain, and diverse leave categories including medical companion, Hajj, and special‑project leaves in Kuwait. These collective changes reflect a growing prioritisation of worker welfare and operational adaptability in Gulf labor markets.
Among all six GCC nations, Oman’s new Labour Law (Sultani Decree No 53/2023) stands out as the most progressive and comprehensive. With its significantly extended sick leave of up to 182 days, 98 days of maternity leave, new categories such as paternity, childcare, and examination leave, and well-defined bereavement policies, Oman has arguably set the regional benchmark for employee-centric labour policy. In contrast, other countries are making commendable strides, particularly Saudi Arabia with its 2025 reforms, but still fall short of Oman’s broad and inclusive framework. This article offers a country-by-country breakdown of leave entitlements across the GCC and examines which jurisdiction truly prioritises workforce well-being.
UAE: Annual leave clarity and flexibility
Annual leaves are granted in accordance with Federal Decree Law No. 33 of 2021 on the Regulation of Employment Relationships, the ‘UAE Labour Law’.
Employees are entitled to a fully paid annual leave of 30 days, if they have completed one year of service, and if the period of service exceeds six months but is less than one year, the employee is entitled to 2 days of leave for each month of service.
If the employee’s service ends before using their annual leave, they are entitled to leave for the fraction of the last year worked.
Part‑time employees are entitled to annual leave according to the actual working hours they spent at work, as specified in the employment contract, and in accordance with the ‘Implementing Regulations of the Labour Law’.
Employees must use their leaves in the year they are due. The employer may set the dates of leave according to work requirements, in agreement with the employee, or may grant leave in rotation among employees to ensure business continuity. Employers must notify the employee of the leave dates at least one month in advance.
The employee may, with the consent of the employer, and in accordance with the company’s regulations, carry over unused annual leaves (or part of it) to the following year. In this case, the employee will be entitled to payment for the unused days, calculated on the basis of his/her basic salary.
The employer may not prevent the employee from using his/her accrued annual leave for more than two consecutive years, unless the employee chooses to carry it over or opts to receive cash compensation, in accordance with the company’s policies.
Public holidays or agreed leave days that fall within the annual leave period are considered part of the annual leave, unless the employment contract or company policies provide more favourable terms.
If an employee terminates his/her employment before taking his/her leave, he/she is entitled to payment for any unused annual leave, regardless of its duration. He/she is also entitled to payment for leave accrued for part of the year, calculated on the basis of his/her basic salary.
Saudi Arabia: 2025 amendments transform leave entitlements
As part of the Saudi Arabia’s ongoing labour reforms, the 2025 Amendments have introduced significant enhancements to employee rights. A key focus of these reforms is leave entitlements, which have been revised and, in some cases, expanded to offer greater flexibility and improved employee welfare.
Maternity leave
One of the most notable and widely welcomed amendments is the extension of maternity leave from 10 weeks to 12 weeks with full pay. The new provisions also introduce greater flexibility: a minimum of six weeks must be taken immediately after childbirth, and the remaining six weeks can be used at the employee’s discretion, with up to four weeks allocated before the expected due date. Additionally, the amendments allow for an extended unpaid leave period in cases of delayed childbirth.
Paternity leave
A significant change in paternity leave is the introduction of a mandatory timeframe for its use. Under the 2025 Amendments, paternity leave must be taken within seven days following the child’s birth.
Bereavement leave
The amendments introduce a new bereavement leave provision, granting three days of paid leave upon the death of a sibling.
Compensatory leave
The 2025 Amendments introduce compensatory leave as a new option for employees who work overtime. Employers now have the discretion to either provide monetary compensation or grant compensatory leave in lieu of payment. Key provisions include:
- Compensatory leave must be granted at a minimum rate of 1.5 hours for every overtime hour worked.
- Employers must provide the compensatory leave within 60 days of the overtime being worked, unless agreed otherwise.
- Employees can accumulate a maximum of 30 days of compensatory leave per year.
- If an employee leaves their job before using their compensatory leave, they are entitled to monetary compensation for the unused balance.
Annual leave
The core provisions on annual leave remain unchanged. While the Saudi Labour Law refers to leave in calendar days, the ministry has traditionally interpreted annual leave in working days. The 2025 Amendments introduce a new standard employment contract template on the Qiwa platform, which defines a “day” as a calendar day. However, for annual leave, the template specifically refers to working days, providing further clarity on how leave entitlements should be calculated in practice.
Oman: Expanded leave framework under new labour law
After 20 years, the Cabinet of the Sultanate of Oman has issued a new Labour Law. Oman Sultani Decree No 53/2023 (the New Labour Law) replaces the Old Labour Law in its entirety and is already effective since 2023.
The introduction of the New Labour Law in Oman has brought significant enhancements to the leave entitlements available to employees. These changes not only increase the duration of existing leave types but also introduce new categories of leave to better support employees’ personal and family needs.
Annual Leave
- New labour law: Employees are entitled to 30 days per year after completing six months of service.
- Old labour law: No changes.
Sick leave
- New labour law: Extended to 182 days per year, divided as follows:
- Days 1 to 21: Full pay
- Days 22 to 35: 75 per cent pay
- Days 36 to 70: 50 per cent pay
- Days 71 to 182: 35 per cent pay
- Old labour law: Limited to 10 weeks per year, with pay tiers from full to 25 per cent pay.
Paternity leave
- New labour law: 7 days
- Old labour law: Not available
Maternity leave
- New labour law: 98 days
- Old labour law: 50 days
Marriage leave
- New labour law: 3 days; removed previous restrictions on number of times it could be taken.
- Old labour law: Same entitlement, but with restrictions.
Bereavement leave
- New labour law:
- 3 days for the death of a parent, grandparent, or sibling
- 2 days for death of an aunt or uncle
- 10 days for death of a wife or child
- 130 days for a working Muslim wife in case of her husband’s death
- 14 days for a non‑Muslim wife in case of her husband’s death
- Old labour law:
- 3 days for the death of a parent, wife, child, grandparent, or sibling
- 2 days for the death of an aunt or uncle
- 130 days for a working Muslim wife in case of her husband’s death
Hajj leave
- New labour law: 15 days, available once during period of service
- Old labour law: No changes
Examination leave
- New labour law: 15 days for Omani employees to sit exams
- Old labour law: Not available
Accompanying leave
- New labour law: 15 days for Omani employees to accompany a patient who is a second‑degree relative or married relative
- Old labour law: Not available
Unpaid leave for childcare (Female employees)
- New labour law: One year
- Old labour law: Not available
These updates reflect a more progressive and inclusive approach to employee welfare, offering greater flexibility and support across different life circumstances.
Qatar, Bahrain and Kuwait: Distinct leave protocols by country
Qatar
Annual leave for workers with more than one year of service with the employer: a worker who has completed one continuous year, meaning 365 days, not just twelve months, is entitled to annual leave. The minimum annual leave is three weeks for those with service over one year but less than five years, whereas those with five or more years of service are entitled to four weeks. The wage during annual leave is the worker’s basic wage, being the average amount paid for work carried out. Employers may define leave dates according to work requirements.
With worker consent, leave may be divided into no more than two periods, and workers may postpone up to half of the annual leave to the following year upon written request. A worker may not waive entitlement to the annual leave (statutory minimum), though any extra leave may be waived. If employment terminates, the worker is entitled to compensation equal to wages during the annual leave days at termination, calculated at the basic wage.
Maternity leave: Available only to women with more than one year of service. Fully paid, 50 days in total, covering pre- and post-delivery. The post-partum period must be at least 35 days. If less than 30 days remain post-delivery, the worker may be granted complementary leave deducted from annual leave; otherwise unpaid. Requires medical certificate. If health prevents return, worker may remain on unpaid leave up to 60 days. A worker does not lose rights to other leave. Employer may not terminate employment during maternity leave or notify termination expiring during the leave.
Sick leave: Available after three months of service, subject to an approved physician’s certificate. Full wage for first two weeks; half wage for up to a further four weeks. Further leave is unpaid until return or termination. Employment may be terminated at week 12 if a physician reports inability to resume work. If a worker resigns due to illness during six-week paid period, remaining entitlements must be paid; same applies if worker dies due to illness.
Pilgrimage leave: A Muslim worker may be granted a special unpaid leave of up to twenty days to perform Hajj once during service. Employer specifies eligible workers annually, giving priority to longest-serving. This leave is a discretionary grant, not a right, and applies across the worker’s service period, not just with the current employer. Only Muslims qualify, and the leave is unpaid.
Bahrain balances religious and family leave with structured entitlements
Marriage and bereavement leave: A worker is entitled to three days of full-pay leave in circumstances of marriage (once), death of relatives up to fourth degree, or spouse’s relatives up to second degree. One full-pay day off upon birth of a child. A Muslim female worker whose husband dies is entitled to one month full pay and Eddah leave of three months and ten days, unpaid if no annual leave remains. Employers may require evidence.
Public holidays: Workers are entitled to full-pay leave on Eid and official occasions as determined by the Council of Ministers. Employers may require the worker to report, in which case they must pay 150 per cent for days worked or grant substitute leave. If such days fall on Friday or another public holiday, the worker receives another day in lieu.
Sick leave: After three continuous months of service, employees, with proof from recognised health authorities, receive annual sick leave: 15 days full pay; 20 days half pay; 20 days without pay. Sick leave may accumulate to 240 days. Workers may use annual leave in addition.
Employee leave entitlements in Kuwait: A quick guide
Annual leave: Under Article 70, employees in Kuwait are entitled to 30 calendar days of paid annual leave per year. This entitlement begins after nine months of continuous service. Public holidays that fall during the leave period are not deducted from the annual leave. Employees can accumulate annual leave for up to two years with their employer’s approval. Any unused leave must be compensated in cash upon termination. Importantly, employees are prohibited from working for another employer during their annual leave.
Sick leave: Article 69 outlines sick leave entitlements, allowing a total of up to 75 days per year with varying pay rates:
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First 15 days at full pay
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Next 10 days at 75 per cent pay
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Following 10 days at 50 per cent pay
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Next 10 days at 25 per cent pay
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Final 30 days unpaid
Sick leave, including unpaid days, counts toward the employee’s service period and does not affect benefits such as end-of-service gratuity.
Maternity leave: Female employees are entitled to 70 days of fully paid maternity leave under Article 24, provided childbirth occurs within this period. Following maternity leave, employees may request up to four additional months of unpaid leave to care for their newborn. Nursing mothers are also entitled to two hours of daily breaks for breastfeeding. Employers cannot terminate a female employee during maternity leave or any medically certified pregnancy-related illness.
Hajj leave: Employees with at least two years of continuous service may be granted 21 days of paid leave to perform Hajj, which is a one-time entitlement.
Paternity leave: There is currently no statutory provision for paternity leave under Kuwaiti labor law.
Compassionate leave: In the event of the death of a first- or second-degree relative, employees may receive up to three days of paid compassionate leave as per Article 77.
Academic leave: Employers may offer paid academic leave for employees pursuing higher education related to their field. The employee is typically required to return to work for a period equivalent to the leave taken, which cannot exceed five years.
Iddah leave: Muslim female employees whose husbands have died are entitled to fully paid Iddah leave of four months and ten days. Non-Muslim female employees in the same situation receive 21 days of paid leave. During Iddah leave, employees are not permitted to work for another employer.
Marriage leave: There is no specific marriage leave provided by law. Employees wishing to take time off for marriage must use their annual leave entitlements.
Oman leads with comprehensive, balanced leave benefits
When comparing the breadth, flexibility, and inclusivity of leave benefits across the GCC, Oman currently offers the most comprehensive and employee-friendly leave regime, as established under the New Labour Law (Sultani Decree No 53/2023).
Why Oman stands out:
- Generous and tiered sick leave of up to 182 days per year, significantly higher than any other GCC country, with a fair pay structure that scales from full to partial pay.
- Expanded parental benefits, including 98 days of maternity leave (nearly double the previous limit) and seven days of paternity leave, plus a full year of unpaid childcare leave for women, unmatched across the region.
- New leave types such as examination leave, caregiver leave, and accompanying patient leave, which directly address real-life family and academic obligations.
- Inclusive bereavement provisions that reflect cultural and religious sensitivity, offering up to 130 days for specific family losses.
- Marriage and pilgrimage leave entitlements are also retained, reinforcing a well-rounded leave structure.
Comparison with other GCC countries:
- Saudi Arabia has made major strides via the 2025 Amendments, particularly in introducing bereavement and compensatory leave and enhancing maternity leave. However, some benefits (e.g. compensatory leave) are discretionary, and paternity leave remains limited.
- The UAE provides a solid framework, particularly in terms of annual leave flexibility and treatment of part-time workers, but lacks the extended sick and parental leave provisions found in Oman.
- Qatar offers pragmatic leave benefits with basic protections but still limits maternity to 50 days and paternity leave is not formally recognised.
- Bahrain and Kuwait retain culturally significant leaves (such as Iddah and Hajj leave), but overall, their systems are less expansive in terms of parental, caregiver, and academic support when compared to Oman.
Key strengths of Oman’s approach:
- Balances public and private sector needs while embedding modern welfare principles.
- Recognises diverse family dynamics and life stages, from childbirth and marriage to elder care and bereavement.
- Offers clear policy upgrades in line with international labour standards, without undermining employer discretion where appropriate.
Final verdict
Oman currently leads the GCC in providing the most progressive, inclusive, and balanced leave entitlements, positioning itself as a regional benchmark for employee welfare. While other nations, particularly Saudi Arabia and the UAE, are making noteworthy improvements, Oman’s holistic and proactive framework provides a broader safety net for workers across various life situations.
