What is the process and eligibility criteria for taking bereavement leave in the United Arab Emirates, and how is pay calculated?

In the United Arab Emirates, bereavement leave for a supported employee is structured as follows:

• A supported employee is eligible for 5 days of bereavement leave in the event of a spouse's death.
• For the death of a parent, child, sibling, grandchild, or grandparent, 3 days of bereavement leave are granted.

Eligibility and process for taking bereavement leave include:

• Bereavement leave commences on the date of the relative's death.
• The supported employee must notify both their employer and Velocity Global UAE about the need for bereavement leave.
• Proof, such as a death certificate, may be required by the employer at their discretion or per their internal policies.
• Velocity Global UAE provides the supported employee with a letter that confirms the approval of the bereavement leave request.

Bereavement leave is fully paid for private sector employees, ensuring the supported employee receives their regular pay during the leave period. This applies to both the 5-day and 3-day bereavement leave durations.

What is the process and eligibility criteria for taking educational leave in the United Arab Emirates, and how is pay calculated?

In the United Arab Emirates, educational leave allows an employee to receive up to 10 days of fully paid leave. The process and eligibility criteria for educational leave are as follows:

Eligibility Criteria:

• The employee must be enrolled in one of the UAE's certified educational institutions.
• The employee must have completed a minimum of 2 years of service with their current employer.

Application Process:

• The employee must submit proof of enrollment in a certified educational institution within the UAE.
• The employee must provide proof of upcoming examinations.

Once the required documents are submitted, the employer and employee will discuss and agree on the number of days of paid leave necessary for the employee to attend their examinations.

What is the process and eligibility criteria for taking sabbatical leave in the United Arab Emirates, and how is pay calculated?

Sabbatical leave in the United Arab Emirates is available only for Emiratis who apply to perform national service.

What is the process and eligibility criteria for taking religion-related leave in the United Arab Emirates, and how is pay calculated?

In the United Arab Emirates, Muslim employees are entitled to take religion-related leave specifically for performing the Hajj pilgrimage to Mecca. The key aspects of this leave are as follows:

• Length: The leave can extend up to 30 days.
• Eligibility: All Muslim employees are eligible to take this leave once during their employment.
• Rules for Applying: This leave can only be taken once and is not deducted from other leave entitlements of the employee.
• Pay Calculation: This leave is considered unpaid.

Regarding Umrah leave, the UAE Labour Law does not provide specific provisions for it. Therefore, if an employee desires to take leave for Umrah, it is subject to the employer's approval and can be deducted from the employee’s annual leave or considered as unpaid leave.

How long is unpaid leave in the United Arab Emirates, and what is the process and eligibility criteria for taking it?

In the United Arab Emirates (UAE), the rules surrounding unpaid leave are governed by labor law and internal company policies:

• Maternity Leave: After 60 days of paid maternity leave, a supported employee who cannot return to work due to health reasons related to childbirth may take an additional 45 days of unpaid leave, provided a medical certificate is submitted.

• Sick Leave: Supported employees are eligible for 90 days of paid sick leave. Any required leave beyond this will be unpaid.

• Hajj Leave: Muslim supported employees may take up to 30 days of unpaid leave to perform Hajj.

All other types of unpaid leave depend on the employer’s internal discretionary policy.

For unpaid leave eligibility, the employer's internal policies must be consulted. The process includes:

• Internal Policy Adherence: The supported employee should comply with the employer's internal policy related to unpaid leave.
• Formal Request Submission: A written request should be submitted to the employer, specifying the reason and intended duration of the unpaid leave.
• Documentation Submission: Relevant supporting documents, such as medical certificates for extended maternity or sick leave, or Hajj-related documents, should be provided.
• Employer Approval: The employer's discretion is needed to approve unpaid leave for reasons not specified under law.

Once these conditions are met, the unpaid leave agreement can be officially registered with the relevant authorities. Note that unpaid periods do not count toward the length of service for calculating end of service benefits.