As the workplace continues evolving, paternity leave has been shifting into a mere perk that embodies how society and its employers regard family life and gender equality. While maternity leave has been an integral part of employment policy for a very long time, around the world paternity leave is slowly beginning to earn its rightful recognition. In the UAE, certain amendments to the Labour Law have helped to bring about considerable progress, with respect to particularly private sector-based workers.
What Is Paternity Leave?
The first thing to establish is what exactly constitutes paternity leave. Such a situation exists when a father is granted time off during the birth of his child; in some instances, the term extends to the second parent if there are times given after the birth of their child. This time is provided to allow a father to bond with his newborn child, help his partner, and share new family responsibility.
Paternity laws are extremely divergent all over the world. Countries such as Sweden and Norway rank at the highest with generous gender-equal leave entitlements. UAE, on the other hand, made great strides, particularly in the recognition of such leaves for both public and private sector employees, while still catching up in terms of duration.
Paternity Leave in UAE: What the Law Says
The formalized entry of paternity leave for private sector employees in the UAE originated from Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations. Incidentally, this provision supports the vision-building exercise undertaken for fostering a more inclusive and family-friendly workforce in the UAE.
According to the said decree, fathers working in private sectors in the UAE are given five days of paid paternity leave. Some pertinent highlights are:
- The type of leave is granted within six months after the birth of the child.
- Further, it applies to both the mothers and fathers working in the private sector as a part of broader parental rights.
- Employees shall be eligible for such leave regardless of whether they have six months of service, provided that the employee is under an active contract of employment.
This reform marked the UAE as the first Arab country to mandate paid parental leave in the private sector — a major win for working parents.
Paternity Leave in UAE for Private Sector: A Closer Look
When rated against global practices, five days might sound somewhat insufficient; however, this legislation confirms the significance of the father in the onset of child-rearing. Having said that, in the private sector, such a law would be a great benefit for employees to develop work-life balance while also supporting shared parenting duties.
The access to paternity leave for private sector workers in the United Arab Emirates is thus deeply mixed. Cultural stereotypes, workplace stigmatizing, and lack of awareness keep many fathers from taking up their rights under the law.
Global Comparison: How Does the UAE Fare?
While comparatively modest when pitted against the likes of Spain (16 weeks) or Japan (up to one year), paternity leave in the UAE does lay down a somewhat unique precedent in that fathers can avail themselves of paid leave. The UAE, thus, essentially founded the scale for paternity leave in the Middle East, with the others following suit.
The trend is clear — countries with more inclusive paternity leave policies tend to see stronger parental involvement, healthier work cultures, and greater employee satisfaction.
Why Paternity Leave Matters
A paternity leave benefits beyond the single family involved. It impacts:
- Children, with increased bonding in their early life and emotional backing
- Partners, who get their help in postpartum recovery period
- The fathers themselves, with increased engagement and reduced stress
- Employers, who retain their workforce, loyal, and productive
Supporting fathers in the workplace is no longer a matter of compliance; it is a strategic way to build a progressive, supportive work environment.
Addressing the Challenges
Even with the law supporting them, many private sector workers in the UAE shy away from asking for paternity leave. Common barriers include:
- Fear of being judged by colleagues or management
- Concerns over workload or job security
- Lack of clarity in company HR policies
This is where HR leadership and education play a pivotal role.
How DoInsights Supports UAE Businesses
At DoInsights, a premier HR and business consultancy located in Dubai, we put the very best into helping organizations with the bridging of the gap between policy and practice. Our team is working closely with companies based in the UAE to:
- Design clear, compliant, and inclusive parental leave policies
- Educate employees and managers of their rights and responsibilities
- Instill an empathetic culture wherein it is balanced and strengthened by gender equity
In our view, Go UAPA paternity leave policies are family-supportive policies, which means that they are a matter of ethics and good business.
Final Thoughts
Paternity leave in the UAE is thus a facet of a larger transition toward inclusive and family-oriented workplace policies. While there is still some way to go, legal recognition of fathers in the private sector may usher in a brighter prospect for men and women in employment. As more companies go with this change and tie with allies such as DoInsights, the future work environment in the UAE will be far more balanced, empathetic, as well as progressive.
