Paternity leave is paid time off for male employees around the birth of a child. In the UAE, it is mandatory for both public and private sector employees - 5 working days, fully paid, to be taken within 6 months of the child's birth, excluding weekends and public holidays.
Quick Answer
- What is it: Paternity leave is paid time off for a father or second parent around the birth of a child.
- Mandatory? Yes, by law in the UAE, Saudi Arabia, Oman, Qatar, Bahrain, and Kuwait — though duration varies significantly.
- How many days: UAE: 5 working days. Saudi Arabia: 3 days. Oman: 7 days. Qatar, Bahrain, Kuwait: 3 to 7 days depending on the sector.
- Paid? Yes, fully paid in all GCC countries.
- Key fact: The UAE was the first Gulf nation to mandate paternity leave for private sector employees, under Federal Decree-Law No. 33 of 2021.
Paternity leave across the GCC is statutory in every country, but the entitlement varies sharply by country and, in some cases, by sector. This guide covers the rules for each of the six GCC countries so HR teams and employees know exactly where they stand.
What Is Paternity Leave?
Paternity leave is paid time off for a new father, or the second parent in any family structure, around the birth of a child. In the GCC context, the legal language in most countries uses the term "parental leave" or specifies "paternity leave" for male employees. The UAE's Federal Decree-Law No. 33 of 2021 uses the term "parental leave" and applies it to both parents.
Is Paternity Leave Mandatory Across the GCC?
Yes. All six GCC countries provide for paternity leave through their respective labour laws. Private sector entitlements in some countries are shorter than public sector entitlements, but the right is legally protected across the board.
| Country | Law / Regulation | Sector | Entitlement |
|---|---|---|---|
| UAE | Federal Decree-Law No. 33 of 2021, Article 32 | Private sector | 5 working days, within 6 months of birth |
| Saudi Arabia | Saudi Labour Law, Article 151 | Private sector | 3 days, within 7 days of birth |
| Oman | Oman Labour Law | Private sector | 7 days, fully paid |
| Qatar | Qatar Labour Law | Private sector | 3 to 5 days |
| Bahrain | Bahrain Labour Law | Private sector | 1 day statutory; many employers offer more by policy |
| Kuwait | Kuwait Labour Law | Private sector | 3 days, commonly cited |
Who Is Eligible?
UAE
Male employees in both the private sector and free zones. The leave applies to both the father and, under the parental leave clause, the mother. There is no distinction by nationality, meaning expat employees are entitled on the same basis as nationals. No minimum service period is specified in the law.
Saudi Arabia
Male employees covered by the Saudi Labour Law. The 3-day window is tight: it must be taken within 7 days of the child's birth. The entitlement applies regardless of the number of children.
Oman
Both Omani and non-Omani fathers of newborns are entitled to 7 days of fully paid, job-protected paternity leave under Oman's labour framework.
Qatar, Bahrain, Kuwait
Short statutory entitlements exist in each country. Public sector employees typically receive more generous terms than their private sector counterparts. HR teams operating across these markets should verify the current standard in each jurisdiction, as updates may occur between policy revisions.
How Many Days by Country?
| Country | Private Sector Days | Timing Window | Basis |
|---|---|---|---|
| UAE | 5 working days | Within 6 months of birth | Federal Decree-Law No. 33 of 2021 |
| Saudi Arabia | 3 days | Within 7 days of birth | Saudi Labour Law, Article 151 |
| Oman | 7 days | From birth | Oman Labour Law |
| Qatar | 3 to 5 days | Confirm with current law | Qatar Labour Law |
| Bahrain | 1 day statutory; more by policy | Around birth | Bahrain Labour Law |
| Kuwait | 3 days | Around birth | Kuwait Labour Law |
In the UAE, the 5 days are working days, meaning weekends and public holidays falling within the period are not counted. Employees can take the 5 days consecutively or spread them across the 6-month window. Saudi Arabia's 3-day window is the strictest in the GCC at 7 days from birth.
Is Paternity Leave Paid?
Yes, fully paid in all GCC countries that have statutory provisions. Pay is calculated on the basis of basic salary plus fixed allowances in the UAE, which is the same basis used for other statutory leave types.
| Scenario | Pay Basis | Salary Impact |
|---|---|---|
| Within statutory entitlement | Basic + fixed allowances | Fully paid, no deduction |
| Additional days by company policy | Paid from annual or earned leave balance | Paid from EL balance |
| All balances exhausted | Loss of pay applies | LOP |
| Company exceeds statutory minimum | Depends on policy | Additional days may be fully or partly paid |
Paternity Leave Rules Worth Knowing
- The UAE's 5-day window is 6 months, which is generous by GCC standards. However, days not used within the window lapse with no carryover or encashment.
- Saudi Arabia's 7-day window from birth is the tightest in the region. Employees should apply immediately. Employers cannot extend this window.
- Birth certificate submission is standard. Most companies allow the leave to begin before the certificate is available, but require it on return.
- Paternity leave can be combined with annual leave to create a longer block. This is common and widely accepted across GCC employers.
- Free zone companies in the UAE are covered by the same Federal Decree-Law No. 33 of 2021. There is no separate free zone exemption.
- Expat employees across the GCC have the same statutory entitlements as nationals for paternity leave. There is no nationality-based distinction in the law.
How to Apply for Paternity Leave: Step by Step
Option A: By Email
Ahmed's wife is due in 3 weeks. He applies in advance. He tells his manager: "My wife's due date is [Date]. I would like to take paternity leave from [Date]. Sending a formal application now."
Subject: Paternity Leave Application – [Your Name] – [Date Range]
Dear [Manager / HR Manager's Name],
I would like to apply for paternity leave as per company policy and applicable labour law.
My child is expected on [Date] / was born on [Date].\ I would like to take paternity leave from [Start Date] to [End Date] ([X] days).
I will submit the birth certificate on my return.\ [Colleague Name] has been briefed about ongoing work.
Thank you.
[Full Name] | [Employee ID] | [Department] | [Contact Number]
Option B: Through the HRMS Portal
Khalid uses his company's portal. He logs in, goes to Leave Management, selects Apply Leave, picks Paternity Leave from the dropdown, enters the leave start and end dates and the expected or actual birth date, and attaches available documentation.
Once submitted, his manager receives a notification. After the baby is born and he returns to work, he uploads the birth certificate through the Documents section of the portal.
How HR Should Handle Paternity Leave
- Check eligibility: employment type, country-specific entitlement, and timing window.
- Approve promptly. Paternity leave is a statutory right in all GCC countries. Delays or requests for excessive justification are not in line with the law.
- Update payroll to reflect paid leave for the approved period. Ensure the WPS-reported salary for the period reflects the correct paid status.
- Remind the employee about the birth certificate and the submission timeline.
- Send a congratulatory message. This takes 30 seconds and builds real goodwill.
Can Paternity Leave Be Rejected?
No, not for employees who meet the eligibility criteria under the applicable country's law. Paternity leave is a statutory entitlement, not a discretionary benefit.
Rejection may be valid only if the employee falls outside the statutory scope — for example, a contractor or worker on a secondment arrangement where a different law applies, or if the documentation cannot be verified.
Pressuring employees not to take statutory leave or penalising them for applying creates legal exposure under UAE Federal Decree-Law No. 33 of 2021 and equivalent laws across the GCC.
Paternity vs Maternity vs Annual vs Sick Leave
| Paternity | Maternity (UAE) | Annual | Sick | |
|---|---|---|---|---|
| Who can use it | Father or second parent | Mother or primary birth parent | Any employee | Any employee |
| Legal mandate | Yes, across all GCC | Yes, all GCC | Yes | Yes |
| Duration | 3 to 7 days by country | 45 to 60 days (UAE) | 30 days (UAE, after 1 year) | Up to 90 days (UAE) |
| Paid | Yes | Yes | Yes | Yes (first 15 days full) |
| Documents | Birth certificate | Medical cert + birth cert | None | Medical certificate |
| Carry forward | No | Not applicable | Limited | No |
Frequently Asked Questions
Is paternity leave mandatory across the GCC?
Yes. All six GCC countries provide for paternity leave through statutory law. The entitlement ranges from 3 days (Saudi Arabia and Kuwait) to 7 days (Oman), with the UAE at 5 working days.
Do expat employees get paternity leave in the UAE?
Yes. Federal Decree-Law No. 33 of 2021 applies to all private sector employees regardless of nationality. Expat fathers have the same 5-day entitlement as UAE nationals in the private sector.
Can UAE paternity leave days be spread across the 6-month window?
Yes. The UAE law allows the 5 working days to be taken consecutively or intermittently within 6 months of the child's birth.
What happens if I miss the timing window?
The entitlement lapses. There is no provision for carryover or encashment of unused paternity leave in any GCC country. This is especially important in Saudi Arabia where the window is only 7 days from birth.
Does paternity leave apply in UAE free zones?
Yes. Federal Decree-Law No. 33 of 2021 covers free zone employees. There is no free zone exemption for paternity leave.
Can I combine paternity leave with annual leave?
Yes. Combining paternity leave with annual leave to create a longer period away is common and legally permissible across the GCC. The employer cannot refuse annual leave that has been approved.
