Working in the UAE healthcare sector comes with a structured framework of statutory benefits, guaranteed under UAE Labour Law, and additional employer-provided perks. To claim your entitlements effectively, you must understand the regulations, follow proper procedures, and ensure your employer complies with legal requirements. Key benefits include annual leave, sick leave, maternity/paternity leave, end-of-service gratuity, and mandatory health insurance.
Understanding Statutory Employment Benefits
UAE law provides healthcare professionals with clear employment protections:
- Annual leave: 30 calendar days after one year of continuous service; pro-rated for service under 12 months.
- Sick leave: Up to 90 days annually, with 15 fully paid, 30 at half pay, and 45 unpaid. Probationary employees have limited entitlement.
- Maternity leave: 60 days (45 at full pay, 15 at half pay).
- Paternity leave: Five paid days within six months of a child’s birth.
- Public holidays: Full pay during UAE-designated holidays.
- End-of-service gratuity: After one year, 21 days’ basic salary per year for the first five years, and 30 days per year thereafter, capped at two years’ salary.
Healthcare professionals must maintain valid residency visas and work permits, which are linked to employment and health insurance compliance.
Mandatory Health Insurance for Healthcare Workers
From January 1, 2025, all private sector employees must have mandatory health insurance, essential for residency visa issuance and renewal.
- Premium: AED 320 per year for basic coverage; some comprehensive plans cost AED 550–650.
- Coverage: Inpatient and outpatient care, maternity, preventive care, chronic conditions, and telemedicine. Co-payments apply: inpatient 20%, outpatient 25%, medication 30%.
- Validity: Two years; second-year premium refundable if the visa is cancelled.
- Compliance: Employers must maintain coverage; failure may block residency or trigger fines.
Insurance claims must be filed through accredited provider networks, ensuring cashless treatment for in-network services. Out-of-network care typically requires prior approval.
End-of-Service Gratuity: Calculation and Claiming
Your gratuity is calculated based on your last drawn basic salary and service duration:
Service Duration | Daily Rate | Notes |
First 5 years | 21 days/year | Prorated for partial years |
Beyond 5 years | 30 days/year | Total capped at 2 years’ salary |
Less than 1 year | Pro-rated | Partial months count |
- Excludes allowances and bonuses.
- Employers must pay within 14 days of contract termination.
- Disputes can be escalated to the Ministry of Human Resources and Emiratisation (MOHRE).
Calculation example: For a basic salary of AED 10,000/month, daily wage = AED 333.33. Gratuity for one year = 21 × 333.33 = AED 7,000.
Claiming Leave and Sick Benefits
- Annual leave: Submit a request via HR or employer portal, typically 30 days in advance. Public holidays during leave add compensatory days.
- Sick leave: Provide medical certificates from licensed UAE providers; certificates under 5 days are verified online, longer periods require committee approval. Notify your employer within 3 days of absence.
Using the Wage Protection System (WPS)
All salaries in the UAE healthcare sector must be processed via WPS. This ensures:
- Accurate verification of salary, overtime, and allowances.
- Automated calculation of benefits, including gratuity and leave pay.
- Legal proof for dispute resolution with MOHRE.
Employment Classification: Mainland vs Free Zone
- Mainland: Governed by MOHRE; full regulatory protections, unrestricted movement across emirates.
- Free Zone: Governed by specific zone authority; may limit mobility and differ in benefit enforcement.
Additional Employer-Provided Perks
Healthcare employers often supplement statutory benefits with optional perks:
- Housing allowances and relocation support
- Transport stipends and annual flight reimbursements
- Education support for dependents
- Wellness programs: gym memberships, EAP, mental health services
- Performance bonuses and professional development funding
These benefits are negotiable and can enhance your total compensation package.
Frequently Asked Questions
Can part-time healthcare workers claim benefits?
Yes, benefits are pro-rated based on employment status. Health insurance, leave, and gratuity remain applicable.
What if I switch employers mid-year?
Your previous employer must settle gratuity and unused leave. Health insurance ends on your last day, so coordinate coverage with your new employer.
Are telemedicine consultations covered?
Yes, mandatory insurance includes telehealth consultations, though plan specifics vary.
Can maternity leave exceed statutory minimums?
Government employers may offer up to 120 days of paid leave; private sector typically provides 45 days at full pay.
Are shift allowances included in benefit calculations?
No, statutory benefits are calculated on basic salary unless explicitly stated in your contract.
