Sick Leave and Absconding Threats: What UAE Workers Must Know After Termination Under the New Labour Law

For many employees in the UAE, the end of an employment relationship can bring confusion over pending salaries, medical leave entitlements and even the pressure to leave the country immediately. In some cases, workers find themselves facing threats from employers who attempt to force their departure or warn them of “absconding” complaints if they refuse to travel on a date chosen by the company.

Under the UAE’s current Labour Law, however, employees are protected by clear legal provisions governing both sick leave entitlements and their right to remain in the country after termination.

One of the most misunderstood areas is sick leave salary. Article 31 of the UAE Labour Law provides that a worker is entitled to sick leave of up to 90 days in a year, whether continuous or intermittent, subject to medical proof. The law divides this entitlement into three stages. The first 15 days must be paid in full, the next 30 days are payable at half salary, and the remaining 45 days may be unpaid.

This means that if an employee falls ill and remains medically unfit for work, the employer is legally obliged to pay according to this structure. The entitlement does not disappear merely because the employment contract is terminated, provided the sick leave period falls within the legally recognised timeframe and is properly documented.

The law also allows an employer to terminate the service of an employee after the completion of the prescribed sick leave period if the worker remains unable to resume duties. However, such termination does not remove the employer’s obligation to settle all outstanding financial dues.

These dues include salary arrears, payment for accrued annual leave, end-of-service benefits and repatriation expenses where applicable. The employee must receive these entitlements in accordance with the law before the employment relationship is fully concluded.

Another common concern is whether an employer can force a worker to leave the UAE immediately after termination by booking an air ticket and setting a departure date. The answer is no.

Under Article 13(2) of the UAE Labour Law, employers are expressly prohibited from withholding an employee’s official documents or forcing them to leave the State at the end of the employment relationship. This provision was introduced as part of the broader reforms aimed at strengthening worker protections and preventing coercive practices.

In practical terms, this means that an employer may arrange a return ticket as part of contractual or legal obligations, but the worker cannot be compelled to board that flight against their will. The choice of whether to remain in the UAE, whether to seek another job, or whether to leave at a later date remains with the employee, subject to immigration regulations.

Equally important, an employer cannot file an absconding complaint simply because a former employee refuses to travel on the company’s chosen date. Absconding reports are tied to unauthorised absence during an active employment relationship, not to a worker’s decision to stay in the country after the contract has ended.

Workers facing such threats should keep copies of all correspondence, medical records and termination documents. If an employer withholds dues or attempts to force travel, the employee may file a complaint before the Ministry of Human Resources and Emiratisation, which has the authority to intervene and ensure compliance with the law.

The UAE’s updated labour framework makes one point clear: termination of employment does not strip workers of their legal rights. From sick leave pay to freedom of movement, the law continues to protect employees even after their final working day.

 
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