Dubai’s New 10-Day Marriage Leave for Emirati Employe

In a landmark move to enhance employee welfare, His Highness Sheikh Mohammed bin Rashid Al Maktoum, Ruler of Dubai, has introduced Decree No. (31) of 2025. This decree revolutionizes workplace benefits by granting 10 working days of fully-paid marriage leave to Emirati employees across various sectors in Dubai. Aimed at fostering work-life balance and celebrating cultural values, this policy sets a new standard for employee support in the emirate. This article delves into the details of the decree, its beneficiaries, conditions, and its broader implications for Dubai’s workforce and society.

What is Decree No. (31) of 2025?

Announced in 2025, Decree No. (31) is a progressive policy designed to provide marriage leave to Emirati employees working in Dubai government entities, authorities overseeing special development zones and free zones (including the Dubai International Financial Centre), as well as Emirati judicial authority members and military personnel (excluding cadets). The decree underscores Dubai’s commitment to supporting its citizens during significant life milestones, such as marriage, by offering fully-paid leave to ensure financial stability and flexibility.

This initiative aligns with the UAE’s broader vision of promoting employee well-being, strengthening family values, and enhancing workplace satisfaction. By prioritizing marriage leave, Dubai reinforces its position as a forward-thinking emirate that values both tradition and modern workforce needs.

Key Highlights of the Marriage Leave Policy

The decree introduces several employee-friendly provisions that make it a game-changer for Emirati workers. Here are the key highlights:

• 10 Working Days of Paid Leave: Eligible employees are entitled to 10 working days of fully-paid marriage leave, ensuring they receive their full gross salary, including all allowances and financial benefits as per their workplace’s human resources legislation.
• Flexibility in Usage: Employees can utilize their marriage leave either continuously or intermittently within one year from the date of their marriage contract. This flexibility allows employees to plan their leave according to personal needs.
• Option to Carry Over: In exceptional cases, employees may request to carry over their marriage leave (or part of it) to the following year, provided they present serious reasons and obtain approval from their direct supervisor.
• Protection from Recall: Government entities are prohibited from recalling employees during their marriage leave, except for military personnel in cases of work necessities. If recalled, the remaining leave is extended to commence after the recall period.
• Combination with Other Leaves: Employees can combine their marriage leave with other entitled leaves, offering greater flexibility to balance personal and professional commitments.

Who is Eligible for Marriage Leave?

The decree outlines specific eligibility criteria to ensure the policy is targeted and fair. The following conditions must be met:

1. Emirati Spouse Requirement: The employee’s spouse (male or female) must be an Emirati citizen. This condition emphasizes the decree’s focus on supporting local citizens and preserving cultural values.
2. Probation Period Completion: Employees must have successfully completed their probationary period to qualify for the leave. This ensures that only committed, long-term employees benefit from the policy.
3. Attested Marriage Contract: The marriage contract must be attested by the competent authority in the UAE, ensuring legal validity.
4. Post-December 31, 2024 Contracts: Only marriage contracts concluded after December 31, 2024, are eligible, making the decree applicable to new marriages starting in 2025.

These conditions ensure that the marriage leave is granted to employees who meet specific legal and professional criteria, maintaining fairness and compliance with UAE regulations.

Beneficiaries of the Decree

The decree applies to a wide range of Emirati employees in Dubai, reflecting its inclusive approach. The beneficiaries include:

• Government Employees: Those working in Dubai government entities, including various departments and agencies.
• Special Development Zones and Free Zones: Employees in authorities overseeing special development zones and free zones, such as the Dubai International Financial Centre (DIFC).
• Judicial Authority Members: Emirati judicial authority members serving in Dubai’s legal system.
• Military Personnel: Emirati military personnel in Dubai, excluding cadets, ensuring that those serving in critical roles are supported during their marriage.

By covering such a diverse group, the decree ensures that a significant portion of Dubai’s Emirati workforce benefits from this progressive policy.

Why This Decree Matters

The introduction of Decree No. (31) of 2025 is more than just a workplace policy; it’s a reflection of Dubai’s commitment to employee welfare and cultural values. Here’s why this decree is significant:

1. Promoting Work-Life Balance

By offering 10 days of paid marriage leave, Dubai acknowledges the importance of allowing employees to celebrate one of life’s most significant milestones without financial stress. This policy enables newlyweds to focus on their personal lives, fostering stronger family bonds and emotional well-being.

2. Supporting Emirati Families

The requirement that the spouse be an Emirati citizen underscores the UAE’s commitment to preserving cultural identity and supporting Emirati families. By incentivizing marriages between Emirati citizens, the decree strengthens community ties and promotes national unity.

3. Enhancing Workplace Satisfaction

Employees who feel supported during personal milestones are more likely to be engaged and productive at work. The marriage leave policy enhances job satisfaction, reduces workplace stress, and fosters loyalty among Emirati employees.

4. Setting a Global Standard

Dubai’s initiative positions it as a leader in employee welfare policies. Few countries offer such generous marriage leave benefits, making this decree a benchmark for other nations to follow.

Implications for Dubai’s Workforce

The decree has far-reaching implications for Dubai’s Emirati workforce and the emirate’s broader socio-economic landscape. Some key impacts include:

• Increased Employee Retention: By offering attractive benefits like marriage leave, Dubai’s government entities and free zones can retain top talent, reducing turnover rates.
• Boosted Morale: Employees who feel valued are more likely to contribute positively to their organizations, leading to higher productivity and innovation.
• Cultural Reinforcement: The policy supports Emirati traditions by encouraging marriages within the community, aligning with the UAE’s vision of preserving its heritage.
• Economic Benefits: By ensuring full pay during leave, employees can maintain financial stability, contributing to consumer spending and economic growth.

How the Decree Aligns with UAE’s Vision

The marriage leave decree aligns seamlessly with the UAE’s broader goals, particularly the UAE Vision 2021 and Dubai Plan 2021, which emphasize human capital development, employee well-being, and cultural preservation. By supporting Emirati employees during their marriages, Dubai reinforces its commitment to building a happy, productive, and culturally rooted society.

Additionally, the decree complements other UAE initiatives, such as the Emiratisation program, which aims to increase the participation of Emirati citizens in the workforce. By offering benefits like marriage leave, Dubai makes government and free zone jobs more attractive to Emiratis, encouraging greater participation in these sectors.

Challenges and Considerations

While the decree is a significant step forward, there are potential challenges to consider:

• Implementation Across Entities: Ensuring consistent implementation across diverse entities, including free zones and special development zones, may require robust coordination and clear guidelines.
• Military Personnel Exceptions: The provision allowing military personnel to be recalled during marriage leave could pose challenges for those in critical roles, potentially affecting their ability to fully utilize the leave.
• Administrative Burden: Verifying eligibility criteria, such as attested marriage contracts and probation period completion, may place an administrative burden on HR departments.

To address these challenges, government entities may need to invest in training, streamline processes, and leverage technology to ensure smooth implementation.

How Employees Can Apply for Marriage Leave

To avail of the marriage leave, employees must follow these steps:

1. Submit Documentation: Provide an attested marriage contract issued by a competent authority in the UAE.
2. Verify Eligibility: Confirm completion of the probationary period and ensure the spouse is an Emirati citizen.
3. Request Leave: Submit a formal request to the HR department, specifying whether the leave will be taken continuously or intermittently.
4. Seek Approval for Carry-Over: If planning to carry over the leave, provide serious reasons and obtain supervisor approval.

Employees should consult their organization’s human resources legislation for specific procedures and deadlines.

Conclusion

Decree No. (31) of 2025 is a testament to Dubai’s forward-thinking approach to employee welfare and cultural preservation. By granting 10 working days of fully-paid marriage leave to Emirati employees, Sheikh Mohammed bin Rashid Al Maktoum has set a new standard for workplace benefits in the UAE. This policy not only supports Emirati families but also enhances workplace satisfaction, boosts employee retention, and reinforces Dubai’s reputation as a global leader in human capital development.

As Dubai continues to innovate and prioritize its citizens, initiatives like the marriage leave decree will play a pivotal role in shaping a prosperous and harmonious society. For Emirati employees, this policy is a valuable opportunity to celebrate their marriages with financial security and flexibility, ensuring a brighter future for both their personal and professional lives.