Sharjah has once again reaffirmed its commitment to progressive governance and social responsibility. His Highness Dr Sheikh Sultan Bin Mohammad Al Qasimi, Supreme Council Member and Ruler of Sharjah, has officially approved a transformative leave policy—care leave—designed to support female employees in the government sector. This initiative offers full-time paid leave to mothers of newborns diagnosed with severe illnesses or disabilities that require constant care, extending beyond traditional maternity leave. The policy highlights Sharjah’s growing dedication to family-centered support, employee well-being, and inclusive workplace practices.
The new care leave policy was unveiled by Abdullah Al Zaabi, Chairman of the Sharjah Department of Human Resources, during a conversation with Mohammed Khalaf, Director General of the Sharjah Broadcasting Authority, on the widely followed “Direct Line” radio programme. This article explores the structure, criteria, and impact of this groundbreaking policy.
A Landmark in Sharjah’s Pro-Family Policy Framework
The newly announced care leave policy serves as a milestone in Sharjah’s human-centric governance. Designed with empathy at its core, the policy aims to alleviate the physical, emotional, and financial burdens faced by mothers of children born with significant medical conditions or disabilities.
This strategic step reflects Sharjah’s broader vision of building a resilient, inclusive, and compassionate society. It demonstrates that public policies can—and should—adapt to the real-life challenges faced by families. By offering fully paid leave under specific medical conditions, the emirate ensures no mother is forced to choose between her career and her child’s health needs.
Care Leave Activation Follows Maternity Leave
Under the care leave guidelines, eligibility begins immediately following the standard maternity leave. This ensures a seamless transition for mothers, providing continued support during a critical period without disruption.
This structure supports the uninterrupted caregiving that children with medical challenges often require. It also minimizes logistical complications, enabling working mothers to focus solely on their child’s health without navigating additional administrative hurdles or return-to-work obligations.
Medical Verification Required for Eligibility
To ensure the integrity of the care leave system, applications must be supported by a medical report certified by the competent medical authority. This documentation must confirm that the child’s health condition necessitates the presence of a full-time caregiver.
By implementing this requirement, Sharjah ensures that the leave is granted based on legitimate, medically verified needs. It maintains fairness in the system while upholding the policy’s core objective: to provide support where it is most urgently required.
Duration of Leave and Financial Benefits
A key feature of the policy is its duration and financial structure. The care leave is fully paid for an initial period of one year. It may be extended—on an annual basis—for up to a total of three years, provided that updated medical documentation continues to support the necessity for care.
This provision grants mothers not only time but also financial stability. It addresses one of the most common barriers for working mothers: the financial strain of unpaid leave when faced with long-term caregiving responsibilities. By preserving income and job security, the policy provides the kind of holistic support often missing in workplace leave systems.
Return to Work and Performance Management
The policy also addresses the transition back to work. Once a child’s health improves and no longer necessitates full-time care, the competent authority will assess and terminate the care leave. Following this, the employee will rejoin the workforce and resume participation in the government’s performance management system.
This ensures that professional standards and individual contributions remain aligned with departmental goals. It also reflects a balanced approach, recognizing both the employee’s caregiving responsibilities and their continued value within the workforce.
Exceptional Extensions Beyond Three Years
While the care leave has a maximum default limit of three years, the government acknowledges that some cases may require further attention. If the child’s condition persists and care is still necessary after the three-year mark, the relevant government entity must escalate the case to the Higher Committee for Human Resources.
This committee holds the authority to assess such exceptional circumstances and determine the appropriate course of action. This layered approach ensures flexibility while maintaining oversight and accountability within the system.
Care Leave Counts Toward Employee Service
A vital component of the policy is that time spent on care leave will count as part of the employee’s official service period. This means that the leave will not impact service-related entitlements such as retirement, promotions, or seniority.
Incorporating care leave into the employee’s service record reflects a progressive mindset. It recognizes that caregiving is not a deviation from professional life but a valuable societal contribution. This approach ensures that mothers are not penalized for prioritizing their children’s health needs during the most vulnerable phases of life.
Immediate Implementation Signals Policy Urgency
According to Al Zaabi, the care leave policy is effective immediately. This swift enactment signifies the urgency and importance the Sharjah government places on employee welfare and family support.
The decision to fast-track the policy reflects confidence in existing administrative readiness and the leadership’s commitment to timely and impactful governance. It also reassures eligible employees that support mechanisms are already in place to process applications without delay.
Sharjah’s Vision for Inclusive and Equitable Workplaces
The introduction of care leave in Sharjah is a significant leap toward gender-sensitive and inclusive employment policies. It addresses a major gap often overlooked in workplace planning—the needs of mothers managing long-term caregiving roles due to medical circumstances.
By setting a precedent in the region, Sharjah is pioneering a future where work and family obligations are not mutually exclusive. The policy not only safeguards the well-being of the child but also supports the mental and emotional health of the caregiver. It exemplifies how government institutions can lead by example in cultivating equitable and empathetic workplace environments.
