Religious obligations matter a lot. And for many employees in UAE, Umrah is an essential spiritual journey. But where does it fit with UAE labour law? Is there a specific provision for Umrah leave? Or do employees have to work around their existing leave balance? If you are an employer, should you approve Umrah leave applications? All these questions are why it’s so important to understand umrah leave in UAE labour law.
As work-life balance and employee well being take center stage, businesses need to handle religious leave requests with clarity. A strong grasp of Umrah leave in UAE labour law—both its legalities and best practices—helps employers encourage an inclusive workplace while maintaining business continuity. Today’s blog post covers this topic.
Here are the key takeaways from our blog:
- Umrah Leave: No Legal Mandate, Employer’s Decision
- Leave Options Matter—Set Clear Company Policies
- Annual or Unpaid Leave? Plan Strategically
- Private Sector Flexibility—Policies Vary by Employer
- Structured Leave Policies Prevent HR Challenges
- Culturally Aligned Workplaces Attract Top Emirati Talent
- Respecting Religious Commitments Strengthens Retention
- Clear Guidelines Drive Workforce Satisfaction & Compliance
Is There a Dedicated Umrah Leave in UAE Labour Law?
There is no explicit Umrah leave category under UAE Labour Law (2025). Where Hajj leave is granted once during employment, Umrah leave is not a mandated right. Instead, it falls under the employer’s discretion and existing leave policies. But that doesn’t mean employees have no options.
Since there are no legal mandates, different industries and companies might handle Umrah leave differently. Some businesses might have a case-by-case approval system in place. Whereas others offer structured policies, ensuring employees are aware of their options in advance. Employers that actively address these policies can prevent last minute confusion and disruptions to business operations.
How Employees Can Apply for Umrah Leave
If an employee wishes to perform Umrah, they have three options:
- Annual Leave
The most common approach. Employees can request Umrah leave as part of their annual leave entitlement. If the employer offers flexibility, leave arrangements can be adjusted in line with workload and team schedules.
- Unpaid Leave
If they’ve exhausted their annual leave, an unpaid Umrah leave in UAE labour law can be submitted, subject to employer approval. Some businesses may allow partial salary deductions instead of full unpaid leave, offering a middle ground.
- Special Consideration
Some companies may offer additional religious leave at their discretion. This is often seen in organizations that prioritize religious inclusivity or have a high number of Emirati employees who may request Umrah leave more frequently.
Employers who integrate clear policies and guidelines for leave applications for Umrah create an organized and transparent leave management system. This reduces internal disputes and ensures fair treatment across all employees.
Umrah Leave in UAE for Private Sector Employees
For the private sector, policies can vary between companies. Unlike government employees who may have additional benefits, private-sector workers need to rely on company policy. Some businesses, especially those prioritizing Emiratisation, offer additional leave incentives to attract and retain top Emirati talent.
A thoughtful leave policy does more than just ensure compliance—it enhances your company’s reputation. Employers who support religious commitments, like Umrah leave, stand out in a competitive job market, particularly when attracting Emirati professionals who value workplaces that align with their beliefs.
For businesses employing UAE nationals, a structured approach to Umrah leave in UAE for private sector employees is quite the statement. It shows respect for cultural and religious values, contributing to higher employee satisfaction and retention. A clear and fair leave application for Umrah helps streamline the process, preventing misunderstandings and promoting a positive work environment where everyone feels valued.
Creating a simple, transparent Umrah leave application for employees can go a long way in building loyalty and trust in your team.
Employer’s Role: Compliance vs. Flexibility
There is no legal requirement for an Umrah leave application for employees. But companies that go the extra mile for accommodating their workforce’s religious commitments often have a higher level of employee loyalty and engagement.
You create a workplace that employees are more committed to when you strike the right balance between meeting business needs and supporting your team’s personal values. And that’s always a win for your brand.
If you’re wondering if you should approve a leave application for Umrah, consider the following:
- Workload Management
Implement a leave planning system that manages employee absences without disrupting your operations.
- Fair Treatment
Are you consistent with leave approvals across employees? Ensuring transparency in leave policies prevents internal conflicts and grievances.
- Company Culture
Does offering Umrah leave align with your company’s values and retention strategies? An inclusive workplace meets legal requirements and attracts top local talent.
When you offer clear policies, your employees understand their rights. Plus, managers have a stronger say in decision making. This prevents any last minute disruptions.
Companies that prioritize inclusive leave policies often build a more engaged workforce. Employees who feel their personal commitments are respected contribute more positively. It results in better morale and an increased rate in productivity.
Emiratisation and Umrah Leave: What Employers Should Know
Emiratisation is not just about numbers; it’s about creating a workplace that appeals to UAE nationals. A well-structured leave policy, including considerations for Umrah leave in UAE for private sector employees, signals that your company respects cultural and religious commitments.
Companies aiming to attract Emirati professionals should focus on more than just quotas. A workplace that accommodates religious and personal obligations naturally becomes more appealing to top local talent. Employees who feel supported in their personal lives are often more committed and productive in their professional roles.
Here’s why businesses that offer flexible leave policies have an advantage:
- Higher Employee Retention
UAE nationals are more likely to stay in organizations that recognize their cultural and religious needs.
- Stronger Employer Reputation
Companies that respect employees’ beliefs are viewed more favorably in the job market.
- Better Productivity and Morale
Employees who feel valued are more committed to their work.
Having a culturally appropriate policy on umrah leave in UAE labour law is a major step toward attracting the top Emirati professionals.
Instead of viewing Emiratisation as a compliance obligation, companies should see it as an opportunity to build a diverse high performing workforce.
Making Umrah Leave Work for Everyone
At the end of the day, having clarity on umrah leave in UAE labour law is the most important thing. When you are an employer drafting up policies or an employee submitting your leave application for Umrah, understanding your rights and options is what results in a smoother experience for everyone involved.
Employers who establish fair leave policies—not only for compliance, but to build an inclusive work culture—will see the benefits in both productivity and employee loyalty. After all, a company that respects its workforce reaps the rewards of a motivated and engaged team.
Businesses that integrate well-defined leave policies and considerations for religious commitments build better work environments, strengthening their standing in UAE’s competitive job market.
Want to build an Emirati friendly workplace that attracts and retains top talent? Let’s talk about how our Emiratisation services can help you refine your HR strategies while meeting your quota. Contact us for our services.
