Hajj Leave (UAE / Middle East)
A statutory leave entitlement in the UAE and several other Middle Eastern countries that allows Muslim employees to take time off to perform the Hajj pilgrimage to Makkah. Under UAE Federal Decree-Law No. 33 of 2021, eligible employees receive up to 30 days of unpaid Hajj leave once during their employment.
What Is Hajj Leave?
Key Takeaways
- ✓Hajj leave is a statutory entitlement under UAE labour law that grants Muslim employees up to 30 days of unpaid leave to perform the Hajj pilgrimage. It's available once during the employee's tenure with each employer.
- ✓The Hajj is the fifth pillar of Islam, a religious obligation that every able-bodied Muslim who can afford it must perform at least once in their lifetime. Employers in Muslim-majority countries recognize this through dedicated leave provisions.
- ✓The 30-day unpaid entitlement covers travel, preparation, the pilgrimage itself, and return. Employees don't need to use all 30 days; they take whatever duration the Hajj requires.
- ✓This leave is separate from annual leave. An employer can't require an employee to use their annual leave balance for Hajj. The two entitlements are independent.
- ✓Several other Gulf Cooperation Council (GCC) countries have similar provisions, though duration and pay terms differ.
Hajj leave exists because the Hajj pilgrimage is a religious obligation for Muslims, not a vacation. Every Muslim who is physically and financially able must perform Hajj at least once in their lifetime. The pilgrimage takes place during the Islamic month of Dhul Hijjah and involves specific rituals in and around Makkah (Mecca) in Saudi Arabia. The core rituals span about 5 to 6 days, but the total trip requires additional time for travel, obtaining permits, health screenings, and logistical arrangements. In the UAE, where over 75% of the workforce consists of expatriates from diverse backgrounds and a significant portion of the population is Muslim, Hajj leave is a recognized labour right. Article 32 of Federal Decree-Law No. 33 of 2021 grants Muslim employees the right to take this leave once during their service with each employer. It's unpaid, which means the employer doesn't bear a direct salary cost, but must hold the employee's position during the absence.
Legal Provisions Across the Middle East
Hajj leave isn't unique to the UAE. Several countries in the region have codified similar provisions, though the specifics vary.
| Country | Duration | Paid/Unpaid | Frequency | Legal Basis |
|---|---|---|---|---|
| UAE | Up to 30 days | Unpaid | Once per employer | Federal Decree-Law No. 33 of 2021, Article 32 |
| Saudi Arabia | 10-15 days | Paid (for employees with 2+ years service) | Once per employer | Saudi Labour Law, Article 106 |
| Kuwait | 21 days | Paid (if 2+ years of continuous service) | Once per employer | Kuwait Labour Law, Article 59 |
| Bahrain | 14 days | Paid (if 3+ years service in Muslim-majority enterprises) | Once per employer | Bahrain Labour Law, Article 61 |
| Oman | 15 days | Paid (if 1+ year of service) | Once during employment | Oman Labour Law, Article 63 |
| Qatar | Reasonable period (not specified) | Follow company policy | Once per employer | Qatar Labour Law, Article 81 |
| Jordan | 14 days | Unpaid | Once during employment | Jordan Labour Law, Article 67 |
Eligibility and Conditions in the UAE
Not every employee automatically qualifies for Hajj leave. Here are the conditions employers should verify.
Who is eligible
Hajj leave is available to Muslim employees only, as it's tied to a specific Islamic religious obligation. There's no minimum tenure requirement under the current UAE law (unlike Saudi Arabia and Kuwait, which require 2+ years of service). The employee must not have previously taken Hajj leave with the same employer. If an employee changes employers, the entitlement resets: they can take Hajj leave once with each employer they work for, though the religious obligation itself is fulfilled after one Hajj.
Documentation and notice
While the law doesn't specify documentation requirements, standard practice in the UAE includes the employee submitting a formal leave request with reasonable advance notice (at least 30 days is customary). Employers typically ask for a copy of the Hajj visa or permit issued by the Saudi Ministry of Hajj, which confirms that the employee has been allocated a pilgrimage slot. Some employers request a copy of the travel itinerary. Upon return, some organizations ask for a certificate of Hajj completion, though this isn't legally required.
Timing considerations
The Hajj takes place during specific dates in the Islamic (Hijri) calendar, which shifts approximately 10 to 11 days earlier each Gregorian year. In 2024, the Hajj fell in June. By 2030, it will fall in March. This means the operational impact of Hajj leave shifts across different business periods each year. HR teams should track the Hijri calendar and anticipate when employees are likely to request Hajj leave, especially in departments with multiple Muslim employees who might request leave in the same year.
Managing the Operational Impact
A 30-day absence is significant. Here's how employers in the UAE and broader Middle East typically handle it.
Coverage planning
Most employees don't use the full 30 days. The Hajj rituals span about a week, and with travel, the typical absence is 10 to 14 days. Still, plan for the possibility of a longer absence. Arrange temporary coverage through internal redistribution, temporary staffing, or shifting non-urgent projects. Because Hajj dates are known well in advance and employees typically apply for permits months ahead, there's usually adequate planning time.
Managing multiple requests
In teams with several Muslim employees, you might receive multiple Hajj leave requests for the same period. Since the leave can only be used once, this is a one-time event per employee. But if three team members all want to perform Hajj in the same year, it can create a staffing gap. Employers can ask employees to coordinate timing across different years, but can't deny the leave outright if the employee has obtained a Hajj permit. In practice, Saudi Arabia's country-based quota system limits how many people from each nation can perform Hajj each year, which naturally staggers requests.
Pay and Benefits During Hajj Leave
Understanding the financial implications of Hajj leave matters for both employer and employee.
Pay status in the UAE
Under UAE law, Hajj leave is unpaid. The employee receives no salary for the days they're absent. This is a significant financial consideration for employees, especially those on lower salaries. Some employers voluntarily provide partial or full pay during Hajj leave as a goodwill gesture or as part of their benefits package. Multinational companies operating in the UAE sometimes include paid Hajj leave as a differentiator in their compensation package.
Benefits continuation
During unpaid Hajj leave, the employer's obligations regarding benefits depend on the employment contract and company policy. Health insurance typically continues because most UAE health insurance policies are annual and coverage doesn't stop during short-term unpaid absences. End-of-service gratuity calculations in the UAE are based on the last basic salary and years of service. Hajj leave doesn't break the continuity of employment for gratuity purposes.
Annual leave interaction
Hajj leave is separate from the employee's annual leave entitlement (30 calendar days under UAE law). Employers can't force employees to use annual leave instead of Hajj leave. However, an employee might choose to combine Hajj leave with annual leave for a longer trip. If the employee takes 15 days of Hajj leave and then requests 10 days of annual leave to visit family in their home country on the way back, the employer should process these as separate leave types.
Considerations for Multinational Employers
Companies operating across the Middle East and beyond need to understand how Hajj leave fits into their global leave framework.
Applying the right local law
Hajj leave entitlements follow the labour law of the country where the employee works, not the company's headquarters. A UK-headquartered firm with employees in Dubai must provide Hajj leave per UAE law. An Emirati company with staff in Jordan follows Jordanian provisions. For employees on cross-border assignments, apply the law of the host country where the employee is physically working.
Global leave policy integration
When building a global leave framework, include region-specific religious and cultural leave provisions. Hajj leave should sit alongside other country-specific entitlements like Japan's obon holidays, India's festival leave, or Jewish high holiday accommodations in the US. Categorize these as 'statutory/cultural leave' in your global policy to distinguish them from standard annual or sick leave. This helps multinational HR teams understand that these aren't discretionary benefits but legal or deeply cultural obligations.
Hajj Leave Policy Best Practices
A clear Hajj leave policy sets expectations for both the employer and employee and prevents confusion during the request process.
| Policy Element | Recommended Approach |
|---|---|
| Eligibility | Muslim employees who have not previously taken Hajj leave with this employer |
| Duration | Up to 30 calendar days as per UAE law (or local law in other jurisdictions) |
| Pay status | Unpaid per law; note if company voluntarily provides any pay |
| Notice period | Minimum 30 days written notice with supporting documentation |
| Documentation required | Copy of Hajj permit/visa; travel itinerary |
| Benefits during leave | Health insurance continues; PTO accrual pauses during unpaid period |
| Return to work | Employee returns to same position; notify manager of return date at least 3 days before |
| Combination with annual leave | Employee may request to combine Hajj leave with annual leave; must be approved separately |
Frequently Asked Questions
Can a non-Muslim employee take Hajj leave?
Can an employer deny or postpone a Hajj leave request?
Does Hajj leave reset if an employee changes employers?
How does Hajj leave work for part-time or temporary employees?
What happens if Hajj leave overlaps with a critical business period?
Written by Adithyan RK