Planning for Hajj 2025? What UAE employees must know about leave rules
Unpaid leave capped at 30 days, granted only once per job
DUBAI: As the Hajj season approaches, thousands of Muslims in the UAE begin preparations for the sacred journey to Makkah.
For employees in both the private and public sectors, understanding the legal framework around religious leave is crucial. While the pilgrimage represents a spiritual obligation, it also involves practical considerations – especially regarding employment, entitlements, and the application process.
So, what exactly are UAE workers entitled to in terms of Hajj leave in 2025? Here's a detailed look at the rules, regulations, and options available.
Leave entitlements
Hajj, which occurs from the 8th to the 12th of Dhu Al Hijjah, is expected to fall in early June this year. Arafah Day is anticipated on Thursday, 5 June 2025, followed by Eid Al Adha on Friday, 6 June, according to the Emirates Astronomy Society.
While the UAE’s current federal labour law – Federal Decree-Law No. 33 of 2021 – does not explicitly mandate Hajj leave, provisions still exist under specific circumstances. According to the UAE government portal (u.ae), employees in the private sector may be granted a special unpaid leave of up to 30 days to perform Hajj. This is allowed only once during the course of employment with a company and is subject to employer approval.
This provision is discretionary, meaning there is no statutory obligation for employers to approve such requests. Employees are encouraged to consult their company’s internal leave policy to verify if religious leave is recognised and under what conditions.
Free Zones’ provisions
Distinct policies apply within certain UAE free zones. In the Dubai International Financial Centre (DIFC), Hajj leave is explicitly addressed under Article 33 of DIFC Employment Law No. 2 of 2019. Muslim employees who have completed at least one year of continuous service with their employer are entitled to 21 days of unpaid leave to perform Hajj. This entitlement is granted only once during the period of employment.
Similarly, Abu Dhabi Global Market (ADGM) regulations offer Muslim employees with at least one year of continuous employment up to 30 days of unpaid leave for Hajj. Like DIFC, the leave can be taken only once during the employee’s tenure with the employer.
How to apply for Hajj leave?
To apply for Hajj leave, employees should initiate the request well in advance. A formal written application addressed to the HR department or immediate supervisor is often the first step. This should include proposed dates of leave, duration, and purpose.
Employers may request additional documentation to validate the request – such as Hajj registration proof, flight bookings, or itinerary details. Employees must also acknowledge and adhere to any terms set by the company, such as ensuring coverage of critical responsibilities before departure.
While some companies allow combining Hajj leave with annual leave, others might require a full unpaid period. It’s advisable to clarify these terms early to avoid last-minute surprises.
Public holiday overlap
With Arafah Day and Eid Al Adha being part of the Hajj season, public holidays may fall within the requested leave period. According to Article 29 (7) of the UAE Labour Law, if annual leave overlaps with public holidays, those holidays are counted as part of the leave.
For Hajj 2025, the UAE has declared a four-day public holiday from 5 to 8 June. Employees incorporating Hajj within their annual leave during this time should note that these four days would be deducted from their leave quota unless the employer agrees otherwise.
Umrah vs. Hajj leave
It’s important to distinguish between Hajj and Umrah when considering religious leave. While Hajj is mandatory for all able-bodied Muslims once in their lifetime, Umrah is optional and can be performed at any time.
There are no statutory provisions for Umrah leave under UAE labour law. Employees seeking time off for Umrah must either use their annual leave or request unpaid leave, subject to employer approval. The request process follows similar guidelines – advance notice, written application, and supporting documentation.
Insider tips for securing leave
For those planning Hajj or Umrah, strategic preparation increases the chances of approval. Begin by checking your employment contract and handbook for any religious leave clauses. If none exist, consider the option of combining unpaid leave with annual leave or proposing flexible working hours before and after your pilgrimage.
Having a detailed discussion with your HR department, outlining how your responsibilities will be handled in your absence, reflects professionalism and may sway the decision in your favour. Many companies appreciate early planning and are more willing to cooperate when the impact on operations is minimal.
If applicable, cite precedents where colleagues were granted leave in similar circumstances. This not only supports your request but also shows familiarity with internal practices.
Best practices for employers
From an employer’s perspective, the absence of a statutory requirement means there is room for flexibility. However, companies are encouraged to develop clear internal policies regarding religious leave. These should define eligibility, application procedures, and approval criteria.
Providing written policies ensures transparency and helps avoid potential disputes. It also strengthens the company’s reputation as an inclusive workplace. Prompt evaluation of requests and consistent documentation practices further contribute to smooth operations during the Hajj season.
In free zones like DIFC and ADGM, adherence to respective employment laws is mandatory, and employers must accommodate Hajj leave requests as per local regulations.