Parental leave in UAE: Why companies are offering more than the law requires

TL;DR:

• While federal law guarantees five days of paid paternity leave, many companies are offering far more: up to six weeks for fathers and 26 full weeks for mothers.
  
  
• Significant employer-led changes include Deutsche Bank MENA ’s two-week paternity package, and US law firm Baker McKenzie’s six weeks (42 days) for dads and 52 weeks for moms; fully paid.
  
  
• The 2025 Federal National Council is reviewing proposals to extend maternity to 90 days in the private sector, aligning with evolving corporate practices. These shifts reflect a broader societal transformation supporting families, work-life balance, and gender equity in the UAE .

Post-pandemic UAE is seeing a notable shift in work culture, one where parenthood and employment increasingly coexist. Beyond the five-day legal paternity leave, a host of employers in 2025 are independently expanding their leave packages. Deutsche Bank now provides two weeks of paid paternity leave, while Baker McKenzie offers six weeks for fathers and a full year for mothers. These private-sector advancements dovetail with a proposed 90‑day private-sector maternity leave, signaling a broader move toward family-supportive workplaces across the Emirates.

Legal Framework: The UAE Baseline
Under Federal Decree‑Law No. 6 of 2020, fathers in both private and public sectors legally receive five paid working days off within six months of a child’s birth; mothers are entitled to 45 days fully paid maternity leave (plus 15 days at half pay).

Employer-Led Leap: Progressive Parental Policies
Recent corporate examples show a surge in parental benefits:

• Deutsche Bank (MENA): From early 2025, offers 14 days of paid paternity leave, a major step up from the statutory minimum.
  
  
• Baker McKenzie (UAE): Allows 42 days for fathers and 52 weeks for mothers, 26 weeks of which are fully paid.
  
  
• Chalhoub Group & WSP Middle East: Provide 30 days and 10 days of paternity leave respectively, plus flexible schedules.
  
  

These policies reflect a competitive drive to attract and retain talent in a booming economy.

Proposals & Reform: 90‑Day Maternity on the Table
In May 2025, the Federal National Council debated extending private-sector maternity leave to 90 days, aligning benefits with public-sector norms. The move supports the UAE’s goals on women’s empowerment and improved work-life balance, complementing corporate-led enhancements.

Benefits: Families, Employers & Equality
Strengthened leave policies provide:

• Enhanced family bonding: especially when fathers take leave, benefiting both parents and newborns.
  
  
• Employer competitiveness: standout benefits elevate company reputation in attracting global talent.
  
  
• Gender equity: shared caregiving duties support women’s continued workplace participation.
  
  

Community Response
Research suggests that fathers taking leave to care for newborns benefits everyone. Studies show it strengthens the bond between father and child, aids in the baby’s development, and fosters a stronger relationship between parents. Expanded paternal leave policies are well-liked across the Middle East and North Africa (86%) according to a UN Women research.


In 2025, UAE’s approach to parental leave is evolving rapidly. Beyond the five-day paternity legal requirement, employers are voluntarily offering weeks or months of paid leave, with proposals for extended public-sector reforms aiming to match this momentum. As companies continue raising their parental benefits bar, and legal frameworks catch up, the UAE may well redefine regional standards for family-centred workplaces.