Eid Leave: Balancing Work and Holiday Plans

Longer Eid Break: Can Employers Refuse Connecting Annual Leave with Holidays?

As the Eid-al-Adha holiday approaches, many employees are eager to take advantage of the opportunity to connect their annual leave with the official holiday break, thereby extending their relaxation time. But what happens if the employer disagrees with the request, especially for those in managerial positions?

The employer decides the holiday schedule – with conditions

According to UAE labor laws, the employer has the right to determine the timing of employees' leave but must communicate this to the employee at least a month in advance. This is mandatory according to Federal Decree 33/2021 Article 29(4):

"The employee must take their leave within the given year. The employer may set the leave period based on work requirements and agreement with the employee or distribute leaves rotationally for uninterrupted operations. Employees must be informed of the leave date at least a month before it starts."

This means that if company operations necessitate a managerial employee’s presence during Eid, HR is entitled to deny the merging of leaves. However, if internal company policy allows for combining public holidays with annual leave, you are entitled to it.

What does the company's internal policy state?

UAE labor law mandates that companies with more than 50 employees must develop their own internal HR policy, which includes rules around leave. This is mandatory under Law 33/2021 Article 13(3):

"The employer must establish an internal policy containing labor instructions, penalties, promotions, benefits, and other rules. These must comply with the law's implementation provisions."

Therefore, if a company's HR policies explicitly permit the merging of holidays and annual leave, you have the right to do so. Moreover, according to Article 65(4):

"The employer can create an internal policy more favorable to the employee than the conditions specified by law. In the event of a conflict between the internal policy and the law, the more favorable provision for the employee prevails."

What can you do if HR rejects your request?

Check the company's HR policy – If it allows the merging of leaves, you can cite it.

Negotiate with the employer – Try to find a compromise, such as partial absence or delegation of tasks.

Consider job responsibilities – In a managerial position, the company often deems it justified for you to be present during critical times.

Summary

The employer decides the timing of leave, but a one-month advance notice is mandatory.

If the company's internal policy permits, you can merge the leave with the Eid break.

In managerial positions, operational needs might justify rejecting your request.

It’s always wise to discuss with HR or your superior to find a common solution.

Eid-al-Adha is a perfect opportunity for relaxation and family time. However, if work requires your presence, it’s advisable to adapt flexibly – or take your leave at another time later.