The Domestic Workers Law and its Executive Regulations in the United Arab Emirates specify rest periods and official leave for the domestic worker and all related provisions. The law guarantees vacations for every worker working in the Emirates to work:
First- Giving the worker a day of weekly rest with a comprehensive wage.
Second - Granting the worker an alternative rest day if he works on his day off, or a cash allowance equivalent to the wages of a working day
Third: In calculating the period of the worker's annual leave, the holidays established by law or by agreement, or any other periods due to illness, if they overlap with this leave.
Fourth - The worker is entitled to a maximum of 30 continuous or intermittent sick leave in the contractual year, the first 15 days of the sick leave being fully paid and the following 15 days without pay.
Fifth - The worker is entitled to an annual paid leave of 30 days.
Sixth - The worker has the right to accumulate his leave accrued for more than two years, and obtain them together upon renewing his contract
Seventh: The worker is entitled to a cash allowance equal to the days of accrued unused vacation if the contract is terminated.
Eighth- The worker's daily rest shall not be less than 12 hours a day, including at least 8 continuous hours.
Ninth - A round trip ticket every two years.
Tenth, the worker is granted an annual leave of thirty days for each year, as Article 13 stipulates that the annual leave shall be paid before taking it, and if the service period is less than a year and more than six months, he is entitled to two days leave for each month, and the employer has the right to specify the date for the start of the leave annual, and may, when necessary, divide it into two periods at most.
Eleventh: The working conditions necessitated the employment of the worker during all or part of his annual leave, and the leave period during which he worked was not carried over to the following year. The worker during his annual leave more than once in two consecutive years.
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