A Comparison of Special Leaves in GCC

Joharan Nachia Mohamed Eusuf

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    The Gulf Cooperation’s Council (GCC) is a political and economic union of Arab states bordering the Arabian gulf. It was established in 1981 and its 6 members are the United Arab Emirates, Saudi Arabia, Qatar, Oman, Kuwait and Bahrain.

    In addition to the common leaves which are available in all the countries i.e. Annual Leave, Sick Leave and Maternity leave, there are certain other leaves which are mentioned in relevant countries’ labour law. Here we are comparing the other leave benefits.

    Paternity leave

    Paternity leave is a period of absence from work granted to a father after or shortly before the birth of his child. A male employee in GCC’s Private sector shall now be granted a paid “Paternity leave” for a period mentioned in the laws. The following table will brief about the privileges of leaves in different GCC Countries;

    Marriage Leave

    Marriage leave is the legal right to enjoy leave of absence by an employee due to him or her getting married without loss of wages. This Article is to inform both citizens and expatriates of their rights and privileges as employees in the GCC to ensure that they can maintain a congruous workplace environment. The following table will provide the comparisons between GCC countries relating to marriage leave;

    Hajj Leave

    Hajj is a pilgrimage to Mecca, which all Muslims are expected to make at least once during their lifetime if they can afford to do so. All Muslim employees in the private sector are entitled to certain no. of days of leave, once during their period of their service, to perform the Hajj. To understand more in detail, refer the below table;

    Compassionate Leave

    The Compassionate Leave policy establishes guidelines for providing paid time off to employees for absences related to the demise of immediate family members and close relatives.

    Iddah Leave

    In Islamic legal terminology, Iddah is the period a woman must observe after the demise of her husband. In such instance, she is required to stay at home in mourning and not leave the house except for necessities. For this purpose, Iddah leave is granted to female workers serving across the GCC Countries. The following information will give an understanding of this Law;

    Initially, companies gave importance to just the basic leave requirements, that include annual, sick and maternity leave. Now, they have started to give importance to other prominent instances/ happenings in the lives of employees. This is indeed an encouraging change.

    For a comprehensive understanding of leave policy in GCC countries,  please refer to our article relating to each country.

    Payroll Process

    The process of payroll is little complicated and time-consuming; hence it is always recommended to outsource your company’s payroll function. Outsourcing payroll will ensure the assistance of a team of trained payroll professionals and it frees up the time of the organization, helping them focus on other projects that add value to their business.

    One should be extra vigilant while selecting their payroll provider, as payroll data is highly sensitive, and one should opt for a provider that can ensure high levels of data security.

    As a leading payroll outsourcing company, HLB HAMT can help solve your payroll complexities through customized strategies. We take care of our clients’ entire payroll cycle that includes preparation of payroll reports, processing salary payment with WPS compliance, accrual management including Gratuity, pension funds, an online portal for accessing payslips, and many more. Our leadership team spends the necessary hours in every project, ensuring our clients get refined consulting services to take your business forward.

    To know more about our payroll process, click here

    Disclaimer:

    Whilst every effort has been made to ensure the accuracy of this information, HLB HAMT will not accept any liability arising out of errors or omissions. Please note that this blog is not all-inclusive. Our guidance is designed only to give general information on the issues/topics covered. It is subjected to change and not intended to be a comprehensive summary of all laws which may be applicable to your situation, treat exhaustively the subjects covered, provide legal advice, or render a legal opinion.
     

     
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