Managing employees involves more than assigning tasks. Every team member is a human being with their own personal struggles. At times, they may face a bereavement or emergency that requires them to take time away from work.
Whether you operate in Pakistan, the UAE, or the wider Middle East, having a clear compassionate leave policy is essential. It not only supports employee wellbeing but also ensures compliance with UAE labour law and other Middle East compassionate leave regulations.
What is Compassionate Leave?
Compassionate leave is unplanned time off from work due to a bereavement or emergency. Examples include:
- The death of a loved one.
- Caring for a sick relative.
- Dealing with the aftermath of a crime.
This type of leave allows employees to manage personal crises without fear of losing their job or salary.
Compassionate Leave vs Bereavement Leave
- Bereavement Leave → Specifically time off for the death of a loved one.
- Compassionate Leave → Covers wider emergencies such as illness, accidents, or family care.
In the UAE, labour law grants leave in certain cases, including 3–5 days of paid leave for a first-degree relative’s death. In other Middle East countries, compassionate leave policies vary, but progressive employers are expanding them to cover broader emergencies.
Examples of Compassionate Leave Situations
- Attending a funeral.
- Managing a family emergency.
- Caring for a seriously ill parent, spouse, or child.
- Handling a personal crisis such as being the victim of a crime.
Some organizations even offer pet bereavement leave as part of modern HR practices.
Why Compassionate Leave Matters in the Middle East
Offering compassionate leave in the UAE and Middle East is not just about legal compliance—it’s about compassion and productivity. Employers who provide flexible policies benefit from:
✅ Improved employee loyalty.
✅ Stronger mental health outcomes.
✅ Lower absenteeism and staff turnover.
Legal Insights: UAE & Middle East Leave Policies
- UAE Labour Law (2022 update) → Employees can take 5 days of paid leave for the death of a spouse and 3 days for a parent, child, sibling, or grandparent.
- Saudi Arabia → Labour laws allow bereavement leave, though company policies often define duration.
- Qatar, Oman, Kuwait → Policies vary but most companies follow Islamic traditions of offering leave for funerals.
Employers should review local labour laws to ensure compliance when drafting their compassionate leave policy.
Is Compassionate Leave Paid?
In the UAE, bereavement leave is legally paid as per the updated labour law. In other Middle East countries, it depends on company policy. Employers may choose:
- Paid leave (full or partial salary).
- Unpaid leave after a set number of days.
Creating a Compassionate Leave Policy
When designing your company’s leave policy, include:
- Eligibility – Who qualifies (full-time, part-time, contract).
- Duration – Number of days granted (aligned with UAE & Middle East laws).
- Payment terms – Paid or unpaid leave.
- Procedure – How to apply (leave request email or HRMS system).
- Flexibility – Allow managers to assess unique situations.
Role of HR Software in Leave Management
Without automation, tracking leave requests can be overwhelming. This is where Token Talent HRMS helps.
With Token Talent, you can:
- Record bereavement and compassionate leave.
- Automate approvals in line with UAE labour law.
- Track absenteeism and turnover.
- Generate reports for HR compliance.
- Provide employees with self-service leave applications via mobile.
Supporting Employees Beyond Leave
Good employers offer leave. Great employers provide ongoing support. Consider:
- One-on-one check-ins after return.
- Flexible work options.
- Phased return-to-work programs.
- Training managers on handling sensitive conversations.
Final Thoughts
Compassionate leave is more than a policy—it’s a statement that your business values its people.
By aligning with UAE and Middle East compassionate leave laws and adopting tools like Token Talent, companies can balance compliance with compassion.
