Employees across the UAE may receive a short festive break this Christmas, as select companies announce up to two days of holiday leave, allowing staff additional time to rest, celebrate, and spend moments with family.
UAE Employees to Enjoy Up to Two-Day Christmas Holiday at Select Companies.
As the festive season draws nearer, several workplaces across the UAE are choosing to offer their employees time off during Christmas, with some extending the break beyond December 25 to include Boxing Day as well. These days off are not part of the country’s official public holiday calendar but are instead granted through internal company policies. This growing approach highlights how many organizations are adapting to evolving workplace cultures, international business practices, and the increasingly global makeup of their workforce. By recognizing Christmas within their internal leave structures, employers aim to support employee wellbeing while staying aligned with global operational schedules.
Rather than being mandated at a national level, these holiday breaks are implemented at the discretion of individual companies. For many businesses, especially those with multinational teams or international clients, offering time off during Christmas helps ensure smoother coordination with global partners while also fostering a more inclusive and considerate work environment. Employees benefit from the opportunity to pause, recharge, and spend meaningful time with family and loved ones during one of the busiest times of the year.
This shift is also indicative of a broader change in how companies in the UAE view work-life balance. With competition for talent increasing, many employers are looking for ways to enhance employee satisfaction beyond traditional benefits. Offering additional leave during globally observed holidays is one such strategy, signaling flexibility and an understanding of diverse cultural needs. For staff members who celebrate Christmas, the gesture carries particular significance, while others may appreciate the added downtime regardless of how they observe the season.
For Ellia Mark, a recent addition to a Dubai-based company, this policy was a pleasant and unexpected discovery. As someone new to the organization, he was in the process of organizing his end-of-year plans and had assumed he would need to use his annual leave to cover the entire holiday period. Like many expatriates, Ellia had been planning to return home and initially intended to request a full week off to accommodate travel and family commitments.
While reviewing the company’s internal leave schedule, however, he realized that December 25 and December 26 had already been marked as non-working days for all employees. This meant he could adjust his leave request, saving precious vacation days while still enjoying an extended break. The discovery not only simplified his planning but also left a positive impression of his new employer’s approach to staff welfare.
For Ellia, the policy reflected a thoughtful and employee-focused workplace culture, particularly valuable during a time of year that often involves long-distance travel and increased personal commitments. It also underscored how internal company decisions, even small ones like additional leave days, can have a meaningful impact on employees’ overall experience.
As more UAE companies adopt similar practices, such internal holiday allowances may become increasingly common. While not universally applied, they demonstrate how workplaces are evolving to meet the expectations of a diverse workforce, balancing business needs with the importance of rest, flexibility, and cultural awareness during the festive season.
Because Christmas Day and the following day fall on a Thursday and Friday this year, employees covered by these internal leave arrangements effectively benefit from an extended weekend. For many, this setup significantly reduces the number of annual leave days they need to use. One employee explained that instead of requesting a full week off, he now only needs to apply for four days, making travel arrangements far more manageable during one of the most congested periods for flights and accommodation. The additional flexibility has eased the stress that often comes with planning holiday trips at the end of the year, when demand is at its highest.
In the UAE, public holidays are announced each year by the government and apply across both public and private sectors. These holidays are determined according to either the Gregorian calendar or the Islamic lunar calendar, depending on the nature of the occasion. Christmas Day, however, is not designated as a federal public holiday. Despite this, companies are allowed to establish their own internal leave policies, provided they comply with labor regulations. As a result, many organizations choose to recognize Christmas through company-wide days off, especially those with diverse, multinational workforces.
These internally approved holidays do not affect an employee’s annual leave balance and are separate from statutory entitlements. The specifics of such policies can differ widely depending on the employer, industry, and operational needs. Some businesses offer fixed dates, while others opt for more flexible arrangements. Employees say that these initiatives are particularly helpful during December, a time when travel costs increase and personal commitments often overlap. Beyond convenience, many see this approach as part of a broader move toward better planning and more predictable time off toward the end of the year.
Because Christmas Day and the following day fall on a Thursday and Friday this year, employees covered by these internal leave arrangements effectively benefit from an extended weekend. For many, this setup significantly reduces the number of annual leave days they need to use. One employee explained that instead of requesting a full week off, he now only needs to apply for four days, making travel arrangements far more manageable during one of the most congested periods for flights and accommodation. The additional flexibility has eased the stress that often comes with planning holiday trips at the end of the year, when demand is at its highest.
In the UAE, public holidays are announced each year by the government and apply across both public and private sectors. These holidays are determined according to either the Gregorian calendar or the Islamic lunar calendar, depending on the nature of the occasion. Christmas Day, however, is not designated as a federal public holiday. Despite this, companies are allowed to establish their own internal leave policies, provided they comply with labor regulations. As a result, many organizations choose to recognize Christmas through company-wide days off, especially those with diverse, multinational workforces.
These internally approved holidays do not affect an employee’s annual leave balance and are separate from statutory entitlements. The specifics of such policies can differ widely depending on the employer, industry, and operational needs. Some businesses offer fixed dates, while others opt for more flexible arrangements. Employees say that these initiatives are particularly helpful during December, a time when travel costs increase and personal commitments often overlap. Beyond convenience, many see this approach as part of a broader move toward better planning and more predictable time off toward the end of the year.
At another Dubai-based company, a similar structure is already in place. Yasmin Yasir, a Sudanese British expatriate working in the city, said her employer officially closes the office on December 25 and also observes Boxing Day. This means staff members do not need to submit individual leave requests for those dates, allowing them to organize personal plans well in advance. According to her, this system reflects how workplaces in the UAE are evolving to better accommodate the realities of a multicultural workforce.
She explained that for many expatriates, the UAE is no longer a temporary base but a long-term home. With families settled in the country, being able to celebrate holidays together without worrying about leave approvals makes a meaningful difference. The policy, she noted, supports family life and fosters a sense of belonging, particularly for those who observe Christmas as an important cultural or religious occasion.
Other employers are experimenting with more adaptable models rather than fixed shutdown periods. Sahar Taha, who works at a Dubai-based company with headquarters in the UAE, described a system designed to balance structure with individual choice. In her organization, December 25 is observed as an official day off for everyone. In addition, employees are granted an extra day of leave that can be used at any time between December 15 and January 7.
This optional day is arranged in coordination with the employee’s line manager to ensure that business operations continue smoothly. The aim, she explained, is to give staff greater autonomy during a period that is often busy both professionally and personally. Employees can select the additional day that best aligns with their travel plans or workload, as long as it is discussed and approved in advance.
From an organizational standpoint, such flexibility can help maintain productivity while still acknowledging employees’ needs. Rather than having large numbers of staff absent on the same dates, managers can stagger time off and ensure adequate coverage. For employees, this approach offers a sense of control and consideration, reinforcing trust between staff and management.
Human resources professionals say that internal leave policies at the end of the year are often driven by operational efficiency as much as employee wellbeing. A Dubai-based HR consultant explained that December typically brings a surge in annual leave requests, which can be challenging to manage. By designating specific days as company-wide holidays or offering structured flexibility, organizations can reduce the administrative burden of reviewing and approving numerous overlapping requests.
According to the consultant, planned shutdown days or clearly defined leave windows simplify scheduling and help businesses avoid disruptions. When everyone knows in advance which days the office will be closed, teams can adjust deadlines, client communication, and project timelines accordingly. This clarity minimizes last-minute changes and makes coordination easier, particularly for companies operating across multiple time zones or working with international partners.
The consultant also noted that predictable time off benefits both employees and employers. Staff can plan travel, family gatherings, and rest periods with confidence, while managers gain greater visibility over staffing levels. In the long term, such policies can contribute to higher morale and lower burnout, especially in fast-paced sectors where workloads remain heavy throughout the year.
As workplaces in the UAE continue to evolve, internal holiday arrangements like these are becoming an increasingly common feature. While not mandated by law, they reflect changing attitudes toward work-life balance and the importance of accommodating a diverse workforce. Whether through fixed days off or flexible leave options, companies are finding ways to offer meaningful support during the festive season without compromising operational needs.
For employees, these initiatives go beyond the number of days off. They signal recognition, inclusion, and thoughtful planning—qualities that can significantly shape how people experience their workplace. As more organizations adopt similar approaches, the end-of-year period may become less stressful and more predictable for workers across the UAE, regardless of how they choose to celebrate the season.
