Both the first-instance decision and the appeal judgment followed this argument and recognized only a partial amount. The employee then filed a revision with the Abu Dhabi Court of Cassation, which overturned the lower court decisions and ordered the employer to fully compensate all untaken vacation days over the entire period of employment.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”25″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” max_width_desktop=”1000″ overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758667530455{margin-bottom: 0px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][split_line_heading animation_type=”line-reveal-by-space” font_style=”h2″ line_reveal_by_space_text_effect=”none” content_alignment=”default” mobile_content_alignment=”inherit” link_target=”_self” text_content=”III. Legal assessment by the Abu Dhabi Court of Cassation” text_direction=”default” font_size=”22″ font_line_height=”1.4″ font_size_tablet=”22″ font_size_phone=”20″][\/split_line_heading][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”0″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758656802348{margin-bottom: 5px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]The decision is essentially based on the interpretation of Article 29 of Federal Law No. 33 of 2021 on the regulation of employment relationships in the UAE and on the implementing regulation issued for this purpose (Cabinet Resolution No. 1 of 2022). According to this, employees are entitled to at least 30 calendar days of paid annual leave, which must generally be granted in the current year. <\/p>\n
The court clarified that the burden of proof for the actual granting or payment of vacation days lies with the employer. In the specific case, the employer was unable to provide evidence of vacation requests, corresponding approvals, or compensation payments. Against this background, the court assumed that the vacation was neither taken nor compensated. Contrary to the opinion of the lower courts, a restriction of the compensation claim to two years was not considered, as such a limitation presupposes that the employee was actually offered the vacation and did not take it of his own free will \u2013 which was not the case here. <\/p>\n
It is noteworthy that the court expressly emphasized that a company-internal practice of ignoring vacation claims over longer periods or hoping for a statute of limitations is not compatible with the mandatory protective provisions of labor law. The plaintiff then received vacation compensation in the amount of AED 59,290, calculated on the basis of his last basic salary.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”25″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” max_width_desktop=”1000″ overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758667530455{margin-bottom: 0px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][split_line_heading animation_type=”line-reveal-by-space” font_style=”h2″ line_reveal_by_space_text_effect=”none” content_alignment=”default” mobile_content_alignment=”inherit” link_target=”_self” text_content=”IV. Demarcation from case law in other emirates” text_direction=”default” font_size=”22″ font_line_height=”1.4″ font_size_tablet=”22″ font_size_phone=”20″][\/split_line_heading][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”0″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758656802348{margin-bottom: 5px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]The decision deviates significantly from the previous case law of the courts in other emirates, particularly in Dubai. There, the labor courts largely take the view that outstanding vacation claims \u2013 unless they have been expressly contractually or operationally secured for several years \u2013 are subject to a two-year statute of limitations in accordance with Article 54(7) of Federal Law No. 33 of 2021 and are therefore only to be compensated to a limited extent. <\/p>\n
The Abu Dhabi Court of Cassation, on the other hand, focuses on the employer’s duty to proactively grant vacation and on complete documentation. In the absence of corresponding evidence, the employee’s full vacation entitlement is assumed, without a time limit. <\/p>\n
Whether this case law heralds a fundamental turnaround in the entire federal territory or initially remains limited to Abu Dhabi remains to be seen. In view of the position of the Abu Dhabi Court of Cassation as the highest Emirati labor court, the judgment has considerable signaling effect in any case.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”25″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” max_width_desktop=”1000″ overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758667530455{margin-bottom: 0px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][split_line_heading animation_type=”line-reveal-by-space” font_style=”h2″ line_reveal_by_space_text_effect=”none” content_alignment=”default” mobile_content_alignment=”inherit” link_target=”_self” text_content=”V. Legislative innovations: Extension of the limitation period” text_direction=”default” font_size=”22″ font_line_height=”1.4″ font_size_tablet=”22″ font_size_phone=”20″][\/split_line_heading][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”0″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758656802348{margin-bottom: 5px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]It should also be noted that the entry into force of Federal Decree-Law No. 9 of 2024 with effect from July 31, 2024, legally re-regulated the relevant limitation period for labor law claims. According to the new regulation, the two-year period for asserting such claims now only begins to run upon termination of the employment relationship. This significantly strengthens the enforceability of outstanding remuneration claims, including vacation compensation, and gives the decision additional practical relevance.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”25″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” max_width_desktop=”1000″ overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758667530455{margin-bottom: 0px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][split_line_heading animation_type=”line-reveal-by-space” font_style=”h2″ line_reveal_by_space_text_effect=”none” content_alignment=”default” mobile_content_alignment=”inherit” link_target=”_self” text_content=”VI. Recommendations for action for employers” text_direction=”default” font_size=”22″ font_line_height=”1.4″ font_size_tablet=”22″ font_size_phone=”20″][\/split_line_heading][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”0″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758656802348{margin-bottom: 5px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]Regardless of the question of whether the new case law will consolidate beyond Abu Dhabi, employers in the UAE are strongly advised to review their internal processes for vacation management for their legal resilience. In particular, the following measures should be considered: <\/p>\n
Only a consistent and transparent vacation practice can prevent untaken vacation days from accumulating into significant financial burdens in a legal dispute.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”25″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” max_width_desktop=”1000″ overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758667530455{margin-bottom: 0px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][split_line_heading animation_type=”line-reveal-by-space” font_style=”h2″ line_reveal_by_space_text_effect=”none” content_alignment=”default” mobile_content_alignment=”inherit” link_target=”_self” text_content=”VII. Conclusion” text_direction=”default” font_size=”22″ font_line_height=”1.4″ font_size_tablet=”22″ font_size_phone=”20″][\/split_line_heading][\/vc_column_inner][\/vc_row_inner][vc_row_inner column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” top_padding=”0″ text_align=”left” row_position=”default” row_position_tablet=”inherit” row_position_phone=”inherit” overflow=”visible” pointer_events=”all” class=”block-letters” css=”.vc_custom_1758656802348{margin-bottom: 5px !important;}”][vc_column_inner column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” overflow=”visible” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][vc_column_text css=”” text_direction=”default”]The judgment of the Abu Dhabi Court of Cassation (case no. 73\/2024) represents a paradigm shift in the labor court assessment of vacation claims. It makes it clear that employers cannot rely on a presumed statute of limitations if they do not fulfill their obligations to grant vacation and to provide proper documentation. In view of the current amendment to the law on the statute of limitations for labor law claims, an increased number of corresponding lawsuits is to be expected. Companies are well advised to proactively design their internal processes in compliance with the law \u2013 not least in order to effectively counter legal disputes.[\/vc_column_text][\/vc_column_inner][\/vc_row_inner][\/vc_column][\/vc_row][vc_row type=”in_container” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none”][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][nectar_global_section id=”979″][\/vc_column][\/vc_row][vc_row type=”full_width_content” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none” gradient_type=”default” shape_type=””][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″ background_hover_color_opacity=”1″ column_backdrop_filter=”none” column_shadow=”none” column_border_radius=”none” column_link_target=”_self” column_position=”default” gradient_direction=”left_to_right” overlay_strength=”0.3″ width=”1\/1″ tablet_width_inherit=”default” animation_type=”default” bg_image_animation=”none” border_type=”simple” column_border_width=”none” column_border_style=”solid”][nectar_global_section id=”887″][\/vc_column][\/vc_row]\n","protected":false},"excerpt":{"rendered":"
[vc_row type=”full_width_background” full_screen_row_position=”middle” column_margin=”default” column_direction=”default” column_direction_tablet=”default” column_direction_phone=”default” scene_position=”center” text_color=”dark” text_align=”left” row_border_radius=”none” row_border_radius_applies=”bg” overflow=”visible” class=”blog-image” overlay_strength=”0.3″ gradient_direction=”left_to_right” shape_divider_position=”bottom” bg_image_animation=”none” gradient_type=”default” shape_type=””][vc_column column_padding=”no-extra-padding” column_padding_tablet=”inherit” column_padding_phone=”inherit” column_padding_position=”all” column_element_direction_desktop=”default” column_element_spacing=”default” desktop_text_alignment=”default” tablet_text_alignment=”default” phone_text_alignment=”default” background_color_opacity=”1″…<\/p>\n","protected":false},"author":1,"featured_media":1773,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[23,24],"tags":[],"class_list":{"0":"post-1770","1":"post","2":"type-post","3":"status-publish","4":"format-standard","5":"has-post-thumbnail","7":"category-law","8":"category-regulations"},"yoast_head":"\n