For Muslims around the world, the Hajj pilgrimage is more than just a journey — it is a once-in-a-lifetime spiritual obligation. As one of the Five Pillars of Islam, Hajj holds deep meaning and significance, but it also requires time, planning, and in most cases, time away from work.

In many countries, Muslim employees may be entitled to take leave from work to perform Hajj. However, how this leave is handled — whether it’s paid, unpaid, or even recognized at all — depends on local labor laws and workplace policies.

This article explores how Hajj leave works across different countries, what Muslims should know when planning their pilgrimage, and how it compares to Umrah leave.

What Is Hajj Leave?

Hajj leave is a special type of time off granted to Muslim employees to perform the Hajj pilgrimage. It may be:

1. Paid or unpaid
2. Once in a lifetime (in many cases)
3. Subject to employer approval or minimum employment duration

The specifics vary by country and employer, but the goal is to accommodate the religious needs of Muslim workers where possible.

How Hajj Leave Works Around the World

Here’s a look at how various countries handle Hajj leave:

Saudi Arabia

1. 10 to 15 days of paid leave
2. Must have worked for at least two consecutive years
3. Only available if the employee has not performed Hajj before

United Arab Emirates (UAE)

1. Up to 30 days of unpaid leave
2. Can only be granted once during employment
3. Umrah leave is not mandated; often deducted from annual leave or unpaid

Indonesia

1. Hajj leave is usually unpaid
2. Can last up to three months
3. Must be requested in advance with documentation

Pakistan

1. Up to 60 days of special leave may be granted for Hajj
2. Promotes religious freedom in the workplace

Malaysia

1. Government employees are typically allowed paid Hajj leave once
2. Private sector policies vary but may follow similar practices

Other Countries

In non-Muslim-majority countries (like the UK, US, or Canada), Hajj leave is not legally guaranteed. However:

1. Employees may use vacation days or request unpaid religious leave
2. Many employers are open to making reasonable accommodations when requests are made early

What About Umrah Leave?

Umrah is a shorter pilgrimage that can be performed at any time of the year. Unlike Hajj, it is not mandatory in Islam — but it is highly recommended.

Most labor laws do not formally recognize Umrah leave, meaning employees usually:

1. Use annual leave
2. Request unpaid time off
3. Rely on company-specific arrangements

Hajj Leave vs. Umrah Leave: What’s the Difference?

Here’s a side-by-side comparison to help you understand how Hajj and Umrah leave differ in the workplace:

Tips for Muslim Employees Planning Hajj

If you're planning to perform Hajj while working full-time, consider these tips:

1. Start early – Hajj season is fixed, so give notice well in advance.
2. Check your contract or employee handbook for leave policies.
3. Submit formal requests in writing, including any official documents (e.g. Hajj permit).
4. Coordinate with your manager or HR about who will cover your duties while you're away.

Final Thoughts

Hajj is a sacred and life-changing journey for Muslims, and many employers — especially in Muslim-majority countries — recognize its importance. Whether you live in a country with official Hajj leave laws or not, early planning and clear communication can go a long way in securing the time off you need.

For Umrah, while it’s not covered by law in most places, supportive employers may allow flexibility, especially when requests are made respectfully and in advance.