Executive Regulations

of Human Resources Law

in the Federal Government

Cabinet Resolution No. (48) of 2023 Regarding

the Executive Regulations of the Federal
Decree-Law No. (49) of 2022 Regarding the
Human Resources in the Federal Government

www.fahr.gov.ae
 Executive Regulations
of Human Resources Law
in the Federal Government
Cabinet Resolution No. (48) of 2023 Regarding
the Executive Regulations of the Federal
Decree-Law No. (49) of 2022 Regarding the
Human Resources in the Federal Government

Call Center: 600525524 www.fahr.gov.ae @FAHR_UAE @FAHRGOV

Contents
Article (1) Definitions 14
Article (2) Scope of Application 16
Article (3) Responsibilities of the Human Resources Department 16
Article (4) Matrix of Delegations and Responsibilities 17
Human Resource Planning 17
Article (5) Organizational Structure 17
Article (6) Jobs Budget 17
Article (7) Human Resources Budget 18
Article (8) Apportionment of the Financial Allocations 18
Article (9) Employement Options & Types of Work 18
Article (10) General Rules for Contracting 20
Article (11) Mechanism for Changing employment options or Type 20
of Work
Article (12) Financial Allocations 21
Provisions for the employment options in the Federal 21
Government
Article (13) Full-time Pattern 21
Article (14) Part-time Employment 22
Article (15) Temporary Contract 24
Article (16) Flexible Work Option 25
Article (17) Appointment According to the Experts and 26
Consultants Benefits
Article (18) Appointment According to the Special Benefits 28
Article (19) Student Employment and Training Guide 29
Article (20) Priority in Appointment 29
Article (21) General Provisions of Employment 30
Article (22) Search & Selection 31

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Article (23) Interviews 31
Article (24) Attraction, Selection & Employment 32
Article (25) General Rules of Appointment 32
Article (26) Competent Appointing Authority 33
Article (27) Appointment of Military and Civilian National Retirees 33
in the Federal Government
Article (28) Outsourcing 34
Article (29) Probation Period 34
Article (30) Code of Professional Conduct and Public Service 35
Ethics Document
Bonuses and Allowances 35
Article (31) Grades & Salary Scale 35
Article (32) Effect of Appointment 36
Article (33) Minimum Salary Limit for UAE National Employees 37
Article (34) Updating Grades and Salary Scale 37
Article (35) Academic Qualification Allowance 38
Article (36) Technical Allowance 38
Article (37) Categories Subject to Technical and Academic 39
Qualification Allowance
Article (38) Mechanism for Adding New Posts to Technical 39
Allowance Entitlement
Article (39) Retirement of the UAE Nationals 40
Article (40) Periodic Allowance 40
Transfer, Delegation, Secondment and Loan 41
Article (41) Transfer 41
Article (42) Authority of transfer 42
Article (43) Delegation 42
Article (44) Delegation Allowance 43

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Article (45) Termination of the Delegation 43
Article (46) Secondment 44
Article (47) Loan 45
Article (48) Extension of Secondment and Loan 46
Article (49) Termination of Secondment and Loan 46
Performance & Reward 47
Article (50) Performance Management System 47
Article (51) Productivity Measurement 47
Article (52) Appraisal & Rewards 47
Promotions 47
Article (53) Types of Promotions 47
Article (54) Job Promotions 48
Article (55) Financial Promotions 48
Article (56) Exceptional Promotions 49
Article (57) Fast Track for Promising Government Talent 49
Article (58) General Provisions on Promotions 50
Article (59) Adjusting the Status of Employees 51
Training & Development 52
Article (60) General Policy 52
Article (61) Training Plans 52
Article (62) Scholarships 52
Article (63) Training Needs and Training Registration Mechanisms 53
Article (64) Competent Authority to Issue the Delegation Decision 53
for Training Courses and Programs
Article (65) Nomination to Attend Training Courses and Programs 54
Article (66) Fees for Digital Training Courses and Programs 54

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Article (67) Duties of Trainees in the Training Courses and 54
Programs
Article (68) Termination of Employee`s Participation in Training 55
Courses
Official and Training Missions 55
Article (69) Competent Authority to Issue the Delegation Decision 55
Article (70) Duration of Delegation on Official Missions 56
Article (71) Duties of the Delegate in Official Missions 56
Article (72) Delegation Allocations in Training Programs and 56
Official Missions
Article (73) Airline Tickets for Training Programs or Official 57
Missions
Article (74) Medical Care of Delegate on Official or Training 57
Mission
Article (75) Other Expenses 58
Types of Leave 58
Article (76) Leaves 58
Article (77) Annual Leave 59
Article (78) Provisions of Annual Leaves 60
Article (79) Annual Leave for Educational Key-Staff 61
Article (80) Reasons for Not Being Entitled to Annual Leave 61
Article (81) Maternity Leave 61
Article (82) Paternal Leave 62
Article (83) Sick Leave 63
Article (84) Compassionate Leave 64
Article (85) Study and Exams Leaves 65
Article (86) Rules for Granting Study Leaves 65
Article (87) Extension of Study Leave 67
Article (88) Obligations of the Delegate During Study Leave 67

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Article (89) Termination of Study Leave 68
Article (90) Refund of Tuition Fees and Expenses 69
Article (91) Taking End of Semester or Final Examinations 69
Article (92) Leave for UAE National Service & Reserve Forces 70
Service
Article (93) Unpaid Leave 70
Other Leaves 71
Article (94) Iddah Leave 71
Article (95) Hajj Leave 71
Article (96) Patient Accompanying Leave Outside UAE 71
Article (97) Patient Accompanying Leave Inside UAE 72
Article (98) General Rules on Leaves 73
Sabbatical Leave 74
Article (99) Sabbatical Leave to Represent the UAE 74
Article (100) Entrepreneurship Leave for Self-Employment 75
Workplace Violations 76
Article (101) Personal Conduct & Violations 76
Article (102) Workplace Disputes 76
General Principles 77
Article (103) Violation Management 77
Article (104) Criteria for the Seriousness of Violations 77
Article (105) Procedures for Referring an Employee to the 78
Violations Committee
Article (106) Procedure for Investigating Violations 78
Article (107) Administrative Penalties 79
Grievances 80
Article (108) Grievance Committee 80
Article (109) Competences of the Grievance Committee 80

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Article (110) Mechanism for Handling Objections 81
Article (111) Grievance Procedures 81
Article (112) Decisions of the Grievance Committee 82
Article (113) Cancellation of Legal Impact of Administrative 82
Penalties
Article (114) Complaints about the Workplace 83
Article (115) Suspension of the Employee from Work and 83
Suspension of the Payment of His Salary
Article (116) Proceeding with Administrative Procedures Related 83
to the Violation
Article (117) Forfeiture of the Occupational Violation 83
Article (118) Referral to Court for a Criminal Offense 84
Article (119) Termination of Service due to Crimes of Honor and 84
Trust
Article (120) Dealing with the Employee After Investigation or 84
Conviction
Article (121) Remand 85
Article (122) Detention Pursuant to a Court Ruling 85
Article (123) Suspended Employees 85
Article (124) Violations of the Seconded Employee 85
Article (125) Objection to the Decision of the Grievance 86
Committee
Article (126) Occupational Rights of the Objector 86
Article (127) Objections 86
Article (128) Objections Committee 87
Article (129) Work Mechanism of the Objections Committee 87
Article (130) Procedures of the Objections Committee 88
Article (131) Notifying the Employee of the Decision of the 88
Objections Committee
Article (132) Attending the Meeting of the Objections Committee 88

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Institutional Culture 89
Article (133) Code of Professional Conduct and Public Service 89
Ethics Document
Article (134) Customer Service 89
Article (135) Gifts & Bribes 90
Article (136) Conflict of Interest 91
Article (137) Working with Third Parties 91
Article (138) Employment of Relatives 91
Article (139) Occupational Health and Safety Policy 92
Article (140) Official Working Days and Hours 92
Article (141) Shift System 92
Article (142) Compliance with Official Working Hours 93
Article (143) Working Hours’ Violations 93
Article (144) Compensation for Work in Weekends 94
Article (145) Compensation for Work during Official Holidays 94
Article (146) Overtime Compensation System 95
Termination of Service 96
Article (147) Reasons for Termination of Service 96
Article (148) Service Terminating Authority 97
Article (149) Failure to Pass the Probation Period 97
Article (150) Termination for Occupational Incompetence 97
Article (151) Medical Unfitness 98
Article (152) Absence from Work 98
Article (153) Replacement Pursuant to The Policy of Emiratisation 98
Article (154) Restructuring 99
Article (155) Dismissal by a Cabinet Resolution 99
Article (156) Issuance of a Federal Decree 99

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Article (157) Termination of Service by Virtue of an Administrative 99
Disciplinary Decision or as a Result of a Court Ruling
Article (158) Conviction for a Felony or Misdemeanor 100
Article (159) Imprisonment Sentence for a Period Exceeding (3) 100
Three Months
Article (160) Withdrawal or Invalidity of the Employee’s Nationality 101
Article (161) Non-renewal or Termination of the Contract. 101
Article (162) Resignation 101
Article (163) Retirement 101
Article (164) Referral to Retirement Before Reaching Legal Age 102
Article (165) Death 102
Article (166) Notice period 103
Article (167) Resignation Exit Interviews 103
Article (168) End-of-Service Gratuity 103
Article (169) Mechanism of Applying the End-of-Service Gratuity 104
Article (170) Interpretation of Regulations and Related Matters 105
Article (171) Signing Contracts 105
Article (172) Concluding Rules 105
Article (173) Cancellations 106
Article (174) Publication of the Decree-Law and its Enforcement 106
Annex (1) The Unified Contract Form for the Federal Government 108
Employees
Annex (2) Delegation allocations in official and training missions 115
Travel Tickets for a Delegate on an Official Mission, Training
Course Program or Outside the UAE
Annex (3) On the violations during the official working hours 116
Annex (4) On the Technical Allowance 118
Annex (5) Schedule of benefits of experts and consultants 119
Annex (6) On the Schedule of Special Benefits 120

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12
We, the UAE Cabinet,

– Pursuant to the perusal of the Constitution;

– Federal Law No. (1) of 1972 Concerning the Jurisdictions

of Ministries and the Powers of Ministers and
amendments thereto;

– Federal Law No. (7) of 1999 Concerning the Issuance

of the Law of Pensions and Social Insurance and
amendments thereto;

– Federal Law No. (8) of 2011 on the Restructure of the

Country Audit Institution;

– Federal Decree-Law No. (26) of 2019 on Public Finance;

– Federal Decree-Law No. (47) of 2021 Regarding the

Unified General Rules of Labor in the United Arab
Emirates;

– Federal Decree-Law No. (49) of 2022 Regarding the

Human Resources in the Federal Government;

– Federal Decree-Law No. (56) of 2022 Concerning the

Federal Authority for Government Human Resources;
and

– In accordance with the proposal of the Minister of

Country for Government Development and Future,
the Chairman of the Federal Authority for Government
Human Recourses (FAHR), and as approved by the
Cabinet;

We do hereby enact the following:

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 Article (1)
Definitions
The same definitions contained in the Federal Decree-Law No. (49) of
2022 Regarding the Human Resources in the Federal Government shall
apply to this decision. Otherwise, the following words and expressions
shall have the meanings assigned against each unless the context requires
otherwise:

Human Resources The Federal Decree-Law No. (49) of 2022

Law / Law: Regarding the Human Resources in the Federal
Government

Chairman of the The Chairman of the Federal Authority for

Authority: Government Human Resources (FAHR).

Employment The initial approval of the appointment by the

Offer: employer.

Grades and Salary The approved grades and salary scales for the
Scale: Federal Government’s employees.

Probation Period: The period stipulated in the law that enables the
entity to evaluate the employee›s performance,
and enables the employee to familiarize himself
with his job duties and learn about the work
environment, according to which the employment
contract shall continue to be implemented or
terminated, in accordance with the provisions
stipulated in the Human Resources Law and this
Resolution.

Organizational The administrative unit that is set out in the

Unit: organizational structure of the Federal Entity.

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 Matrix of The document issued by Chairman of the Federal
Powers and Entity identifying the employees entrusted with
Responsibilities: exercising the powers that may be delegated,
in accordance with the provisions of the Human
Resources Law, its Executive Regulations and the
decisions issued in implementation thereof.

Outsourcing: It is the implementation of part of the tasks and

operations entrusted to the Federal Entities
by outsourcing some government services to
companies that are contracted in accordance with
the procedures established in this regard.

People with Every person (People of Determination)

Disabilities suffering from a temporary or permanent, full
(People of or partial deficiency or infirmity in his physical,
Determination): sensory, mental, communicational, educational
or psychological abilities to an extent that
limits his possibility of performing the ordinary
requirements, in the circumstances faced by his/
her counterparts without disabilities.

Grievance A committee that is formed in each Federal Entity

Committee: to look into the employee grievances against
penalties imposed on them by the employer or
any other procedures or decisions taken against
employees.

Objections A committee that is formed at the level of the

Committee: Federal Government to look into the objections
filed by the employees of the Federal Entities
against the decisions or procedures issued against
them.

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 Article (2)
Scope of Application
1. The provisions of this Resolution shall apply to the civil servants in
the Federal Entities, including those entities whose establishing
enactments provided for independent Human Resources regulations.
2. Federal Entities and their employees are excluded from the
application of the provisions of this Resolution, as they are excluded
by a decision of the Cabinet, provided that the exclusion decision
specify the provisions and obligations of those entities. This is along
with obligating these entities to provide real-time data to the human
resources working therewith, including wages, salaries and all human
resources-related procedures, by linking with the systems approved
by the Authority.
3. The resolutions of the Cabinet issued prior to the issuance of the
Federal Decree-Law No. (49) of 2022 Regarding the Human Resources
in the Federal Government and this Resolution regarding excluding
some Federal Entities from applying the Human Resources Law in
the Federal Government or some of its provisions are valid unless the
Cabinet decides otherwise.

Article (3)
Responsibilities of the Human Resources Department
1. The Human Resources Department in the Federal Entities shall
implement and apply the provisions stipulated in this Resolution and
any decisions or regulations issued in implementation thereof.
2. The concerned Organizational Units in each Federal Entity shall refer
to that Department in all technical human resources-related matters.
3. The Human Resources Department in the Federal Entity shall refer
to the Authority in matters hindering the implementation of the
provisions of the Human Resources legislations adopted in the Federal
Government.
4. The concerned Organizational Unit in the Federal Entity shall abide
by the principles and policies stipulated in this Resolution and any
decisions or regulations issued in implementation thereof. It shall
also ensure applying the same to employees in a fair and equitable
manner, in order to create a work environment conducive of improved
performance.

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 Article (4)
Matrix of Delegations and Responsibilities
The Chairman of the Federal Entity shall issue a matrix of delegations
and responsibilities pertaining to this Resolution in accordance with the
Guiding Manual for Powers issued by the Authority in this regard.

Human Resource Planning

Article (5)
Organizational Structure
1. Each Federal Entity shall set up its own organizational structure in line
with its competences and requirements and submit the same to the
Cabinet for approval.
2. When preparing and updating the organizational structures, the
Federal Entities shall abide by the mechanisms contained in the
Organizational Structures Development Guide approved by the
Cabinet.
3. Any updates to the organizational structure at departmental level
and above shall be approved by the Cabinet. While updates below
this level shall be approved by the chairman of the Federal Entity in
accordance with the Organizational Structure Development Guide or
mechanisms approved by the Cabinet in this regard.

Article (6)
Jobs Budget
A Federal Entity shall design the jobs required by all the Organizational
Units across its organizational structure, in a proper and effective manner
that reflects its main objectives and processes of its operation, so as
to ensure that these jobs cover all tasks assigned to the Federal Entity,
avoiding any overlap or conflict between such jobs, as per the provisions
of the Job Evaluation and Description System adopted by the Federal
Government, as well as approved the Human Resources systems and
manuals, and the Workforce Planning System.

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 Article (7)
Human Resources Budget
Each Federal Entity shall have, as part of its general budget, an annual
budget for the Human Resources tailored to its approved organizational
structure, according to the Workforce Planning System and the relevant
Human Resources and financial systems and manuals.

Article (8)
Apportionment of the Financial Allocations
The Chairman of the Federal Entity or his deputy may apportion the financial
allocations of vacant posts in the approved Human Resources budget, as
long as they are within the budget allocations, and in compliance with
the applicable financial rules in the Government, provided that such
apportionments shall not constitute any additional financial burden on the
approved budget of the Federal Entity or on funds allocated to the Human
Resources, and as per the approved financial regulations in this regard.

Article (9)
Employement Options & Types of Work
1. Employment in the Federal Entities shall be subject to one of the
following patterns:
A. Full-Time: Working for a single Federal Entity for the full daily
working hours, throughout the official working days.
B. Part-Time: Working for a Federal Entity for a specific number of the
total working hours or scheduled work days.
C. Temporary Work: Working for the full daily working hours throughout
the working days, but within a temporary contract period, in order
to carry out a certain work that requires to be done over a specific
period, or a job that focuses on a specific function that ends with its
completion, provided that its period is less than a year.
D. Flexible Work: Working for a Federal Entity with the possibility
of changing the working hours or working days according to the
volume of work and the economic and operational changes to the
employer.

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2. The types of work approved in the Federal Entities are as follows:
A. Working at the premises of the entity (On-site): It is the work that
the employee carries out, as determined by the employer, either
at its headquarters or from the premises of any of its branches,
during the official working days and working hours.
B. Working remotely within the country: It is the work or job duties
that the employee carries out from outside the original workplace
but within the country (UAE), in accordance with the provisions
of the Remote Work System issued by the Cabinet based on the
Authority’s proposal, provided that the employee receives the
financial allocations defined by the same system.
C. Working remotely from outside the country: It is the work or job
duties that the employee carries out from outside the country
(Abroad), in accordance with the provisions of the Remote Work
System issued by the Cabinet based on the Authority’s proposal,
provided that the employee receives the financial allocations
defined by the same system.
D. Intensive working hours (compressed work week): It is when the
employee opts for covering the full official weekly working hours
in fewer working days per week, with a maximum of (10) ten hours
per day and (4) four working days per week.
E. Hybrid work: It is a work system that is based on merging work
from the entity’s premises (on-site) with the remote work system,
where an agreement and contract is concluded by the employee
to carry out part of his job duties or work required of him at the
entity’s premises and the other part through remote work, with
the possibility of combining more than one type of the other work
patterns.
3. The benefits and salaries for the employees vary according to the
employment pattern, the type of work contracted with the employee,
and the mechanisms and benefits of the contract.
In all cases, the employer may contract with the employee to carry out
the tasks required of him in the Entity’s premises (on-site), outside it, or
by adopting a hybrid work pattern of the above patterns, as required
by the work exigency. The chairman of the Federal Entity, or his deputy,
may change the employee’s type of work during the term of the contract
or upon its termination, based on the interest and requirements of the
work and in accordance with the conditions and rules stipulated in this
Resolution and the regulations issued by the Cabinet in this regard.

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 Article (10)
General Rules for Contracting
1. The term of the contract shall be according the type of employment
and with a maximum of (3) three years that are extendable based
on the job performance of the employee, with the exception of
the temporary work contract whose term is less than one year, as
determined by the employer.
2. The job shall be filled or the tasks agreed upon in the Federal Entities
shall be filled according to one of the employment patterns and types
of work set forth in Article No. (9) of this Resolution, and in accordance
with the human resources procedures and systems approved by the
Federal Government, including obtaining the necessary approvals
from the competent authorities.

Article (11)
Mechanism for Changing employment options or
Type of Work
1. Based on the work exigency, and in accordance with the approved
human resources procedures, the employer may change the
employment option, type of work or contracting mechanism during
the term of the contract or upon its termination, in accordance with the
rules stipulated in this Resolution and within the financial allocations
approved in the Entity›s budget.
2. The employer may, at the request of the employee, change his/her
employment option or the type of work, provided that the request is
in line with the work exigency of the Federal Entity, for a maximum of
two times during his service period in the Federal Government.
3. In the event of changing the employment option from one to another,
the mechanism for calculating vacations, promotions, bonuses and
end-of-service gratuity shall be modified so that it is calculated on a
pro-rata basis to the working hours and days for which the employee
is contracted in comparison to the full-time contract.
In all cases, the pattern of employment or type of work of employees must
not be changed before spending one year in the previous pattern.

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 Article (12)
Financial Allocations
The salary prescribed for a job and its associated benefits, allowances
or wages for carrying out the agreed tasks will vary according to the
employment option and the type of work of the employee, as follows:
1. Subject to the employment option and type of work, the employee shall
be entitled to the salary of the grade assigned to him in accordance
with the Grades and Salary Scale approved by the Federal Entity, the
special benefits or the experts and consultants’ benefits attached to
this Resolution, or the wage for carrying out the services and tasks
agreed upon under the contract concluded with the employee in the
event that the working hours are for the full official working hours.
2. The salary or wage indicated in Clause (1) above for the part-time
employee shall be calculated on a pro-rata basis to the working hours
or days.
3. An employee who works on a temporary work pattern shall entitled to
the salary of the grade assigned to him in accordance with the Grades
and Salary Scale approved by the Federal Entity, the special benefits
or the experts and consultants benefits attached to this Resolution, or
the wage for carrying out the services and tasks agreed upon under
the contract concluded with the employee, provided that the pattern
of employment, type of work are taken into account and that the time
frame of the contract is less than one year.
4. The employee working remotely shall receive the financial allocations
stipulated in the Remote Work System issued by the Cabinet, based
on the Authority’s proposal.

Provisions for the employment

options in the Federal Government

Article (13)
Full-time Pattern
1. Appointment on full-time basis shall be made according to the
following provisions:
A. The provision of the financial allocation for appointment in the
approved budget of the Entity.

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 B. The candidate for appointment must have one of the qualifications,
experience or skills in the field of work of the job assigned to him in
accordance with the Job Evaluation and Description System.
C. The employment contract must be concluded in accordance with
the provisions of this Resolution.
2. According to this option, the employee shall receive the salary and
benefits prescribed for his grade in accordance with the Grades and
Salary Scale approved by the Federal Entity, the special benefits or the
experts and consultants benefits attached to this Resolution, or the
wage for carrying out the services and tasks agreed upon under the
contract concluded with the employee, and according to the nature
and type of the job and within the limits of the financial allocations
approved in the Entity›s budget.
3. The types of work applicable to the full-time employees are as follows:
A. Full time in the Entity›s premises (on-site), remote work within the
Country (UAE), or a hybrid work pattern combining them.
B. Working remotely from outside the Country (Abroad) in accordance
with the regulations to be issued in this regard.
C. Intensive working hours with a maximum of (10) ten hours per day
and (4) four working days per week.
D. Hybrid work pattern that combines the above patterns.

Article (14)
Part-time Employment
1. Appointment on part-time contracts is made according to the
following provisions:
A. The provision of the financial allocation for appointment in the
approved budget of the Entity.
B. The candidate for appointment must have one of the qualifications,
experience or skills in the field of work of the job assigned to him in
accordance with the Job Evaluation and Description System.
C. The employment contract must be concluded in accordance with
the provisions of this Resolution.

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 D. The working hours shall be established to be no less than (8) hours
and not more than (32) hours per week, and working days during
the weekdays shall be established to be not less than one working
day and not more than (4) four days per week.
E. Part-time working hours shall be either from the Entity›s premises,
outside the Entity›s premises, both, or according to what is agreed
upon, provided that there is no conflict with the work exigency.
2. Appointment shall be made with a monthly gross salary, determined
according to the grade of the vacant position on the basis of the
employee›s gross salary, the special benefits or the experts and
consultants benefits attached to this Resolution, or the wage for
carrying out the services based on the nature and type of the job,
assuming that he shall be assuming the full-time job that he is
appointed for at the beginning of the appointment, divided by the
number of monthly official working hours multiplied by the actual
working hours that the employee works during the month.
3. The employee›s pattern of employment may be changed from a part-
time pattern to a full-time pattern and vice versa at the employee›s
request and as determined by the employer if the work exigency so
requires, provided that the change is committed to the same job and
grade, the financial allocation for the grade is provided, and that it is
in accordance with the provisions of this Resolution.
4. Subject to Clause (2) of this Article, a part-time employee may
be promoted or transferred in accordance with the provisions of
the Human Resources Law, this Resolution and the Performance
Management System.
5. The Authority shall issue a guidance document to regulate the
procedures and mechanisms for calculating wages, leaves and
promotions for part-time employees in a manner consistent with the
provisions of the Human Resources Law and this Resolution.
6. In cases where no specific provisions are provided for in this Article,
the other provisions and rules stipulated in this Resolution shall apply
to the part-time appointed employees.
7. The types of work applicable to the part-time employees are as follows:
A. Part-time in the Entity›s premises (on-site), remote work within the
Country (UAE), or a hybrid work pattern combining them.
B. Part-time remote work from outside the Country (Abroad).
C. A hybrid work that combines the above patterns.

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8. An employee appointed on a part-time basis may work in more than
one Federal Entity or work in a federal and local or private-sector entity.

Article (15)
Temporary Contract
1. A Federal Entity may appoint employees on temporary contracts
under the following conditions:
A. Availability of financial allocation within the government entity’s
budget.
B. The candidate for appointment must have one of the qualifications,
experience or skills in the field of work of the job assigned to him in
accordance with the Job Evaluation and Description System.
C. The employment contract must be concluded in accordance with
the provisions of this Resolution.
D. A certain work that requires to be carried out over a specific period
or is focused on a specific operation that ends with its completion.
E. An employee appointed according to the temporary employment
pattern shall be entitled to the salary of the grade assigned to him
in accordance with the Grades and Salary Scale approved by the
Federal Entity, the special benefits or the experts and consultants’
benefits attached to this Resolution, or the wage for carrying out
the services and tasks agreed upon under the contract concluded
with the employee and according to the nature and type of the job.
F. The appointment shall be for a period less than one year. The
Federal Authority may conclude a new contract with the employee
if the work exigency so requires.
2. An employee appointed according to the temporary employment
option shall be entitled to the following leaves:
A. Compassionate leave with salary in accordance with the provisions
of this Resolution.
B. Sick leave with salary subject to a medical report approved by a
medical authority for a period not exceeding (5) five continuous or
separated working days, and what exceeds this period that shall be
without salary.
C. Unpaid leave for a period of (5) five continuous or separated
working days.
3. The Compassionate and sick leaves set forth in this Article shall be
payable during the single contractual period.

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4. The employer may terminate the contract of an employee appointed
under this Article at any time during the term of the contract, provided
that he is notified one month prior to the scheduled date of the
termination of his service.
5. A non-national employee must have a valid residence permit in a
manner that consistent with the legislations in force in the Country in
this regard.
6. An employee appointed according to the temporary employment
pattern shall not be entitled to an end-of-service gratuity for the
period of his or her service.
7. Based on what is required by the work exigency during or upon
the expiry of the temporary contract term, an employee appointed
according to the temporary work pattern may be appointed to a full-
time (permanent) position that fits his qualifications, experience and
capacities, provided that the quality of his contract is amended and
that the term of his service in the Federal Authority shall begin from
the date of his appointment to the full-time (permanent) position.
8. The types of work applicable to the temporary employees are as
follows:
A. Temporary work in the Entity›s premises (on-site), remote work
within the Country (UAE), or a hybrid work pattern combining them.
B. Temporary remote work from outside the Country (Abroad).
C. Temporary work with intensive working hours.
D. A hybrid work that combines the above patterns.

Article (16)
Flexible Work Option
1. The appointment according to the flexible work pattern shall be
made in variable working times in accordance with the conditions and
requirements of work, according to what is agreed upon between the
employee and the employer, and in accordance with the following
provisions:
A. The provision of the financial allocation for appointment in the
approved budget of the Entity.
B. The candidate for appointment must have one of the qualifications,
experience or skills in the field of work of the job assigned to him in

25
 accordance with the Job Evaluation and Description System.
C. The employment contract must be concluded in accordance with
the provisions of this Resolution.
D. According to this pattern, the employee shall be entitled to the
salary and benefits prescribed for his grade in accordance with
the Grades and Salary Scale approved by the Federal Entity, the
special benefits or the experts and consultants benefits attached to
this Resolution, or the wage for carrying out the services and tasks
agreed upon under the contract concluded with the employee, and
according to the nature of the and type of the job and within the
limits of the financial allocations approved in the Entity›s budget.
2. The types of work applicable to the flexible-work employees are as
follows:
A. Full time in the Entity›s premises (on-site), remote work within the
Country (UAE), or a hybrid work pattern combining them.
B. Working remotely from outside the Country (Abroad) in accordance
with the regulations to be issued in this regard.
C. Intensive working hours.
D. A hybrid work that combines the above patterns.

Article (17)
Appointment According to the Experts and
Consultants Benefits
In accordance with the matrix of powers and responsibilities approved by
the Federal Entity, the Chairman of the Federal Entity or his deputy may
appoint experienced and competent experts and consultants needed by
the Federal Entity on a full, part-time or temporary basis, in accordance
with the human resources procedures and regulations adopted in the
Federal Government and the following provisions:
1. The contracted person must have academic qualifications, specialized
certificates and work experience in the same field of the job he/she is
required to fill and accomplish its tasks.
2. The provision of the financial allocation for appointment in the
approved budget of the Entity.
3. No employees appointed according to the experts and consultants’

26
 benefits will carry out administrative or executive job duties.
4. The appointment based on the of experts and consultants’ benefits
shall be restricted to for the incumbents of the positions of (consultant
/ expert) or (assistant consultant / assistant expert).
5. Those who are contracted monthly shall receive an amount of money,
including the allowances, bonuses and benefits that are agreed upon,
including the end-of-service gratuity, within the limits of the financial
allocations approved in the budget, and not exceeding the threshold
set out in Annex (5) attached to this Resolution, while granting the
employee a salary on a pro-rata basis if the pattern of employment is
part-time, provided that it is disbursed from the financial regulation
approved in the budget of the Federal Entity, while adhering to the
Financial Procedures Manual approved by the Federal Government.
6. Notwithstanding the provisions of this Article, and subject to the
approval of the Cabinet, the Chairman of the Federal Entity may
grant an exclusion to appoint experts and consultants, as the work
exigency so requires, without the need to meet the minimum period
of experience, prescribed as (10) ten years, or exceeding the financial
threshold for them, provided that the value of the required increase is
available within the budget of the Federal Entity.
7. Experts and consultants shall be subject to the provisions of the leaves
stipulated in this Resolution.
8. The payment of the experts and consultants’ benefits shall be
suspended from the employee in the event that he takes any leave
for a period exceeding (3) three months for the duration of the leave,
provided that it is re-disbursed after the end of the leave.
9. The contract of the employee on duty may not be amended and nor
the experts and consultants’ benefits may be added until twelve (12)
months have elapsed since the last promotion gained by the employee.
10. The financial benefits of an employee appointed according to the
experts and consultants’ benefits may not be increased nor his
category may be changed to a higher category unless at least three (3)
years have elapsed since the last amendment.
11. The experts and consultants’ benefits may only be increased for the
employee within a maximum of (25%) of the last gross salary, whether
when renewing or amending any of the terms of the contract.
12. An employee appointed according to the experts and consultants’
benefits shall not be entitled to a periodic allowance or any other
allowance, tuition fee allowance, travel ticket allowance or in-kind
housing allowance.

27
13. Experts and consultants (UAE nationals) shall be subject to
the provisions of pensions and social security approved by the
Government.
14. A non-national employee appointed according to the experts and
consultants’ benefits shall not be entitled to an end-of-service gratuity
for years of service for the Federal Entity.

Article (18)
Appointment According to the Special Benefits
In accordance with the matrix of powers and responsibilities approved by
the Federal Entity, the Chairman of the Federal Entity or his deputy may
appoint any experienced and competent people needed by the Federal
Entity in accordance with the special benefits specified in Annex (6)
attached to this Resolution, in any of the vacant senior positions (from the
second grade to the special grade (A) or its equivalent), whether on full-
time, part-time, temporary basis, from the entity›s premises (on-site) or
remotely, in accordance with the following provisions:
1. The approved and prescribed financial allocations for the vacant
position shall be provided in accordance with the special benefits
attached to this decision.
2. he candidate for appointment must have one of the qualifications
and work experience, in accordance with the Job Evaluation and
Description System.
3. The qualification, experience or skill must be in the same field of work
as the assigned job.
4. No employees appointed according to the special benefits will carry
out administrative or executive job duties.
5. No type of promotion may be combined with the increase of special
benefits before the lapse of twelve (12) months since either of them.
6. The contract of an employee on the job may not be amended by
adding special benefits until twelve (12) months have elapsed since
the last promotion gained by the employee.
7. The special benefits consultants’ benefits may only be increased
for the employee within a maximum of (25) of the last gross salary,
whether when renewing or amending any of the terms of the contract.

28
8. In accordance with the matrix of powers and responsibilities approved
by the Federal Entity, the Chairman of the Federal Entity or his
deputy may approve all functional and financial privileges granted
in accordance with the threshold of special benefits attached to this
Decision, in line with the special needs of his Entity and within the
confines of the allocations listed in the budget, and not exceeding
the threshold of the special benefits attached to this Resolution, while
granting the employee a salary on a pro-rata basis if the pattern of
employment is part-time.

Article (19)
Student Employment and Training Guide
The Authority shall issue a guidance document that includes the terms
& conditions and rules for the employment and training of students in
Federal Entities.

Article (20)
Priority in Appointment
1. UAE Nationals shall have priority in appointment in Federal Entities’
vacancies. Non-nationals may also be appointed in case the non-
national do not meet the conditions and requirements of any vacant
job.
2. Discrimination among persons on the basis of race, color, sex, religion,
national origin, social origin or disability is prohibited, since it would
impair the equal opportunities or affect the equality in obtaining or
continuing in jobs and enjoying their related rights. Discrimination in
single-task jobs is also prohibited. Measures adopted by the Federal
Government regarding benefiting from the capacities of Emirati
cadres and enhancing their competitiveness in the Federal Entities
shall not be deemed as discrimination.
3. The basic criterion for priority when hiring in Federal Entities is based
on the skill set possessed by the employee and based on the results
of the evaluation and tests that the employee undergoes by the
employer.
4. Qualified nationals classified as people of determination shall have

29
 customized tasks that suit their health status, provided that they are
provided with all appropriate means to carry out their job duties as
well as equipping their workplaces with the means and requirements
that suit the nature of their special needs.
5. The Authority, in coordination with the concerned authorities,
shall determine the nature of the arrangements that people of
determination need in the work environment to ensure that they
practice their job duties safely.

Article (21)
General Provisions of Employment
Subject to the Article No. (10), the employment contract shall be signed
following the issuance of the appointment decision by the competent
authority as per the Human Resources procedures and the approved
systems in the Federal Government, and subject to the following
conditions:
1. The employee shall successfully complete all medical examinations
and tests determined by the Authority.
2. The employee shall submit original academic qualifications or true
copies thereof, duly authenticated and equalized by the competent
authority in the UAE, along with authenticated work experience
certificates.
3. The employee shall assume job duties within (2) two months from the
date of signing the employment offer or as specified by the Federal
Entity. The period may be extended for a similar term.
4. All types of contracts shall be subject to the provisions of the Human
Resources Law and this Resolution and also to the Performance
Management System and other related systems and provisions
contained in the contract forms annexed hereto.
5. The signing of contracts shall be in accordance with the mechanisms
identified by the Authority.
6. The contract shall the document adopted on any previous agreement
with the employee.
7. An employee may be appointed according to any type of contract or
work mentioned in this Resolution.

30
 Article (22)
Search & Selection
1. A Federal Entity shall seek to select and appoint the most qualified
candidates to fill the vacant posts, adhering to the standards of
excellence, efficiency, fairness and impartiality throughout the search
and selection stages.
2. The Human Resources Department in the Federal Entity shall search
for the best candidates to fill their vacant posts, giving priority to filling
such vacancies by candidates from within the Federal Entity.

Article (23)
Interviews
1. No appointment shall be made without conducting an interview with
nominated candidates by the concerned department, and a candidate
may not be summoned from abroad without being interviewed over
the phone or via a video call.
2. The Federal Entity may conduct any tests or take any procedures
towards the candidate evaluation process in accordance with the
regulations and guidelines issued by the Authority.
3. The candidate that is best suited for the position in terms of
qualifications and personal and professional qualities according to
Job Evaluation & Description System shall be selected.
4. The Human Resources Department shall provide the selected
candidate, during the final interview session, with general information
about the Federal Entity as per the procedures contained in the guide
to orientation program for new employees in the federal government
and related regulations.
5. The Federal Entity may provide a candidate selected from abroad,
with a travel ticket, in addition to accommodation expenses for up to
3 days.

31
 Article (24)
Attraction, Selection & Employment
The Human Resources Department in the Federal Entity is responsible
for managing and coordinating employment process to fill vacancies
and provide technical assistance, advice and assistance to the concerned
departments and sections in order to meet their needs by selecting most
suitable candidates, according to the Human Resources and procedures in
the Federal Government, and electronic & digital systems thereof.

Article (25)
General Rules of Appointment
Without prejudice to any conditions and requirements regarding
appointment and the need that the candidate must submit the necessary
supporting documents to this effect, to meet the requirements of the
public post, the candidates must:
1. Be of good conduct and reputation;
2. Be at least 18 years of age;
3. Possess the required qualifications and work experience certificates,
duly authenticated and equalized by the competent authority in UAE.
4. Successfully pass all tests and interviews relevant to the post;
5. Be physically fit to perform the duties of his job;
6. Not have been dismissed from the previous position for grave
workplace violations, or due to being finally convicted by a competent
court of a crime.
7. The applicant must have proof of his status in relation to the National
and Reserve Service, if he is under one of the categories subject to the
scope of application of the provisions of the Federal Law for National
and Reserve Service in the Country.
8. Any other conditions determined by the Federal Entity.

32
 Article (26)
Competent Appointing Authority
1. The Appointing Authority to the vacant positions in the Federal Entities
shall be as follows:
A. By a Federal Decree upon approval of the Cabinet, for the positions
at the grade of undersecretary, Director General or any of their
equivalent.
B. By a Cabinet Resolution, for the position at the grade of Assistant
Undersecretary, Executive Director or any of their equivalent.
C. The Appointing Authority for the remaining posts shall be authorized
in accordance with the matrix of powers and responsibilities
approved by the Federal Entity.
2. Employment contracts for the position of Undersecretary or Director
General and the position of Assistant Undersecretary or Executive
Director or the like shall be approved by the Chairman of the Federal
Entity after issuing the appointment approval decision by the
competent authority. The contracts for the remaining posts shall be
authorized in accordance with the matrix of powers and responsibilities
approved by the Federal Entity.

Article (27)
Appointment of Military and Civilian National
Retirees in the Federal Government
1. A military or civilian retiree may be appointed to fill vacant positions
or carry out the job duties in any of the Federal Entities in accordance
with the legislation adopted in the Country, based on any of the
patterns of employment or types of work in the Governmental
Entity, provided that the candidate for appointment is not a military
and civilian retiree whose services were terminated in their previous
employer by suspension, dismissal or referral to retirement pension by
a disciplinary decision or a final court ruling.
2. A retired military person who is appointed to the Federal Government
shall be granted a lump sum on the basis of the starting grade to which
he is appointed plus 50% of the prescribed housing allowance, and
shall not be entitled to an end-of-service gratuity upon the termination
of his service.
3. A civilian pensioner appointed in accordance with the provisions of

33
 this Article shall be entitled to the financial allocations in accordance
with the Pensions and Social Security Law.
4. A military or civilian pensioner shall not be entitled to end-of-service
gratuity except within the limits of the Pensions and Social Security
Law and the legislations adopted in this regard.

Article (28)
Outsourcing
The Federal Entity may outsource some of the job tasks to the outsourcing
service providers in accordance with the controls mentioned in the
Outsourcing Guide approved by the Cabinet.

Article (29)
Probation Period
1. Employee appointed for the first time shall be subject to a (6) six-
month probation period, which may be extended for a similar period
if the employee’s performance during the first period was low. The
Cabinet may exempt or reduce that period for those appointed at the
grade of undersecretary, director general or any of their equivalent, in
the Federal Entities
2. Employee transferred from an external party may be subject to the
probation period referred to in Clause (1) of this Article by a decision
of the competent Appointing Authority.
3. The direct superior shall closely monitor the performance and conduct
of the employee during the probation period, according to the Human
Resources procedures in the Federal Government and systems
adopted thereof and provide him/her with assistance and advice to
improve the performance and attitude. Prior to the end of probation
period and based on the assessment outcome, the supervisor shall
either recommend appointing the employee permanently in his
position extend his/her probation period according to this Resolution,
or terminate his services if he proves to be unfit for the job.
4. The employee’s probation period shall be extended to the extent of
any leave granted to him during the probation period.

34
5. During the probation period, the service of the employee may be
terminated if it is proved that he is incompetent or unfit to carry out
his job duties or because of his poor performance, by a decision of the
competent Appointing Authority, in accordance with the approved
mechanisms, provided being given a notice period of no less than five
(5) working days.
6. Employee may resign from his job during the probation period,
provided notifying his employer with the same, through his direct
superior, within a period of not less than five (5) working days.
7. The entitlements of an employee who is terminated on grounds of
occupational incompetence during probation shall be calculated as
follows:
A. The gross payable salary up to the end of the last day worked.
B. Travel ticket allowance for the employee and his dependent family
members leaving the Country (UAE), if it is provided for in the
employment contract.

Article (30)
Code of Professional Conduct and Public Service
Ethics Document
Before commencing his job duties, the employee shall review the Code
of Professional Conduct and Public Service Ethics Document dedicated
for the employees of the Federal Government, the Information Security
System, the regulation regulating the use of social media and any manuals,
rules or regulations issued later in this regard, and sign a countryment
indicating that he has reviewed their content, in accordance with the
mechanisms determined by the Entity.

Bonuses and Allowances

Article (31)
Grades & Salary Scale
1. The Federal Entities’ all grade and salary scales shall be approved by
the Cabinet, as follows:

35
 A. As for general staff grades and salaries’ scales, they shall be
proposed by the Authority, in coordination with the Ministry of
Finance, and shall then be submitted to the Cabinet for approval.
B. As for the Federal Entities that have their respective of grades and
salaries scales, they shall be proposed by the concerned authority
and submitted to the Cabinet for approval after being reviewed
by the Authority and the Ministry of Finance and gathering their
comments.
2. Grades & Salary Scales of the Federal Entities shall be endorsed based
on the following principles:
A. A grade in the Federal Government shall be determined
according to the mechanism adopted by Job Evaluation and
Description System that is issued upon a Cabinet Resolution, at the
recommendation of the Authority.
B. Equal pay for males and females.
C. Gross salary shall be approved within the grades and salaries scales.
3. Federal Entities shall abide by the grades and salaries approved thereby
in accordance with the provisions of the Human Resources Law. No
exceptions or amendments may be made thereto, nor any new bonuses,
allowances, annual financial rewards or grants, or other amendments
may be approved, except subject to the approval of the Cabinet.
4. Grades, salaries, and allowances scales approved by the Federal
Entities prior to enforcing the provisions of Federal Decree-Law
No. (49) of 2022 Regarding the Human Resources in the Federal
Government and this Resolution shall remain in force and shall not be
subject to any amendment except by a resolution of the Cabinet.
5. Federal Entities that have their respective salary scales previously
approved by the boards of directors shall submit such scales to the
Cabinet for approval within (6) six months from the date of issuance of
this Resolution.

Article (32)
Effect of Appointment
1. Upon the employee’s appointment, the job shall be determined for
him upon the employee’s set of skills and competencies, based on the
results of the evaluation and tests conducted by the employer on the
employee.
2. Upon his appointment, the employee shall be granted a starting salary

36
 linked to the job grade to which he is appointed, in accordance with
the approved grade and salary scales. The employee shall be entitled
to his salary from the date of his actual commencement of the job.
3. The competent Appointing Authority may grant an employee, whose
experience exceeds the period required to fill the position, a (5%)
of the base salary of the job grade assigned to him for each year of
experience, added to the starting salary, provided that it does not
exceed (50%) of the value of the base salary or the starting salary of
the next grade, whichever is less, provided that the experience is in
the same field of the job, the availability of the financial allocation, and
in accordance with the controls and mechanisms determined by the
Job Evaluation and Description System.
4. The employee›s pattern of work and the type of the contract must be
considered when determining the salary of the appointed employee
as stipulated in this Resolution.

Article (33)
Minimum Salary Limit for UAE National Employees
The minimum salaries of UAE national employees shall be determined by a
Cabinet Resolution and reviewed as required.

Article (34)
Updating Grades and Salary Scale
The Grades and Salary Scale shall be updated according to a Cabinet
Resolution on a recommendation of the Authority, based on a number of
factors, including:
1. Based on a proposal from the Authority, in coordination with the
Ministry of Finance regarding the general cadre scales.
2. Based on a proposal from the Federal Entity after reviewing the
Authority and the Ministry of Finance regarding the entities that have
their respective grades and salaries scales.

37
 Article (35)
Academic Qualification Allowance
1. A national employee holding a Master’s Degree or equivalent or a
PhD or equivalent is entitled to a monthly allowance as follows:
A. AED 1,000 for the Master’s Degree holders.
B. AED 2,000 for the PhD holders.
2. Entitlement to this allowance shall be conditional on relevance of
the qualification obtained to the nature of employee’s job, without
prejudice to any rights acquired prior to implementation of this
Resolution.
3. This allowance shall be granted to entitled employees regardless of
whether or not the qualification attained constitutes a requirement
for occupying the job, provided that such certificates are certified
and equated by the competent authorities in the Country (UAE) in
accordance with the legislations in force.

Article (36)
Technical Allowance
1. National employees performing technical, specialized or professional
jobs shall be granted a technical allowance according to percentages
shown in the table set out in Annex (4) of this Resolution.
2. The technical allowance shall be granted on the following conditions:
A. The employee must have a university degree or equivalent or post-
Secondary diploma or equivalent in his area of specialty, or have a
distinguished technical skill that qualifies him to occupy technical,
specialized or professional positions.
B. The employee must be performing a technical, specialized or
professional job in his entity. The employee shall continue receiving
the allowance in case he assumes a supervisory role related to
these technical positions.
3. National and non-national employees in technical jobs shall continue
to receive their technical allowance granted to them previously
according to regulating rules in this Resolution.
4. The disbursement of this allowance shall be stopped in the event that
any of the conditions for obtaining it are not fulfilled. It shall also stop

38
 in the event that the employee is transferred, seconded, or delegated
on a full-time basis to a job whose occupant is not entitled to be
granted this allowance, or if he has any paid leave for a period of more
than (3) three months.

Article (37)
Categories Subject to Technical and Academic
Qualification Allowance
The Technical Allowance and Academic Qualification allowance set forth
in Articles (35) and (36) herein, shall be granted to the national employees
who are subject to Grades and Salary Scales approved by the Cabinet
Resolution No. (23) Of 2012, and any subsequent amendments thereto.

Article (38)
Mechanism for Adding New Posts to Technical
Allowance Entitlement
1. The Federal Committee for Job Evaluation & Description set up by the
Authority undertakes the responsibility of classifying and identifying
job categories eligible for technical allowance in coordination with the
Federal Entities.
2. A Federal Entity wishing to add new jobs to technical, professional
allowance entitlement must submit a case study to the Authority on
jobs proposed to be added, and including the following points:
A. Job description for each proposed job.
B. Importance of the job compared to similar ones and at the same
level in other organizational units.
C. A comparison of salaries and wages in the labor market for jobs to
be classified as technical, specialized or professional.
D. Expected cost with estimated number of employees who occupy
these jobs in the concerned entity.
E. A countryment on competing entities that attract talents in the
same job category recommended for technical, specialized or
professional allowance, supported by statistics.
F. Employee turnover rates and time required to attract incumbents
targeted by the allowance, supported by statistics.

39
3. The Federal Entity shall submit its prospect to the Authority and
the Ministry of Finance, including the jobs entitled to the technical
allowance, along with the numbers and cost for endorsement, for their
approval, before submitting it to the Cabinet for approval.
In all cases, the disbursement of this allowance shall be stopped when any
of the conditions for granting it mentioned in this Res are not fulfilled.

Article (39)
Retirement of the UAE Nationals
1. A national employee shall be enrolled in the Pension Schemes in force
in the General Pension and Social Security Authority (GPSSA).
2. The employer shall deduct the monthly contributions of the insured
national employees for the purpose of transferring them to the
General Pension and Social Security Authority (GPSSA) in accordance
with the legislations in force in this regard.

Article (40)
Periodic Allowance
1. An employee shall be entitled to a periodic annual allowance as a lump
sum amount included in the Grade and Salary Scales. The Allowance,
which shall not exceed AED 1,000, is added to the employee’s base
salary on the basis of his performance appraisal outcome during
the year as per the Performance Management System and shall be
paid on January 1st of each year, and according to what the Federal
Government’s decision on whether to grant it during the annual
session.
2. Subject to the provisions of Clause (1) above, the periodic allowance
of the new employee shall be paid on January 1st of the subsequent
year following the lapse of at least one year from the date of his
appointment.

40
 Transfer, Delegation, Secondment and Loan

Article (41)
Transfer
An employee may be transferred from on Federal entity to any other
Federal or local entity, provided that such transfer does not affect the
employee’s financial dues, unless he agrees to do so or at his request,
and he may also be transferred to the private sector upon his request,
in accordance with the human resources procedures approved by the
Federal Government, and in accordance with the following controls and
provisions:
1. The transferred employee must meet the requirements of the position to
which he is transferred.
2. His service shall be deemed to be related to the effects thereof, in accordance
with the provisions of the Pensions and Social Security Law.
3. A transferred employee shall retain all his dues and annual leave accruals
acquired in the original entity, if the transfer is within the Federal Government.
4. The entity to which the employee is transferred shall bear any costs and fees
incurred as a result of the transfer, including any variation in instalments
of contribution to the Pension Scheme, according to General Pension and
Social Security Authority.
5. An employee’s transfer outside the Federal Entity shall require the agreement
of both borrowing and loaning entities.
6. An employee may be transferred to a position that suits his medical
conditions, based on a report by the medical committee, and as per the
transfer rules stipulated herein.
7. An employee may be transferred to a higher vacant post in the loaning entity,
provided he meets the requirements of such post as per the provisions of
the Human Resources Law, this Resolution, Job Evaluation and Description
System, and in compliance with promotion rules.
8. An employee may be transferred to another Federal Entity with his job grade
and financial entitlements. However, where an employee is transferred
during the fiscal year, he shall continue to receive his salary and financial
entitlements from the entity he is transferred to, till the end of the fiscal year,
provided that the budgetary procedures are followed in this regard.
9. An employee may be transferred within the Federal Entity depending upon
the requirements of work exigency.

41
 Article (42)
Authority of transfer
Authority of transfer shall be as follows:
1. For the posts of Undersecretary, Director General, or equivalent, the
transfer shall be made upon a decision by the Chairman of the Federal
Entity pursuant to the Cabinet’s Approval in case of transfer within the
Entity, and upon a Federal decree in case of transfer outside the entity.
2. For the posts of Assistant Undersecretary or Executive Director,
or equivalent, the transfer shall be made upon a decision by the
Chairman of the Federal Entity pursuant to the Cabinet’s Approval
in case of transfer within the Entity, and upon a Cabinet resolution in
case of transfer outside the entity.
3. For the remaining positions, the transfer shall be made upon a decision
by the Chairman of the Federal Entity in case of transfer within the
Federal Entity, and upon the approval of both the borrowing and
loaning entities in case of transfer to any other entity, and as per the
Human resources procedures and regulations adopted in the Federal
Government.
4. Except as provided in the above clauses, an employee may be
transferred by a Cabinet Resolution from his entity to any other
Federal entity with or without his job grade and financial entitlements
or without them.

Article (43)
Delegation
Pursuant to the Human Resources procedures in the Federal Government
and approvals thereof, an employee may be delegated within the Federal
Entity or another Federal Entity, upon a decision by the Chairman of the
Federal Entity or his deputy, to fulfil the duties of a vacant post or to
replace an absent employee, under the following conditions:
1. An employee shall not be delegated to perform more than one job in
addition to his current job.
2. An employee may be delegated in addition to the current job or
without them.
3. An employee must not be delegated to a job with a job grade three

42
 grades higher than the current grade of the employee.
4. The delegation decision shall specify the term of the delegation and
may be extended for similar terms by a decision issued by the same
authority competent for delegation.
5. A delegated employee shall be subject to all rules applicable in
the loaning entity, except the periodic allowance, promotion and
termination of service, which will be subject to the provisions in force
at his original employer.
6. The delegation may be terminated at any time prior to the end date.
7. Disciplinary measure on a delegated employee who commits an
offence outside the Federal Entity shall be the responsibility of the
entity he is delegated to, according to administrative procedures and
penalties in force therein.
In all cases, the approval of the Cabinet is required to delegate the
incumbents of the positions of undersecretary, director-general, assistant
undersecretary, executive director or their equivalent, to any other entity.

Article (44)
Delegation Allowance
An employee on delegation shall be entitled to a delegation allowance
from the entity he is delegated to as of the date he commences work, at
a rate of (25%) of starting base salary of the job grade he is delegated to,
provided that:
1. Delegation is made in addition to the current job.
2. The delegation period is more than two months.

Article (45)
Termination of the Delegation
An employee may, upon termination of the delegation period, be
transferred or promoted to the position he is delegated to, as per the
transfer and promotion rules contained in this Resolution.

43
 Article (46)
Secondment
1. Employee may be seconded to any Federal or local entity, to
companies owned by the Federal Government, or to the private
sector, for a period that does not exceed one year. After such period,
the employee returns to his employer or be transferred to the entity
he is seconded to.
2. An employee may be seconded, upon a resolution made by the Cabinet
to any Arab, regional, or international agencies or organizations. The
term of Secondment may be extended for similar terms subject to the
following conditions and controls:
A. The approval of the concerned authority in the entities he is
seconded to and from.
B. Coordinating with the Ministry of Foreign Affairs.
3. The seconded employee shall receive his gross salary, leaves and
other entitlements from the entity he is seconded to from the date of
commencement of the Secondment until the date of its termination,
provided that this is agreed upon before the start of the Secondment.
4. An employee seconded to regional or international entities with
headquarters within or outside the Country (UAE), shall receive his
gross salary from his original entity in addition to any other payments/
benefits or allocations received from the entities he is seconded to.
The Cabinet may grant the employee extra benefits, as required.
5. The employee is also entitled to leaves from the entity he is seconded
to.
6. A Federal Entity has the right to fill a position vacated due to
Secondment inside or outside the UAE. Upon return of the employee
from Secondment, he shall be re-incountryd to a position specified by
his original entity, without affecting his grade or financial entitlements.
7. The term of Secondment shall be reckoned in respect of pension or
retirement benefits.
8. A seconded employee shall be subject to all policies and procedures
applicable in the entity he is seconded to, except those related to
termination of service, which is the responsibility of his original entity.

44
9. A seconded employee shall be disciplined by the entity he is
seconded to, in line with the disciplinary penalties effective therein.
His original entity must be notified of the disciplinary measures and
any administrative penalties imposed on him.
10. A seconded employee shall be subject to performance evaluation
in coordination with the entity he is seconded to, and as per the
Performance Management System for the Federal Government
employees.
11. A seconded employee may be promoted by his original entity during
the Secondment period, according to procedures applicable therein.
In any case, the seconded employee is not entitled to any leaves from
the original entity
In all cases, the approval of the Cabinet is required to second the
incumbents of the positions of undersecretary, director-general, assistant
undersecretary, executive director or their equivalent, to any other entity.

Article (47)
Loan
In all cases, upon a decision by the Chairman of the Entity or his deputy,
an employee may be loaned to any Federal, Local, Arab or international
Governmental entities, Arab, international, regional, private authorities
or organizations for a term stipulated in the loan decision, which are
extendable for similar terms, under the following conditions:
1. The approval of loaning entity and the organization employee is
loaned to.
2. The loan decision shall specify the entity that shall bear the salaries
and entitlements of the loaned employee, including any differences in
the instalments of contribution to the Pension Scheme that applies to
the seconded employee.
3. The borrowing Federal Entity must obtain the approval of the Ministry
of Foreign Affairs in case of wishing to loan from entities outside the
Country (UAE) or from Arab, international or regional authorities and
organizations.

45
4. The borrowing Federal Entity must obtain the approval of the Ministry
of Finance to loan the employee in the event that the value of the
financial allocations for the seconded employee exceeds the value of
the financial allocations specified for the job grade that he will occupy
on a secondment basis in the Federal Entity›s budget.
In all cases, the approval of the Cabinet is required to loan the
incumbents of the positions of undersecretary, director-general, assistant
undersecretary, executive director or their equivalent, to any other entity.

Article (48)
Extension of Secondment and Loan
Notwithstanding the provisions of Article (46) and Article (47) of this
Resolution, the term of Secondment and loan between Federal Entities
and any other entity shall be of a maximum of one year. The employee shall
either be returned to his original employer or transferred to the entity he
is seconded to, and the term shall not be extended except after obtaining
the approval of the Cabinet.

Article (49)
Termination of Secondment and Loan
1. Secondment or loan shall be terminated in the following cases:
A. The expiry of the term of Secondment or loan or the expiry of the
term of its extension.
B. Upon a written request from the seconded or loaned employee,
and the approval of both the loaning and the borrowing entities.
C. At the request of both the loaning and the borrowing entities.
2. The seconded employee shall return to the loaning entity within (5)
five working days from the date of termination of the Secondment if it
is inside the Country (UAE) and within one month if the Secondment
is outside the Country, unless otherwise agreed between his original
employer and the employee.
3. The party wishing to terminate the Secondment or loan must give the
other Party not less than a month prior written notice of termination
before the termination date of the Secondment or loan.

46
 Performance & Reward

Article (50)
Performance Management System
The employee›s performance is measured according to the Employee
Performance Management System (EPMS) issued by the Cabinet upon the
proposal of the Authority.

Article (51)
Productivity Measurement
The Authority shall issue a guidance document to measure the productivity
and efficiency of the for the Federal Government employees in order to
support the entities in their endeavor to promote and achieve their goals,
in accordance with standards, mechanisms and digital solutions that
support productivity measurement.

Article (52)
Appraisal & Rewards
Employees’ performance appraisal ad rewards shall be conducted in
accordance with the Performance Management System for the Federal
Government employees issued by the Cabinet upon the proposal of the
Authority and in coordination with the Ministry of Finance.

Promotions

Article (53)
Types of Promotions
Employees may be promoted according to the following types of
promotions:
1. Job promotion
2. Financial promotion

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3. Exceptional Promotions (Job & Financial)
4. Fast track for promising government talent.

Article (54)
Job Promotions
Employees may be promoted according to the Human Resources
procedures in the Federal Government, electronic approvals thereof, and
in accordance with the following:
1. Promotion to a vacant post, as per the following conditions:
A. Promotion shall be to the grade that immediately follows the
current grade.
B. The employee must meet the performance level required for
promotion eligibility, according to the Performance Management
System.
2. Promotion to a new post created due to restructuring or to reallocation
of duties and responsibilities shall be to a position higher by two grades
maximum, provided that the employee must meet the performance
level required for promotion eligibility
3. Promotion may be in form of granting the employee the starting salary
of the new grade or granting an increase of (10%) of the grade he is
promoted to, whichever is higher.
4. An employee may not be entitled to a job promotion before the lapse
of at least (3) three years from his previous exceptional promotion.

Article (55)
Financial Promotions
Upon the approval of the Chairman of the Federal Entity, an employee
may be granted a financial promotion in his current grade, provided that
it does not exceed a maximum of (10%) of the base salary. An employee
may be promoted with a lesser percentage, on condition that he fulfils
the performance level required for promotion eligibility pursuant to the
Performance Management System

48
 Article (56)
Exceptional Promotions
Upon the approval of the Chairman of the Federal Entity or his deputy, an
employee may be exceptionally promoted pursuant to the Performance
Management System, as follows:
1. Exceptional Job Promotion: An outstanding employee may be
promoted exceptionally to a vacant post two grades higher than his
current position maximum, provided that the employee is given the
starting salary of the grade he is promoted to, or (20%) of his current
base salary whichever is higher, and that he fulfils the skills and
capacities requirements of the new job.
2. Exceptional financial promotion: A distinguished employee may be
granted exceptional financial promotion with salary increase not
exceeding (20%) of the base salary of the same grade.
3. The employee shall not be exceptionally promoted before the lapse of
at least (3) three years from a previous exceptional promotion.

Article (57)
Fast Track for Promising Government Talent
1. Notwithstanding the provisions of this Resolution, a talented employee,
who is highly efficient, outstanding achiever and considered one of
the most promising leaders or competencies in the Government, may
be promoted by a decision of the Chairman of the Federal Entity,
according to the Fast Track for Promising Government Talent, to three
job grades, provided that the following is met:
A. Achieving a performance level for the last two years at level (5) or
its equivalent, according to the approved performance system.
B. The talents, competencies and skills of the employee should
be reflected in the increasing quality and productivity of the
employer according to performance indicators that are measured
and documented and the results of evaluating the employee›s
capacities.
C. The percentage of employees classified within the category of
promising government talents annually, according to the fast track,
shall not exceed (5%) of the total employees working in the Federal
Entity.

49
 D. The financial allocations for promotion should be available in the
approved budget of the Entity.
E. An employee may only be promoted according to this track for
once during his service term in the Federal Government.
F. The promotion of the employee according to this track shall not
preclude him from obtaining any other promotion after the lapse
of twelve (12) months.
2. If the promotion of an employee in accordance with this track reaches
the grade of Assistant Undersecretary or Executive Director or their
equivalent, it shall be upon a resolution issued by the Cabinet. If the
promotion reaches the grade of Undersecretary or Director General
or their equivalent, it shall be upon a Federal Decree issued therein.

Article (58)
General Provisions on Promotions
Promotion controls shall be as follows:
1. The provision of the financial allocation for all types of promotion.
2. The availability of a vacant post in case of financial, exceptional
promotions, or the Fast Track for Promising Government Talent.
3. The issuance of promotion decision by the competent Appointment
Authority except for the exceptional financial or financial promotion of
the Undersecretary of the Ministry, the Director General, the Assistant
Undersecretary of the Ministry or the Executive Director or equivalent
in the Federal Entity, whose promotion is subject to a decision of the
Chairman of the Federal Entity, after coordinating with the concerned
entities in accordance with the procedures approved by the Federal
Government.
4. Promotion shall be effective from the date of the decision, and no
promotion shall be retroactive.
5. Seniority shall not be considered in promotions, unless performance
appraisals are identical.
6. An employee shall not be entitled to any kind of promotion before the
lapse of at least 12 months from his last promotion.
7. No employee shall be promoted during a study leave, except for
doctors or any other category determined by the Cabinet.

50
8. All types of promotion shall be subject to controls contained in
the Human Resources procedures in the Federal Government and
electronic & digital approvals thereof, prior to the issuance of the
promotion decision.
9. The employee must not have been subject to any administrative
penalty during the evaluation year, unless its legal effect has been
cancelled.
10. The employee must attain the required level of performance according
to the approved Performance Management System.
11. A Federal Entity may not reappoint any person to a grade higher than
that he was occupying within one year from the date of termination of
his service, with the intention of violating promotion rules stipulated
in this Resolution.
12. Priority for promotion is given to employees with specialized or
professional certificates who have future skills based on the results of
the capacity assessment.
13. The employee from the supervisory category must pass the capacity
assessment for personnel and resources management in accordance
with the guide issued by the Cabinet upon the proposal of the
Authority.

Article (59)
Adjusting the Status of Employees
The status of employees holding university qualifications or professional
or specialized certificates in the Federal Government shall be adjusted
in accordance with the provisions of the Cabinet Resolution issued in this
regard based on the proposal of the Authority.

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 Training & Development

Article (60)
General Policy
1. The Federal Entities shall retain its own trained and qualified human
resources and shall provide them with appropriate development and
training opportunities in order to enhance their knowledge, capacities
and skills in their current positions, in accordance with the Training
and Development System issued by the Cabinet upon the proposal
of the Authority.
2. When developing a training plan, the employees of the Federal
Entities shall be given priority with regard to the digital and self-
learning and development and training programs in order to enhance
their skills through the e-learning platforms approved by the Federal
Government, in accordance with the mechanisms, controls and
procedures adopted in this regard.
3. The aim of training and development should be to obtain professional
or specialized certificates in order to support the competencies,
capacities and skills of the employees of the Federal Government in
order to enhance the government workflow and in accordance with
future directions.
4. The Federal Entity shall motivate its employees to engage in self-
learning and continuing education opportunities so as to develop
their skills and capacities.

Article (61)
Training Plans
The Federal Entities shall formulate and implement annual training
and development plans for their employees at all levels, on the basis of
performance appraisal outcome, and as the need arises.

Article (62)
Scholarships
1. The Federal Entities may offer scholarships for the following groups:

52
 A. The National high school graduates in order to study some
vocational and technical disciplines.
B. Some of the national employees working for them, so as to
complete their graduate or postgraduate studies or to obtain
accredited professional certificates, according to their job and
professional needs.
2. The Cabinet, upon the proposal of the Authority, shall issue a system
of scholarships provided for the employees, and attract students to
complete their studies to obtain university or professional degrees.

Article (63)
Training Needs and Training Registration Mechanisms
Subject to the provisions of Article (61) of this Resolution, the Federal
Entity shall determine the annual training needs of its employees, in light of
its adopted strategic objectives and policies, and analyze the training and
development needs through multiple sources, such as annual performance
evaluations of employees and their managers, and in accordance with the
mechanisms of the approved training and development system.

Article (64)
Competent Authority to Issue the Delegation
Decision for Training Courses and Programs
1. Employees’ enrollment in training courses and programs of financial
effect shall be authorized upon a decision issued in accordance with
the matrix of powers and responsibilities approved by the Entity,
whether the training is in person or online. This shall include all types
of training, including obtaining professional or specialized certificates
or to enhance skills in line with the requirements of government work.
2. In the absence of a financial effect, the employees shall be authorized
to enroll in training courses and programs of any kind by the
organizational unit concerned with training in the Federal Entity in
coordination with the organizational unit to which the employee
belongs.

53
 Article (65)
Nomination to Attend Training Courses and Programs
1. Employees may be delegated to travel to join training courses or
programs inside and outside the Country (UAE) within the financial
allocations approved for the purpose.
2. The Federal Entities nominating some of its employees to attend
training courses and programs shall:
A. Strictly abide by the dates of training courses and programs
specified by overseas training providers.
B. Ensure the availability of the financial allocations within the Federal
Entity’s budget to cover the expenses of the delegation.
3. The training course or program shall have a direct relationship with the
work carried out by the delegate or the one he will join, in accordance
with his professional career path and the individual development
plan that is determined by the Performance Management System
and the Employee Training and Development System of the Federal
Government issued by the Cabinet upon the proposal of the Authority
and in accordance with the Human Resources procedures and
regulations adopted in the Federal Government.

Article (66)
Fees for Digital Training Courses and Programs
In the event that the employee obtained the approval to enroll in a digital
training program, the Federal Entity shall only bear the fees of the digital
training course and program, and the fees for obtaining professional and
specialized certificates. The employee shall not be entitled in this case to
any allowances or other expenses that may be granted to employees who
are personally delegated inside or outside the Country (UAE) to attend
training programs and courses.

Article (67)
Duties of Trainees in the Training Courses and Programs
An Employee or a delegate travelling to attend a training course or
program shall:

54
1. Be punctual in attending the training course or program, in accordance
with the adopted schedules.
2. Preserve the reputation of the UAE.
3. Achieve the results set by the employer to measure the impact of the
training.
4. Adhere to the approved training and development system.

Article (68)
Termination of Employee`s Participation in
Training Courses
1. A delegated employee`s participation in a training course or
program may be terminated pursuant to the matrix of powers and
responsibilities due to personal circumstances, work exigency or the
public interest.
2. In the event that the delegate violates the obligations stipulated in this
Resolution, the course shall be terminated and the delegate shall be
obliged to refund all financial allocations disbursed to him and shall be
subject to appropriate disciplinary penalties.

Official and Training Missions

Article (69)
Competent Authority to Issue the Delegation Decision
1. The authorization of employees to join training courses or programs
shall be subject to a decision by the Authority, based on the matrix
of powers and responsibilities. The Chairman of the Federal Entity
may delegate non-government workers who are concerned with or
specialized in the objectives of the mission on official missions outside
the Country (UAE), or to include them in official delegations. The
delegate shall be treated according to the category determined by
the delegation decision, provided that the decision shall specify the
entity to bear the expenses.
2. The delegation decision shall include a countryment indicating the
nature and objectives of the mission, the employee assigned to
perform it, the entity to which he is delegated, and the duration of the
delegation.

55
 Article (70)
Duration of Delegation on Official Missions
1. Delegation duration “outside the UAE” shall be determined by the
nature of the official mission, in addition to the time spent in travelling
to destination and back, provided that such time does not exceed one
day before the mission and one day following it. The Chairman of the
federal entity may add a day; in addition to the day specified, before
or after the official mission if the duration of the delegation’s travel
exceeds (10) hours.
2. Travel duration “within the UAE” shall be determined by the actual
days assigned to the official mission.

Article (71)
Duties of the Delegate in Official Missions
A delegated employee shall:
1. Observe ethical conduct standards in all their acts, in a manner that
reflects the civilized image of the UAE.
2. Dedicate their time to the purpose for which they are delegated, and
must behave appropriately, preserve the reputation of the UAE, and
respect the traditions of the host country.
3. Inform their employer of any obstacles that may be encountered
during the trip so as to overcome them through official channels.
4. Provide, immediately upon return, a detailed report on the official
mission they have been delegated to perform.

Article (72)
Delegation Allocations in Training Programs and
Official Missions
1. An employee delegated for an official mission or a Training course
shall be granted in addition to his gross monthly salary, a daily travel
allowance for every day spent abroad. Such allowance shall include
accommodation, food and transport expenses as shown in Table (A)
set out in Annex (2) of this Resolution.

56
2. An employee delegated to travel on official mission shall be deemed to
have fully covered (full hospitality) if the country of destination provides
the accommodation allowance and expenses (accommodation, food
and transport).
3. If the country of destination does not provide during the official or
training course, any of the accommodation (housing) expenses,
the shall be deemed partially covered (partial hospitality), and the
employee shall be entitled to the full travel allowance stipulated in the
above-mentioned table.
4. The Federal Entity shall bear the accommodation and living expenses
of the delegate on an official mission, training course or program
within the Country (UAE) in addition to his gross monthly salary,
provided that the distance from the workplace exceeds (100) one
hundred kilometers, and the duration of the mission or training course
exceeds one day.

Article (73)
Airline Tickets for Training Programs or Official
Missions
1. The travel class for the employee delegated to be a part of an official
or training mission abroad shall be determined as shown in Table (B),
Annex (2) herein.
2. The employee shall be entitled to a ticket from the workplace in the
UAE to the country of destination and vice versa.
3. Notwithstanding the provisions of this Resolution, the travel training
class for an employee entitled to an economy class shall be amended
to a business class for official missions in which the duration trip
exceeds ten (10) hours.

Article (74)
Medical Care of Delegate on Official or Training Mission
An employee sent on an official mission, course or training program abroad
shall be entitled to the expenses of medical care during the duration of the
delegation, which payable upon receipts certified by the UAE Embassy,
one of its related offices, or the competent health authorities in the country
of destination, as the case may be, provided that these expenses are paid

57
from the approved budget of the Federal Entity.

Article (75)
Other Expenses
1. The government shall bear the expenses of transporting government
baggage and official papers required by the official mission.
2. The employer of the employed delegated to travel on official or
training mission shall obtain the required travel visas from relevant
authorities and pay the fees. While the employee shall be responsible
for ensuring that his passport and all required official documents are
valid and in effect.

Types of Leave

Article (76)
Leaves
1. Leaves are classified as follows:
A. Annual Leave.
B. Maternity Leave.
C. Parental Leave.
D. Sick Leave.
E. Compassionate Leave.
F. Study Leave.
G. Leave to perform the National Military Service and Reserve.
H. Unpaid Leave.
I. Idda Leave.
J. Hajj Leave.
K. Patient Accompanying Leave Outside UAE.

58
 L. Patient Accompanying Leave Inside UAE
M. Sabbatical Leave to represent the UAE.
N. Entrepreneurship Leave for self-employment.
2. An employee may not be absent from work, except within the limits
of his approved leave periods or with an excuse acceptable to the
Entity in accordance with the provisions of this Resolution, the Human
Resources Law, and the implementing regulatory decisions thereof.
Otherwise, such absence from work shall be deemed inexcusable and
a reason for terminating the service of that employee in accordance
with the provisions of the Decree Law.

Article (77)
Annual Leave
1. Full-time employee is entitled to an annual leave with a gross salary,
as follows:
A. (30) working days for the incumbents of positions at Grade (Special
(b) and above, or equivalent.
B. (22) working days for the remaining positions or equivalent.
2. The Chairman of the Federal Entity may recall an employee on his
annual leave if work exigency so requires, provided that the remaining
days of leave are carried over to him according to the approved
procedures, or he is allowed to exhaust them before the end of the
year.
3. An employee may take the entire annual leave at one time or divide
it into different periods, provided obtaining the approval of his direct
superior. He may also combine the annual leave with any other leave
he is entitled to in accordance with the provisions stipulated in the
Decree-Law.
4. If an employee’s leave duration changes due to a promotion or grade
adjustment, his annual entitlement shall be amended accordingly as
of the date of promotion or grade adjustment.
5. If an employee falls sick during his annual leave, he shall not be entitled
to claim right in the sick leave period.
6. If the sick leave of an employee issued during his annual leave extends
after the end of the leave, the remaining days of the sick leave shall

59
 then be calculated from the day on which the employee is expected
to commence work after the end of the annual leave, as per the rules
governing sick leaves set out herein.

Article (78)
Provisions of Annual Leaves
1. An employee shall exhaust his annual leave for the year in which he
is entitled. If he cannot take the entire balance for that year due to
exigent work requirements and circumstance, he must then use up a
portion not less than half of the entitled annual leave.
2. The employee may carry forward half of his balance of unexhausted
and annual leave entitled to his grade to the next year, and in this case
the additional days thereof shall be cancelled.
3. Except as provided for in Clause (2) of this Article, the employee who
joins National and Reserves Service shall exhaust his annual leave
balances entitled during his service, not later than 31 December of the
year that follows the year in which he completes his national service,
or he may be granted cash allowance in lieu of leave, if deemed fit by
his entity, provided that the cash allowance be paid on the basis of the
base salary
4. Without prejudice to the provisions of this Article, the employee shall
not be entitled while in service, to any cash in lieu of the remaining and
unused balance of his annual leave.
5. In the event of the termination of the employee`s service, cash in lieu
of his legally entitled annual leave balance shall be reimbursed to him,
calculated on the basis of the base salary
6. If the employee`s service is terminated before completing the year for
which the annual leave is entitled, the number of exhausted leave days
plus whatsoever entitled thereto after the service termination date
shall be deducted.

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 Article (79)
Annual Leave for Educational Key-Staff
The dates of annual leave for staff in public schools and centers for the
disabled / people of determination shall be determined according to what
is set by the Ministry of Education, the Emirates Schools Establishment, the
Ministry of Community Development, universities and higher education
institutions, each within the limits of their respective powers, and other
sectors may be added in accordance with this Article, upon a resolution
by the Cabinet.

Article (80)
Reasons for Not Being Entitled to Annual Leave
An employee shall not be entitled to any annual leave during:
1. Study or scholarship leave.
2. Duration of employee’s absence from work (unpaid leave)
3. Employee’s imprisonment pursuant to a court ruling that does not
legally justify termination of service.
4. Employee’s service during the probation period, if such period expires
with the employee terminated for any reason whatsoever.

Article (81)
Maternity Leave
1. Full-time female employee shall be entitled to a fully-paid maternity
leave of ninety (90) days with a gross salary.
2. The female employee shall be entitled to the maternity leave
mentioned in Clause (1) of this Article if the delivery takes place after
six (6) months or more of pregnancy, whether the fetus is stillborn or
born alive and then dies.
3. The female employee›s access to maternity leave of absence referred
to in this Article shall not prejudice her right to other leaves.

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4. The service of a female employee may not be terminated or warned
thereof due to pregnancy, maternity leave, or absence from work in
accordance with the provisions of this Article.
5. A female employee may, for a period not exceeding (6) months
from the date of delivery, leave the workplace for two hours daily to
breastfeed her child. In all cases, these two periods shall not be more
than 2 hours.
6. Weekends and official holidays that coincide with maternity leave
shall be counted as part of the maternity leave, and also weekends
and official holidays that occur at the beginning and/or end of the
maternity leave.
7. Accrual of entitlements such as the end of service gratuity, pension
and annual leave shall continue as usual during the approved maternity
leave.
8. If a female employee is granted sick leave during the period of
maternity leave, the maternity leave shall not be extended to cover
the period of the sick leave granted.
9. A female employee may be entitled to maternity leave while in
probation period. In such a case, the probation period is to be
extended to account for the period taken up by the maternity leave.

Article (82)
Paternal Leave
An employee shall be entitled to a fully paid parental leave of five (5)
working days for the employee who has a newborn (whether being a
father or a mother), with a view to take care of his/her child. Such leave
shall be granted continuously or intermittently within six (6) months from
the date of the child’s birth.

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 Article (83)
Sick Leave
1. An employee shall be granted a sick leave if his health condition
prevents him from carry out his job duties or warding off any health
risks from him and the others, subject to a medical report issued by an
approved medical authority.
2. The employee must inform his direct superior, in accordance with
applicable Human Resources procedures, of the sick leave as soon as
it is granted unless there is an excuse that prevents him from doing so.
3. The maximum sick leave shall be calculated in one incident or during
the year based on the working days.
4. Weekends and official holidays or any other leaves shall not be
compensated with other days if they fall during the sick leave.
5. According to an approved medical report issued by an official medical
authority, sick leave shall not exceed (5) consecutive working days in
one accident, and up to (15) working days per year. If the sick leave
exceeds the maximum limit referred to above, it shall then be granted
as per an approved medical report issued by the Medical Committee.
6. The first (15) working days of the sick leave shall be with gross salary,
and any period in excess of that shall be deducted from the employee›s
annual leave balance, if any; if not, it shall be considered unpaid leave.
7. If the employee exceeds the maximum sick leave of (15) working days
per year, the Federal Entity shall refer the employee to the Medical
Committee to decide on his health condition.
8. The condition of a sick employee shall be reviewed if it lasts more
than (6) months, and the Medical Committee may decide to extend
the leave for a period not exceeding (6) months or recommend
termination of his services on medical grounds.
9. The provisions of Clause (6) of this Article shall not apply to the
following cases:
A. Sickness is a result of work-related injury (Occupational Injury).
B. Sick leaves granted according to medical reports approved by the
Medical Committee.

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 C. In cases where the Medical Committee decides to prevent the
employee from practicing the functions of his job for a period
determined by the Committee.
In the above cases, the employee shall be paid his gross salary for
the duration of sick leave.
10. The employee may be granted a paid sick leave not exceeding one
year with a gross salary if the sickness is a result of work-related injury.
If the sickness continues for further periods, the employee shall be
referred to the Medical Committee to check his health condition,
and the leave may be extended for a period not exceeding further
(6) months or he will be recommended for termination of service on
medical grounds, in accordance with the provisions of the Pension and
Social Security Law.
11. For the purpose of implementing the provisions of the Decree Law,
occupational injury means any injury arising from an employee’s work
while carrying out his job duties, or as a result of any occupational
diseases as determined by the competent Medical Committee and
according to the applicable regulations. Any accident sustained
by the employee on his way to or from work shall be considered an
employment injury, while considering the occupational health and
safety procedures.
12. The Federal Entity may extend the probation period to cover the
period of sick leave granted to an employee during the probation
period.

Article (84)
Compassionate Leave
1. An employee is entitled to a paid compassionate leave as follows:
A. For (5) days in case of the death of first-degree relatives (father,
mother, son, daughter, wife).
B. For (3) days in case of the death of second-degree relatives
(grandfather, grandmother, brothers, sisters, grandchildren).
2. Compassionate leave shall commence on the date in which the death
occurs.
3. Compassionate leave, annual leave and unpaid leave may be
combined.

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4. The degree of kinship of one spouse is considered equivalent to the
degree of kinship of the other.
5. In case compassionate leave occurs during weekends, public holidays
or during days of approved leaves, the employee shall not be
compensated for the compassionate leave days.
6. In case of the death of a relative, the employee shall report the
incident and provide acceptable evidence on his return from the
leave, according to the applicable legislation.

Article (85)
Study and Exams Leaves
1. Without prejudice to the provisions of Article (62) of this Resolution,
a Federal Entity may, subject to the approval of the Chairman of the
Federal Entity or his deputy, sponsor some of its national employees
by granting them a paid study leave on a full-time or part-time basis,
inclusive of all tuition and other fees, to complete undergraduate
education from the educational institutions accredited by the Ministry
of Education, provided that the qualification matches the needs of the
federal entity.
2. The academic qualification, professional or specialized certificates
must be in line with the future requirements and needs of the Federal
Entity.

Article (86)
Rules for Granting Study Leaves
A national employee shall fulfil the following conditions to be eligible for
a study leave:
1. The employee shall obtain acceptance from an institution or university,
accredited by the Ministry of Education, clearly indicating the type of
study, specialization and duration of study program.
2. The employee›s service with the Federal Entity shall not be less than
one year, except for medical staff.

65
3. The employee shall get a performance appraisal at the level (3) or
above.
4. The proposed academic or professional qualification must be in line
with the employee’s career path, nature of the work and needs of the
Federal Entity.
5. No employee shall combine two study leaves at a time.
6. The employee mustn’t have been previously dismissed from an
academic institution for disciplinary reasons or poor academic
performance.
7. Authorization for study leave abroad may not be granted if the study
program is available within the UAE unless the Chairman of the Federal
Entity, or his deputy, decides otherwise at his own discretion.
8. The Chairman of the Federal Entity or his deputy may grant an
employee a period of (6) months to study a foreign language abroad
or within the UAE. The period may be further extended for not more
than another (6) months, subject to the reports furnished by the UAE
Embassy, the Cultural Attaché offices or diplomatic mission abroad, or
the concerned educational institution within the UAE. The language
study period shall be treated as a study leave.
9. The Federal Entity shall be responsible for liaising with the university
or the educational institution in which a sponsored employee studies
to obtain study progress reports.
10. An employee on full-time study leave shall not be entitled to annual
leave throughout the duration of the study leave and shall be subject
to the regulations and procedures of annual leaves applicable in the
academic institution or university throughout the duration of the study
leave.
11. A study leave shall be considered as a continuation of the employee’s
service for calculation of allowances as per the Performance
Management System; and end of service gratuity or pensions.
12. Performance appraisal of an employee on full-time study leave shall
be conducted based on educational attainment and reports received
by his entity.

66
 Article (87)
Extension of Study Leave
Subject to the provisions of item (1/e) of Article (89) hereunder:
1. The Chairman of the Federal Entity or his deputy may extend a study
leave of an employee for urgent circumstances, provided that the
application for extension is based on sound academic justifications or
requirements raised by the academic institution.
2. The Chairman of the Federal Entity may grant an employee- who is
still on study leave to obtain an academic qualification – another study
leaves if the employee obtains an academic acceptance to study for a
qualification higher than the previous one.

Article (88)
Obligations of the Delegate During Study Leave
An employee on a study leave within or outside the UAE shall abide by the
following:
1. Keep a regular attendance record throughout the duration of the
study course in accordance with the approved schedules.
2. Complete study requirements within the prescribed and authorized
period.
3. Obtain the proposed academic qualification.
4. Not change field of specialization, educational institution, university
or country without prior consent of the Chairman of the Federal Entity,
or his deputy.
5. Serve the sponsoring entity for a period equal to the period spent on
study leave. However, it is possible to spend such period working for a
Federal or local Government Entity upon the approval of the Chairman
of the Federal Entity, or his deputy. In case of non-compliance with this
condition, the delegate shall be obliged to refund all expenses and
financial entitlements paid to him during the study leave, pursuant to
regulations governing scholarships, including the salaries he received
from the employer, unless he is exempted from them in whole or in
part.

67
6. Report to work within (15) days. If the study leave is inside the UAE,
and within one-month maximum if the study leave is outside the
UAE, from obtaining the academic qualification or the expiry of the
study leave, whichever occurs first, otherwise the employee shall
be deemed absent and be subject to rules applicable in this regard,
unless otherwise agreed between the entity and the delegate.

Article (89)
Termination of Study Leave
1. The Chairman of the Federal Entity, or his deputy may terminate an
employee’s study leave if he:
A. Discontinues study without an acceptable excuse, based on
academic reports issued by UAE Embassy, Cultural attaché or
diplomatic missions.
B. Changes assigned field of study, educational institution or country
of study without obtaining a prior consent from the Chairman of
the Federal Entity, or his deputy.
C. Commits disgraceful act or engage in acts that would affect the
interests or image of the UAE or violates the laws of the host
country.
D. Fails to join the study program and If the
,
Chairman of the Federal
Entity is not convinced by the employee s justifications, the absence
period shall be deducted from annual leave entitlements, and
whatever exceeds these entitlements shall be considered unpaid
leave.
E. Failing to successfully pass the prescribed exit examinations to
move to the next phase of the study for more than once throughout
his study, the Chairman of the Federal Entity may waive the above
provision by granting an extra chance for one time.
2. The Chairman of the Federal Entity, may terminate the study leave if
the work requirements or public interest so require, in which case, the
employee is exempted from refunding the expenses, tuition fees and
financial aid spent so far during the leave.
3. A study leave may be suspended at the request of the employee,
subject to approval of the Chairman of the Federal Entity. In this
case the study leave shall be extended for a period equivalent to the
suspension time.

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4. In all cases, the above provisions shall not prevent disciplinary
measures if deemed necessary.

Article (90)
Refund of Tuition Fees and Expenses
Except what is contained in Clauses (2 & 3) of Article (89), an employee
shall refund all fees, expenses and financial allocations received during
his study, in the event of termination of the study, unless he is exempted
wholly or partially by the applicable legislations in this regard.

Article (91)
Taking End of Semester or Final Examinations
1. The Chairman of the Federal Entity, or his deputy may grant an
employee who is registered for any continuous distance or self-
learning programs inside or outside the UAE, a national employee
who joins regular evening study within the UAE at any accredited
university, college, institute or school, or an employee enrolled in a
program to obtain professional or specialized certificates to develop
skills, a full paid leave to take end of semester or final examinations of
such programs or postgraduate theses, provided the duration of such
leave is determined based on the examination timetable. The above
is not applicable to monthly tests, admission interviews or project
discussions held during the semester.
2. A national employee may be granted an extra leave prior to the
scheduled examination date mentioned in Clause (1) above for a
period not exceeding (3) days, if the examinations are to be held
outside the UAE, provided that the total number of days off shall not
exceed (10) working days per year, excluding the examination leave.
3. A national employee may be granted a two-hour leave daily to attend
classes for an accredited study program until the completion of the
course of study, such permission shall not be granted if the study
timetable does not conflict with official working hours.

69
 Article (92)
Leave for UAE National Service & Reserve Forces
Service
National employee shall be entitled to a paid leave to perform military
and reserve forces service in accordance with the legislation in force in the
Country (UAE).

Article (93)
Unpaid Leave
1. The Chairman of the Federal Entity, or his deputy may grant an
employee an unpaid leave for a period not exceeding (30) days per
year provided that the employee has genuine reasons to request such
leave.
2. Unpaid leave shall be granted on the following conditions:
A. If the employee has exhausted his annual leave balances.
B. If taking the leave does not disrupt the workflow. in light of the
work exigency and its requirements.
C. Any other conditions determined by the Federal Entity.
3. Weekends and official holidays occurring during an unpaid leave are
considered an integral part thereof.
4. In exceptional emergency circumstances determined by the Cabinet,
the employer may grant the employee unpaid leave during such
circumstances as required by its work exigency.

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 Other Leaves

Article (94)
Iddah Leave
1. A Muslim female employee whose husband dies is entitled to a paid
Iddah leave for four months and ten days as of the date of the death.
2. The employee shall inform her direct superior of the death of
her husband as per the Federal Government’s Human Resources
procedures and submit the death certificate of her deceased husband,
duly approved and authenticated by the competent authorities within
or outside the UAE depending on place of death.
3. Accrual of entitlements such as end of service gratuity, pension and
annual leave shall continue as usual during the Iddah leave.

Article (95)
Hajj Leave
1. A Muslim employee shall be granted a leave of fifteen (15) days with
full pay to perform the Hajj pilgrimage, once only during the period of
their service.
2. An employee may combine Hajj leave and annual leave.
3. Hajj leave may not be granted unless the employee successfully
completes the probation period, and after return, he shall submit the
supporting documents demonstrating that he performed Hajj.
4. Hajj leave which the employee did not receive is not considered
an acquired right and therefore shall not be counted part of the
employee›s service within the annual leave balance at the end of the
employee›s service.

Article (96)
Patient Accompanying Leave Outside UAE
1. The Chairman of the Federal Entity, or his deputy may grant a national
employee a full paid special leave for one month, to accompany a

71
 relative (husband, wife, father, mother, son, daughter, brother, sister),
travelling for medical treatment abroad, according to a medical report
from an official medical authority in the UAE.
2. The Chairman of the Federal Entity may, based on a recommendation
from the UAE embassy in the country of treatment or the Medical
Committee formed at the Ministry of Health and Prevention, extend
this leave for a maximum of two (2) months with a gross salary.
3. Any extension of such leave beyond what is mentioned in Clauses (1 &
2) above for any reason shall be deemed unpaid leave.
4. Any subsequent approval to grant the same employee during the year
a patient accompanying leave outside UAE for the same or any other
case shall be considered unpaid leave.
5. A patient accompanying leave outside UAE shall not be granted in the
following cases:
A. If the employee works on a temporary contract, part-time contract,
or works remotely.
B. The employee who is still on a probation period.
C. An employee who is undergoing treatment for poor performance.
6. Notwithstanding the provisions of this Article, for cases deemed to
humanitarian cases at his own discretion, the Chairman of the Federal
entity may grant or extend this leave to the employee, provided that
there is a recommendation from the Medical Committee or the UAE
embassy in the country of treatment, supporting the decision to grant
or extend such cases.

Article (97)
Patient Accompanying Leave Inside UAE
1. The Chairman of the Federal Entity or his deputy, may grant a national
employee a special leave for one month on the recommendation of a
medical authority, to accompany the other spouse any of his children,
or parents, in case of being treated in a hospital within the UAE. The
special leave shall be granted in the following manner:
A. The first (15) days with full pay.
B. The following (15) days shall be deducted from the employee،s

72
 annual leave balance, if any; otherwise it shall be considered
unpaid leave.
This leave may not be extended for similar terms.
2. Upon return of the employee, he shall submit to his entity a report
issued by the medical facility where the patient receives treatment,
including the name of the patient, the date of his admission to the
hospital, the person accompanying him and the date of discharge if he
has completed the treatment; and any information requested by his
entity. If the employee does not submit this report, the direct superior
shall recommend to the Human Resources Department taking the
necessary action against the employee.
3. A patient accompanying leave inside UAE shall not be granted in the
following cases:
A. If the employee works on a temporary contract, part-time contract,
or works remotely.
B. The employee who is still on a probation period.
C. An employee who is undergoing treatment for poor performance.
4. For cases deemed to humanitarian cases at his own discretion, the
Chairman of the Federal entity may grant such leave to the employee
as an exception to what is countryd in Clause (3) of this Article.

Article (98)
General Rules on Leaves
1. Leaves an employee is entitled to shall be granted within limits
approved by the competent authority.
2. An employee’s period of service shall be continuous during any
approved or authorized leaves.
3. An employee shall resume work immediately after the end of his leave,
otherwise he shall be deemed absent from work.
4. An employee shall not be entitled to any of the prescribed leaves
during an unauthorized absence from work.
5. The competent authority may allow an employee to take more than
one type of leaves at one time, pursuant to the provisions of the
Human Resources Law and this Resolution.

73
6. During an employee’s period of transfer, delegation or Secondment
to another entity, leaves and other entitlements shall be calculated
up to the last day before the effective date of transfer, delegation or
Secondment. Thereafter, his leave entitlements shall be authorized by
the receiving entity, in accordance with applicable regulation therein.
7. An employee may not be absent from his work except within the limits
of the leaves granted to him. In the event that the employee is absent
from his work or does not return after the end of the leave granted to
him, the following measures shall be taken in his regard:
A. In the event that the competent authority accepts the excuse of the
absent employee, the period of absence shall be deducted from
the balance of his annual leaves if he has a balance. If the balance is
not enough, the extra period shall be considered an absence from
work without pay and the period that is calculated as absence from
work shall not be counted within the employee›s period of service.
B. In the event that the competent authority does not accept the
employee›s excuse for absence from work, he shall be subject to
the penalties set forth in the schedule of violations related to the
official working hours leading to termination of service.

Sabbatical Leave

Article (99)
Sabbatical Leave to Represent the UAE
1. The Chairman of the Federal Entity or his deputy, may grant a national
employee a fully paid special sabbatical leave for carrying out any tasks
related to representing the UAE in national sports or cultural teams
or for any similar purpose, not necessarily and directly related to the
entity’s work, upon request by official authority concerned with such
activity and up to one month. The leave may be extended for similar
periods, up to a maximum of (6) six months, if the activity is included in
the plans and schedules of activities predetermined in the requesting
entity and in a manner that does not conflict with the requirements of
the employer.

74
2. Sabbatical leave shall be granted on the following bases:
A. The selected employee shall have the required qualifications;
specialized expertise, skills or talent in the fields countryd in the
above clause.
B. The selection to participate in representing the UAE shall be
based upon a written official request from the official concerned
authorities and for the period therein specified, subject to effective
rules and regulations organizing such matters.
3. An employee on special paid leave shall receive his gross salary from
his Governmental Entity, in addition to any bonuses and incentives
acquired from the receiving official authority for which the employee
is working during the special leave. He shall also be entitled to annual
and sick leaves granted by the official authority in accordance with the
regulations in force. However, the employee is not entitled to annual
or sick leaves from his original entity during the period of his special
leave. On recommencement of work, the annual and sick leaves for
the remaining days of the year shall be calculated on pro rata basis.
4. The period spent on the leave shall constitute part of the service in
calculating annual allowance, promotion and pension entitlements.
5. By the end of the special sabbatical leave, the requesting authority
shall submit a report to the employee’s original entity on the type
of work, level of performance achievements made by the employee
during such leave.

Article (100)
Entrepreneurship Leave for Self-Employment
A national employee may be granted Entrepreneurship Leave for
self-employment in accordance with the mechanisms and conditions
determined by the Cabinet in this regard.

75
 Workplace Violations

Article (101)
Personal Conduct & Violations
1. An employee shall demonstrate appropriate attitude and behavior in
compliance with code of ethics and professional conduct document,
the Information Security regulation in the Federal Government,
the regulation regulating the use of social media by the Federal
Government employees issued by the Cabinet, and any regulation
issued later in this regard, and he must abide by the legislations in
force in the UAE.
2. Any employee, who violates the job duties in accordance with the
provisions of the Human Resources Law or goes against what is
required by his job duties, shall be subject administrative penalties,
without prejudice to civil or criminal liability, when necessary.
3. An employee shall not be exempted from administrative penalties
unless it is established that in committing the offense the said
employee was executing written instructions from his direct superior
even after drawing the direct superior›s attention to the infringement
involved. In this case, the direct superior shall be held accountable.
4. Public prosecution shall be notified if the violation committed by an
employee amounts to criminal act.
5. An employee shall not be penalized more than once for the same act
or violation or bear more than one penalty for a single violation.

Article (102)
Workplace Disputes
The Federal Entity is obliged to reduce problems and disputes that occur
in the workplace by maintaining effective and fair communication relations
between the Federal Entity and its employees, by adopting immediate
procedures to resolve these problems and disputes, without prejudice to
the employee›s right to submit grievances that should be settled through
the internal procedures of the Federal Entity in a clear and fair manner,
while giving the employee sufficient opportunity to present his point of
view.

76
 General Principles

Article (103)
Violation Management
The Human Resources Department in the Federal Entity shall be
responsible for imposing the appropriate penalty that is stipulated
in Article (107) of this Resolution on any employee who commits an
administrative or behavioral violation, including violations related to the
official working hours, with the exception of the penalty of dismissal from
service, and may recommend to the Chairman of the entity or his deputy
to temporarily suspend the employee from work, seek the assistance of
experts in technical matters, or form teams of specialists from within the
Entity to investigate an violation of a technical nature, in cases that require
so.

Article (104)
Criteria for the Seriousness of Violations
The Violations Committee shall consider seriousness of the offense when
imposing the penalty as per the following guidelines:
1. The extent of confidentiality breach regarding the Entity’s data and
information.
2. The financial implications of the violation.
3. The impact of the offence on the reputation of the Federal Entity and
its employees.
4. Whether the employee is in breach of the authority vested in him.
5. All kinds of violations repeatedly committed by the employee.
6. Whether the violation amounts to criminal or ethical offence.
7. Breach of code of ethics and professional conduct document for civil
servants.
8. Exploiting social media to harm the reputation of the Entity or
Government.

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 Article (105)
Procedures for Referring an Employee to the
Human Resources Department
1. The Human Resources Department shall be notified that an employee
committed an offence from the superiors of the employee, as per
the Human Resources procedures and electronic or digital systems
applied in the Federal Government, indicating the alleged offence
and the evidences associated with the offence.
2. The Human Resources Department in the Federal Region shall notify
the offending employee of the type of violation attributed to him
and summon him for investigation within a period not exceeding
(3) three working days. In the event that the employee is absent on
the scheduled date, the department may act and proceed with the
investigation procedures in his absence.
3. The Human Resources Department in the Federal Entity shall, within
(2) weeks, investigate the violation, and evidence, impose the
appropriate penalty in accordance with the legislation in force, and
notify the employee of the penalty imposed on him.

Article (106)
Procedure for Investigating Violations
1. The committee may investigate the violation committed by the
employee and decide as follows:
A. Close the case because there is no violation.
B. Close the case for acquittal from charges.
C. Close the case if the allegations against the employee do not
amount to serious violation, and there is no need to impose a
penalty.
D. Close the case for lack of enough evidence.
E. Establish responsibility of the employee referred to investigation
and impose on him one of the appropriate administrative penalties
stipulated in this Resolution, except for termination of service,
which requires submitting a recommendation to competent
Appointing Authority.
2. The Human Resources Department shall provide a decision that is
justified and proportionate to the established offence.

78
3. The employee shall receive a written notification of the penalty
imposed upon him. The concerned organizational unit shall be duly
informed.
4. The Chairman of the Federal Entity or his deputy may, upon the
recommendation of the Human Resources Department, suspend the
employee who is in breach from work and withhold half of his salary
until the end of the grievance and objection procedures. In case the
decision was the employee’s acquittal, closing the case, or imposing a
penalty of verbal or written warning against him, he shall get back the
salary withheld. If a more severe penalty is imposed on the employee,
the Chairman of the Federal Entity shall take the decision he deems fit
on his suspended salary.
5. In case the Human Resources Department decides that the offense
investigated involves financial irregularity, the case shall be brought
before the Chairman of the Federal Entity to decide on referring the
case to the Country Audit Bureau for investigation according to its
establishing law. The Chairman of the Federal Entity or his deputy shall
issue decisions to impose the penalty recommended by the Country
Audit Bureau.
6. If the act involves criminal liability as well, the Human Resources
Department in the Federal Entity shall make a recommendation
to recommend the Chairman of the Federal Entity to refer the
concerned employee to the Public prosecution. The referral of an
employee to criminal investigation does not contradict with imposing
administrative penalty on him, unless such administrative penalty is
subject to a ruling on the criminal charge.
7. In case the Human Resource Department in the Federal Entity decides
that the appropriate penalty to be imposed upon an employee is
dismissal, the Department shall submit its recommendation to the
competent Appointing Authority.

Article (107)
Administrative Penalties
1. The disciplinary penalties that may be imposed against the employee
by his employer shall be as follows:
A. A written Attention Drawing.
B. A written Warning.

79
 C. Deductions from base salary but not exceeding (10) days per
offence and (60) days per year.
D. Suspension from work without gross salary for a period of not less
than one month and not more than three (3) months.
E. Dismissal from service with retirement or end-of-service
entitlements.
2. The penalty imposed will be in line with the seriousness of violations
committed.

Grievances

Article (108)
Grievance Committee
Upon a decision by the Chairman of the Federal Entity, a Grievance
Committee shall be formed to examine the employees’ complaints against
administrative penalties imposed on them by their employer or against
any other procedures or decisions taken against them. The committee
shall be headed by an employee from the senior management in the
Federal Entity, provided that his grade is not less than the Special grade
or its equivalent in the Federal Entities. The committee shall comprise of
a number of members, provide that one of them is a representative of the
Legal Department in the Federal Entity.

Article (109)
Competences of the Grievance Committee
The Grievance Committee shall be competent to examine grievances
submitted to it by the employees against the penalties, administrative
procedures or any form of grievance, by reviewing the investigation file
and hearing whomever it deems appropriate to hear their countryments
about the incident under investigation. It may also refer the matter to
the Human Resources Department in the Federal Entity to review any
aspects or deficiencies in the investigation and return it to it, complete the
examination of the grievance and issue its decision thereon as follows:

80
1. Reject grievance in form.
2. Accept grievance in form and reject it in subject.
3. Accept grievance in form and reduce or cancel the penalty.
The complainant shall not be harmed by his grievance, and the Grievance
Committee may not amend the penalty by imposing a penalty more severe
than the one complained of.

Article (110)
Mechanism for Handling Objections
1. The employee may submit a grievance to the Grievance Committee
in accordance with the Human Resources procedures and electronic
& digital systems adopted in the Federal Government against the
grievances decided by the Human Resources Department in the
Federal Entity and imposed on him, or any other administrative
decisions or procedures issued against him, within a period not
exceeding (5) five working days from the date of informing the
employee of the decision, with the exception of performance appraisal
grievances, which are organized in accordance with the provisions of
the Performance Management System.
2. The employee shall appeal against the decisions issued in his regard
before the Grievance Committee before objecting to them before
the Objections Committee formed in accordance with Article (129)
of this Resolution. The submission of the grievance shall not result in
suspending the implementation of the decision complained of.

Article (111)
Grievance Procedures
1. The Grievance Committee shall receive the appeal according to the
Human Resources procedures adopted in the Federal Government
and its electronic and digital systems.
2. The Committee shall review all the papers related to the violation or
the subject of the grievance and request any clarifications related to
the violation from the organizational unit to which it belongs.
3. The Grievance Committee shall hear the testimony of witnesses, if any,
and discuss their countryments. The testimony of any witness may not

81
 be heard in the presence of another, and the grievance procedures
shall be confidential.
4. The Grievance Committee shall examine and issue a decision on the
grievance submitted to it by the employee within (2) weeks from the
date of receipt of the application.

Article (112)
Decisions of the Grievance Committee
1. The decisions of the Grievance Committee shall be final in the
appeals submitted to it regarding imposing the penalties of written
notice-drawing and warning. The employee may object to the rest
of the penalties imposed on him before the Objection Committee in
accordance with the provisions of this Resolution.
2. The Federal Entity shall abide by the decision of the Grievance
Committee and may not object to it.
3. The Grievance Committee shall issue its decision not to accept the
appeal if the applicant does not have an interest in it or does not
submit it in accordance with the periods and procedures specified in
this Resolution.

Article (113)
Cancellation of Legal Impact
The legal effect of penalties shall be revoked upon the expiry of the
following time periods:
1. (3) Three months in case of written attention.
2. (6) Six months in case of written warning.
3. One year in the case of other penalties.
In all cases, the period shall be calculated from the date of imposing the
penalty, and the cancellation of the penalty shall be considered as if null in
terms of legal effect and the aforementioned penalties shall not be erased
before the expiry of these periods., the Human Resources Department
in the Federal Authority shall follow the Human Resources procedures
and digital systems adopted in the Federal Government to maintain
an electronic record of the employee on the penalties imposed on the
employee.

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 Article (114)
Complaints about the Workplace
The employee may submit to the Human Resources Department any
complaint relating to the workplace. This Department shall review and
study the complaints submitted to it and submit recommendations and
proposed solutions in this regard to the higher management in the Entity
and follow-up until they are resolved. In all cases, the employee may not
object to the working hours, job grade, salary or bonuses.

Article (115)
Suspension of the Employee from Work and
Suspension of the Payment of His Salary
The Federal Entity may suspend the employee from work, suspend the
payment of all or part of his salary and refer him to the judicial authorities,
due to proven job violations that constitute criminal offenses punishable
by law in accordance with the provisions set forth in the Human Resources
Law and this Resolution.

Article (116)
Proceeding with Administrative Procedures
Related to the Violation
The resignation of the employee shall not preclude proceeding with
the administrative procedures related to the violation committed by
him, provided that the payment of any financial dues to the employee
is suspended by the employer until the completion of the investigation
procedures and the issuance of a final decision declaring he is not
accountable.

Article (117)
Forfeiture of the Occupational Violation
1. The job violation shall be dropped upon the death of the employee or
upon the lapse of (2) two years from the date of committing it, and this
period shall be interrupted in the second case when any investigation
procedures are taken by the employer or by the competent judicial

83
 authorities, and a new period shall apply from the date of the last
action taken regarding the violation.
2. If there are several employees accused of committing the same
violation, the interruption of the period for one of them shall result
in the interruption of the period for the others, even if no conclusive
measures have been taken against them for the period, provided that
a new lapse period begins from the day following the last action taken.

Article (118)
Referral to Court for a Criminal Offense
If an employee is referred to the court for committing a criminal offence,
the Chairman of the Federal Entity, or his deputy may suspend the
employee from work and suspend the payment of his salary until a final
court judgment is issued in the crime attributed to him.

Article (119)
Termination of Service due to Crimes of Honor and Trust
The employee›s services shall be terminated if he is convicted of any felony
or misdemeanor violating honor, trust or morals, or if he is convicted of any
other felony or misdemeanor and is sentenced to any penalty restricting
his freedom for a period exceeding (3) three months.

Article (120)
Dealing with the Employee After Investigation or
Conviction
1. The employee shall be reincountry to his job and his suspended salary
shall be paid to him in the event that the investigation with him is
closed or a decision is issued that there is no basis for filing a criminal
case against him or that he is acquitted of the charge attributed to him,
provided that this does not prevent him from being administratively
investigated and appropriate administrative penalties are imposed
against him.
2. The employee shall be reincountry to his job without being paid what
was suspended from his salary if he is convicted of any misdemeanor

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 that is not prejudicial to honor and trust and is sentenced to
imprisonment for a period not exceeding (3) three months or a financial
fine, or if he is sentenced to a fine or suspended imprisonment.

Article (121)
Remand
An employee who is remanded for a crime not arising from or because
of the occupation, unless it is related to a crime against honor, trust or
morals, shall be treated as an employee who has been absent from work,
provided that the period of absence is deducted from his leave balance.
If there is no enough balance , that period is considered leave without pay

Article (122)
Detention Pursuant to a Court Ruling
Every employee who is detained pursuant to a court ruling in a civil lawsuit
shall be suspended from his work and deprived of his gross salary for
the duration of his detention. The Chairman of the Federal Entity may
terminate his services if the period of detention sentenced exceeds (3)
three months.

Article (123)
Suspended Employees
If a decision of dismissal is issued against a suspended employee, his
service shall be deemed terminated from the date of suspension and no
salaries shall be paid to him for the period of suspension.

Article (124)
Violations of the Seconded Employee
A seconded employee shall be disciplined by the Entity he is seconded to,
in line with the disciplinary procedures and penalties effective therein. His
original entity must be notified of his offence and the disciplinary measures
and any administrative penalties imposed on him.

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 Article (125)
Objection to the Decision of the Grievance
Committee
The employee may object in writing to the decision of the Grievance
Committee issued in a non-penal written warning and attention, by
submitting an objection in accordance with the Human Resources
mechanisms and digital systems approved in the Federal Government,
to the Objections Committee formed in the Authority in accordance with
Article No. (128) of this Resolution, within a period not exceeding (5) five
working days from the date of notification of the decision, otherwise the
decision of the Grievance Committee shall be considered final.

Article (126)
Occupational Rights of the Objector
The right of the employee to object to the decision of the Grievance
Committee shall not be in prejudice to his other occupational rights that
he has under the legislations in force.

Article (127)
Objections
The employee›s objection must include the following information:
1. Employee›s name, employer, job and address.
2. A countryment of the procedures and decisions issued against him.
3. The decision issued by the Grievance Committee regarding what has
been attributed to him, the date of its issuance, and notifying him
thereof.
4. The subject of the objection and the reasons on which it is based,
accompanied by the documents he deems to be important to submit.

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 Article (128)
Objections Committee
A committee shall be formed in the Authority by a decision of its chairman.
It shall be called the Objection Committee, and it shall be concerned with
examining objections to the decisions issued by the Grievances Committee
regarding penalties imposed on the employees other than those of written
non-penal written warnings and attention or any procedures or decisions
issued against them. The committee shall have a rapporteur chosen by the
Chairman who is not one of its members and don’t have a counted vote.

Article (129)
Work Mechanism of the Objections Committee
The Objections Committee receives the appeal from an employee against
the decision of Grievance Committee, and shall handle the issue as follows:
1. Review the appeal submitted by the concerned employee as per the
decision of the Grievances Committee and all attached documents
within (3) weeks as of the date the appeal was filed. In case no
response is received from the employee’s entity within (10) working
days from addressing the entity, the Committee may decide to rely on
the documents submitted.
2. In fulfilling its responsibilities, the Committee shall:
A. Assign whoever deemed appropriate to conduct necessary
search or study related to the subject of the appeal under inquiry,
the assignee shall have access to all documents and records and
request any data deemed necessary to access.
B. Summon any employee within the entity of the appellant employee
whom the Committee deems appropriate to give testimony or
countryment on the subject of the objection submitted by the
employee.
C. Communicate with any of the Federal Government employees it
considers fit to clarify matters connected with the appeal.
D. Seek the opinion of any other competent Federal entity with regard
to the objection submitted, when necessary. Seeking opinion
when preparing the decision to be issued regarding the objection
submitted by the employee.

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 Article (130)
Procedures of the Objections Committee
1. The Objections Committee shall issue its decision on employees’
appeals by majority, and in case of a tie the Chairman shall have a
casting vote. The Committee may issue its decisions as follows:
A. Reject grievance in form.
B. Accept grievance in form and reject it in subject.
C. Accept grievance in form and reduce or cancel the penalty.
2. The Federal Authority is obligated to implement the decisions taken
by Objections Committee related to its employee within 10 working
days from the date of notice delivered to the Federal Entity.
3. The decisions issued by the Objections Committee shall be final.
4. The lawsuit filed by the employee before the court shall not be
accepted according to the provisions of the Human Resources Law,
this Resolution and the decisions issued for their implementation, if it
was not preceded by resorting to the Grievances Committee and the
Objections Committee during the periods, procedures and conditions
specified in this Resolution.

Article (131)
Notifying the Employee of the Decision of the
Objections Committee
The employee shall be notified of the Committee›s decision, along with a
countryment of its reasons, within (3) three working days from the date of
its issuance, and his employer shall be notified of that.

Article (132)
Attending the Meeting of the Objections
Committee
An employee who would resort to the Objections Committee in the
Federal Entities may submit a request to the employer to obtain leave or
permission from work to attend the various sessions of the Committee.

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 Institutional Culture

Article (133)
Code of Professional Conduct and Public Service
Ethics Document
1. All employees working for the Federal Entities shall read and
understand the code of ethics & professional conduct document in
civil service and the Information Security Regulations in the Federal
Entities, the regulation regulating the use of social media by the
Federal Government employees, and any manuals, rules or regulations
issued later in this regard, and successfully complete training on the
document as per the Human Resources procedures and in the Federal
Government and electronic systems thereof.
2. The Human Resources Department within the Federal Entity shall
provide appropriate methods to enable any employee who cannot
undertake the training, to understand the contents of the document
and sign a declaration of adherence to its provisions. The department
shall also acquaint the employees with the document.
3. Any employee who fails to read, understand and undertake training
on the said document shall be subject to the penalty of the Human
Resources Department.
4. The Human Resources Departments at the Federal Entities shall inform
and train new employees on the code of ethics & professional conduct
document in civil service and the Information Security Regulations in
the Federal Entities, the regulation regulating the use of social media
by the Federal Government employees, and any manuals issued later
in this regard

Article (134)
Customer Service
The Federal Entities must serve customers in the highest professional and
ethical manner and meet their needs through building strong and friendly
relations with them. Specifically, employees shall:
1. not involve themselves in any promotional activity related to customers
and remain impartial in their dealings with them;

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2. refuse any attempt by a customer offering inducements or other
personal benefits in exchange for favors or special treatment, and
report such attempts to the appropriate authorities in the Federal
Entity.
3. Respect others, their privacy and intellectual property and not cause
harm to them or their work.
4. Show moderation in actions and dealing with everyone in accordance
with the Customer Charter.

Article (135)
Gifts & Bribes
1. Employees are strictly forbidden to accept any gifts except for those of
a symbolic or promotional nature that bear the logo and name of the
presenting party. The Federal Entity must identify the organizational
unit that may exclusively accept gifts on its behalf, and distribute these
gifts within the Federal Entity according to established procedure.
2. Gifts may only be given and distributed in the name of the Federal
Entity concerned, and through the organizational unit it designates.
3. As per the provisions of the applicable legislation in the UAE,
employees are strictly forbidden to offer, give, request or accept any
bribe.
4. Under this Resolution, the bribe involves giving a payment or providing
a service or any giving of either commercial or moral value to a public
employee in order to corrupt the course of business to:
A. speed up a process that employees are required to perform as part
of their work
B. prevent employees from performing their assignments.
C. ask an employee to improperly persuade another employee to
complete a transaction or take actions in violation of applicable
regulations.
In any case, all suspected or reported cases of bribery shall be investigated.
If an official investigation confirms that an employee has paid, received or
asked for a bribe for another employee, he/she shall be referred to the
judicial authorities, without prejudice to the Federal Entity’s right to take
actions related to violations against the offending employee in accordance
with the procedures and controls stipulated in the Human Resources Law
and this Resolution.

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 Article (136)
Conflict of Interest
Employees must avoid, while carrying out their job duties, any conflict
of interest between their private activities and government interests
and operations. They shall not place themselves in any position where
allegations of conflict of interest could be made. Specifically, they should
not:
1. involve themselves in any official process or decision that would
directly or indirectly influence the success of a contractor, supplier, or
any other business venture owned by them or any of their relatives up
to 4th degree of family relationship;
2. participate in a decision that may result in the granting of benefits
to any of their relatives till the 4th degree of family and kinship
relationship;
3. involve themselves in any official process or decision that would
directly or indirectly influence the success of a contractor, supplier, or
any other business venture in which the employee has a partnership
and that might lead to acquiring direct or indirect percentage, share
or benefit;
4. misuse their position, or leak information gained in the course of
their work, to achieve specific goals or to obtain favors or privileged
treatment whatsoever.

Article (137)
Working with Third Parties
Employees are not allowed to be employed by others, on a paid or an
unpaid basis without the prior written consent of their Federal Entity. In all
cases Employees’ work with third parties must shall not negatively affect
their job duties and tasks, and shall not reflect negatively on the Federal
Entity.

Article (138)
Employment of Relatives
It is strictly prohibited to employ relatives up to the 2nd degree of family
relationship or any people who are related either by blood or marriage,

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or in the same organizational unit or direct supervisory line relationship.
In all cases, employees must not be involved in decisions on employment,
transfer or promotion related to any of these relatives.

Article (139)
Occupational Health and Safety Policy
The Authority shall issue a manual for the occupational health and safety
for the Federal Government employees.

Article (140)
Official Working Days and Hours
1. Official working days and hours at the Federal Entities throughout the
year are determined by a resolution issued by the Cabinet.
2. The Chairman of the Federal Entity may make necessary arrangements
for flexible working hours as needed and within the limits of the
approved normal working hours per week.
3. The official holidays of the Federal Government shall be determined
by a resolution issued by the Cabinet.

Article (141)
Shift System
1. The shift system means providing service (24) hours a day through
shift system among the employees within certain periods or hours to
provide the services or carry out the job tasks.
2. A Federal Entity may apply shift system on all or part of the positions
or organizational divisions within its structure, depending on its and
requirements and nature of work, provided that the total working
hours per week shall not exceed (48) hours.

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 Article (142)
Compliance with Official Working Hours
1. All employees, must observe the prescribed timing of working hours
and sign in and out of work electronically or by any other means
approved by the Entity, which indicates the actual working time within
the scheduled dates for the approved work pattern.
2. The Chairman of Federal Entity, or his deputy, may exempt certain
employees from signing in and out, as he deems fit, if the nature of
their work requires such exemption.
3. An employee, who fails to report to work and leave on time for any
reason beyond his control, shall inform his direct superior, according
to the mechanisms specified by the Entity.
4. Working hours shall be devoted to performing job duties and
responsibilities and in no circumstance an employee shall leave the
workplace during working hours without prior permission from his
direct superior, as per the Human Resources procedures in the Federal
Entity and electronic system thereof.
5. The employee who works remotely shall perform the tasks and
assignments required of him at the times and dates determined by
his employer and in accordance with the approved remote work
regulations in this regard.

Article (143)
Working Hours’ Violations
1. The direct superior shall bear the highest responsibility for reporting
on adherence of his subordinates to working hours and taking the
necessary action to impose penalty and inform Human Resources
Department. Pursuant to the regulations adopted in the Federal
Government, the Human Resources Department shall verify working
hours’ violations and ensure that the concerned direct superior is
abiding by the penalties set forth in Table (3) annexed hereto.
2. The Human Resources Department shall ensure that direct superiors
are assuming their role in following up their subordinates’ compliance
with the prescribed working hours’ schedule; and if any direct
supervisor fails to do so, he shall be subject to penalties in accordance
with the legislations in force.

93
3. The table of official working hours’ violations contained in Annex (3)
attached to this Resolution may be amended by a decision of the
Chairman of Authority, if the public interest so requires.
4. Penalties imposed upon employees shall be based on justifiable
reasons and the concerned employee must be informed within (3)
days as of issuance of such decision.
5. No employee may be penalized more than once for one and the same
violation.
6. In case an employee commits more than one violation in one week,
each violation shall be treated separately in terms of type and
repeated in terms of number of occurrences. The concerned direct
superior, in coordination with Human Resources Department, shall
impose the heaviest possible penalty for the most serious violation in
light of its parallel in the table of violations, regardless of the principle
of gradation of penalties.
7. If an employee repeats the same violation for the fourth time during
the year, the Human Resources Department in the Federal Entity shall
decide a higher penalty in accordance with the types of penalties
indicated in Article No. (107) of this Resolution.

Article (144)
Compensation for Work in Weekends
1. The direct superior may assign an employee to carry out work during
weekends if deemed necessary as of work requirements.
2. An employee who works on weekends shall be granted days equal to
the number of days he worked during weekend in compensation.
3. In all cases, an employee may not be paid in cash for work performed
during weekends.

Article (145)
Compensation for Work during Official Holidays
1. The direct superior may assign an employee to work during an official
holiday if deemed necessary as per work requirements.

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2. An employee who works on official holidays shall be granted days equal
to the number of days he works during weekends in compensation.

Article (146)
Overtime Compensation System
An employee shall receive compensation for overtime work performed
outside the official working hours as per the following conditions:
1. An employee is assigned to perform work outside the official working
hours.
2. Overtime work assignment is to be issued by the competent
department director or his representative, including the nature of
the work to be performed and the number of hours required for the
accomplishment of the assignment.
3. Payment of cash compensation for overtime work is limited to the
employees on Grade 4 and below.
4. The number of overtime hours shall be calculated only after the
employee performs the minimum official hours.
5. An employee may be granted leaves in in lieu of overtime, at a rate of
one day for each (8) hours of overtime work.
6. The compensation for overtime work must not exceed (30%) of an
employee’s base salary, or AED 2,000 in a month.
7. The expenditure on overtime shall not exceed the budget allocated
for the purpose in the Federal Entity.
8. The assigned overtime shall meet the actual requirements of work.

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 Termination of Service

Article (147)
Reasons for Termination of Service
The service of an employee shall end for any of the following reasons:
1. Not passing the probation period successfully.
2. Unsatisfactory occupational incompetence.
3. Medical unfitness.
4. Absence from work without acceptable reason for consecutive (10)
ten working days or (20) twenty interrupted working days per year.
5. Replacement, pursuant to the policy of Emiratisation.
6. Restructuring.
7. Dismissal by a Cabinet Resolution.
8. A Federal Decree to terminate service.
9. Termination of service by virtue of an administrative disciplinary
decision or as a result of a court ruling.
10. Conviction of a felony or misdemeanor violating honor, trust or morals.
11. Sentenced to imprisonment for a period exceeding (3) three months,
for any felony or misdemeanor.
12. Withdrawal or invalidity of nationality.
13. Non-renewal or termination of contract.
14. Resignation.
15. Attaining the retirement age.
16. Referral to retirement before reaching the legal age.
17. Death.

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 Article (148)
Service Terminating Authority
Termination of an employee’s service based on reasons set forth in
Article (147) of this Resolution shall be upon a decision by the Appointing
Authority, with the exception of the following cases:
1. The dismissal of an employee shall be upon resolution issued by the
Cabinet, on recommendation of the Chairman of the Federal Entity.
The employee is entitled to full pay of gross salary designated to his
grade during the notice period, which will not be considered part of
his service for the Federal Entity.
2. Termination of service due to death shall be made upon a decision by
the Chairman of the Federal Entity or his deputy.

Article (149)
Failure to Pass the Probation Period
1. During the probation period, the service of the employee may be
terminated if it is proved that he is incompetent or unfit to carry out
his job duties or because of his poor performance, by a decision of
the competent Appointing Authority, upon a recommendation from
the concerned direct superior, in accordance with the approved
mechanisms, provided being given a notice period of no less than five
(5) working days.
2. An employee whose service is terminated during the probation period
shall not be paid any financial allowance for the notice period.

Article (150)
Termination for Occupational Incompetence
1. The competent Appointing Authority may terminate the service of an
employee due to his occupational incompetence, based on annual
appraisal rating in accordance with standards and schedule set forth
in the Performance Management System for the such purposes.
2. In all cases, an employee shall be entitled his gross salary prescribed
for his grade in lieu of the notice period, without any of his other
entitlements being affected.

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 Article (151)
Medical Unfitness
1. A UAE national employee may be terminated for medical reasons in
accordance with the rules and regulations of the General Pensions
and Social Security Authority.
2. The competent Appointing Authority may terminate the service of a
non-national employee if he is proved to be unfit to perform his job
duties as per a certificate issued by the Medical Committee.
In all cases, the services of such medically unfit employee shall be terminated
immediately and he shall be paid an amount equivalent to his gross salary
prescribed for his grade in lieu of the notice period, provided that such
period shall not be considered part of his service with the Federal Entity.

Article (152)
Absence from Work
1. The service of the employee shall be terminated in the event of his
absence from work without prior permission or an acceptable excuse
for a period exceeding (10) consecutive working days or twenty (20)
intermittent working days throughout one year.
2. In accordance with the provisions of this Article, he termination of the
employee›s service shall take place from the date of the first day of
his absence from work, if the period of absence was continuous, and
from the day following the completing (20) twenty working days of
absence, if the period of his absence was intermittent.
3. An employee whose service is terminated due to his absence from
work shall not be paid any financial allowance for the notice period.

Article (153)
Replacement Pursuant to The Policy of Emiratisation
A decision by the competent Appointing Authority may terminate the
service of a non-national employee due to the Emiratisation of the
position he occupies, provided that the employee is given notice thereof,
with the payment of the gross salary for the notice period prescribed in his
employment contract, provided that this period is not counted as part of
his service period for the Federal Entity.

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 Article (154)
Restructuring
The employee›s service may be terminated based on the financial and
administrative implication arising from the restructuring of organizational
units or positions, provided that the employee is given a notice thereof,
with the payment of the gross salary for the notice period prescribed in his
employment contract and that this period is not counted within the period
of his service for the Federal Entity.

Article (155)
Dismissal by a Cabinet Resolution
The service of an employee may be terminated by virtue of a dismissal
resolution issued by the Cabinet based on a recommendation from
the Chairman of the concerned Federal Entity, for any reason, with the
payment of the gross salary for the notice period prescribed to his grade,
provided that this period is not counted within the period of his service
period fir the Federal Entity.

Article (156)
Issuance of a Federal Decree
The service of an employee shall be terminated based on a federal decree
with the payment of the gross salary for prescribed for grade in lieu of
the notice period, provided that this period is not counted as part of his
service period for the Federal Entity.

Article (157)
Termination of Service by Virtue of an
Administrative Disciplinary Decision or as a
Result of a Court Ruling
1. The service of an employee may be terminated by a decision of the
competent Appointing Authority based on a court ruling to dismiss
him, or for disciplinary reasons based on a recommendation from the
Human Resources Department in the Federal Entity.

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2. The Human Resources Department in the Federal Entity shall
determine, in its recommendation, according to each case, the notice
period and the entitlements that may be disbursed to the employee
or deducted from him in accordance with the provisions of the Human
Resources Law and this Resolution.
3. The service of an employee whose service is terminated by a court
ruling is considered terminated as of the date of issuance of the final
ruling.
4. An employee whose service is terminated according to a judicial ruling
or an administrative violation shall not be entitled to any financial
allowance for the notice period.

Article (158)
Conviction for a Felony or Misdemeanor
1. The services of an employee shall be terminated if he is convicted of any
felony or misdemeanor violating honor, trust or morals. The employee
shall also terminate his service in the event he is convicted of any
other penal felony or misdemeanor and is sentenced to any penalty
restricting his freedom for a period exceeding (3) three months, as of
the date of issuance of the final ruling.
2. An employee whose service is terminated shall not be paid any
financial allowance for the notice period.

Article (159)
Imprisonment Sentence for a Period Exceeding
(3) Three Months
1. The employer may terminate the service of an employee who is
imprisoned pursuant to a court ruling in a civil lawsuit, if the period of
detention exceeds (3) three months.
2. The date of the final ruling decision shall be adopted as the date of
the employee›s termination of service if the employer decides to
terminate the service of the employee against whom the ruling is
issued.
3. An employee whose service is terminated according to the provisions of
this Article shall not be paid any financial allowance for the notice period.

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 Article (160)
Withdrawal or Invalidity of the Employee’s
Nationality
1. The service of an employee whose nationality is revoked or withdrawn
shall be terminated as of the date of issuance of the decree.
2. An employee whose service is terminated on the ground on this
reason shall not be paid any financial allowance for the notice period.

Article (161)
Non-renewal or Termination of the Contract.
The competent Appointing Authority shall have the right not to renew
or terminate the employee›s contract at any time, provided that the
employee is given notice thereof and in accordance with the conditions
stipulated in the contract and this Resolution.

Article (162)
Resignation
1. The employee may resign from his/her job at any time, by giving notice
to the Federal Entity in writing, according to the provision stipulated
in the employee’s contract.
2. The Federal Entity shall decide on the resignation and inform the
employee within month as of submission date; otherwise it shall be
treated as being approved.

Article (163)
Retirement
1. Employees who reach the age of retirement shall be terminated from
service unless an extension has been approved by the Chairman of the
Federal Entity or deputy, in accordance with the applicable legislations
in this regard.
2. The Federal Entity shall notify the employee when it does not wish to
extend his service if he reaches retirement, no less than (6) months

101
 before reaching the retirement age, that he will not be extended, and
that his service will be terminated in accordance with the legislation
in force, so that he can make personal arrangement affairs after
retirement.

Article (164)
Referral to Retirement Before Reaching Legal Age
Based on a policy issued by the Cabinet based on the proposal of the
Ministry of Finance in coordination with the Authority, and in accordance
with the Pensions and Social Security Law, the service of a national
employee may be terminated and referred to retirement before reaching
the legal age for retirement, whether at his desire or the desire of the
employer in accordance with the conditions determined by the same
policy.

Article (165)
Death
1. The service of the employee shall be terminated upon his death.
2. Where an employee dies naturally or as a result of an accident outside
the place of work, but not by suicide, the employee’s Federal Entity
will immediately pay in one installment the gross salaries of three
months, in addition to the total salary of the month in which death has
occurred, and any entitlements stipulated in the Law to the person
nominated in writing by the employee before his/her death.
3. In case there is no nominee, the amounts mentioned in the above
Article shall be paid to the deceased employee’s dependents,
provided that these amounts shall be distributed equally among the
male and female dependents.
4. The payments mentioned in this Article shall by no means be
considered as a part of end of service entitlements or deducted from
these entitlements. Also, these payments shall by no means used to
offset or settle other amounts due on the deceased employee for the
Federal Entity.
5. In the event that a non-national employee dies during his service
with the Federal Entity, and his family wishes to bury him in his origin
country, the Federal Authority shall bear the costs of transporting his
body to the nearest international airport in his country in addition to
one ticket for one person accompanying the body.

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 Article (166)
Notice period
1. An employee shall continue his work until the expiration of the
notice period. However, the Federal Entity may, at the request of the
employee, reduce the notice period after accepting the resignation
and immediately terminate his services, provided that he agrees to
pay the amounts entitled to the entity in lieu of the notice period, or
deducting the same from his entitlements, and further provided that
such period of notice shall not be part of his service for the Federal
Entity.
2. The Federal Entity may also, at its discretion, terminate the service of a
resigned employee during the notice period, and grant him his gross
salary for the notice period. This period shall not be considered as part
of the employee›s service for the Federal Entity.
3. The Federal Entity may exempt a resigned employee whose request
for reducing the notice period is accepted, from paying in lieu of the
notice period to the Federal Entity.

Article (167)
Resignation Exit Interviews
The Human Resources Department in the Federal Entity shall conduct an
exit personal interview with any employee who resigns or opts for non-
renewal of his contract, for the purpose of gathering data necessary
for improvement of work systems and practices. The Human Resources
Department in the Federal Entity must maintain the confidentiality of such
data and information resulting from the interview.

Article (168)
End-of-Service Gratuity
1. End-of-service entitlements for the UAE national employees shall be
calculated at the end of service as per the Federal Law No. (7) of 1999
Concerning the Issuance of the Law of Pensions and Social Insurance
and amendments there.
2. Non-national full-time employees shall be entitled upon end of service
to the following end-of-Service gratuity, according to the base salary:

103
 A. The base salary for (21) days per year for the first five years of
service.
B. The base salary for (30) days per year of the years of service
exceeding that period.
3. The end-of-service gratuity for an employee who works in other
types of work shall be calculated on a pro-rata basis according to the
mechanism set forth in Clause (2) of this Article.
4. An employee shall not be entitled to an end-of-service gratuity if his
service period in the Federal Entity is less than one consecutive year.
5. For the purposes of calculating the end-of-service gratuity, the notice
period and the total number of days of leave due that the employee
has not exhausted in accordance with the provisions of the Human
Resources Law and this Resolution shall be calculated as part of the
period of service and the part of the month shall be considered a full
month.
6. Subject to the Federal Law Concerning the Issuance of the Law of
Pensions and Social Insurance, the end-of-service gratuity shall be
paid to an employee who acquires the UAE citizenship on the basis of
his last base salary upon acquiring the UAE citizenship.
7. The Federal Entity shall have the right to deduct any amounts from the
employee›s end-of-service gratuity, to pay the debts and obligations
owed by the Federal Entity to the Federal Entity, in accordance with
the provisions of the legislation in force.
8. The Cabinet shall adopt other patterns and mechanisms for the
payment of end-of-service gratuity and the rules for its disbursement.

Article (169)
Mechanism of Applying the End-of-Service Gratuity
The end-of-service gratuity is payable as follows:
1. The non-national employees who continued to be on duty prior to the
implementation of this Resolution: Their end-of-service gratuity shall
be calculated in accordance with the previous regulations in force in
the Federal Authority prior to the issuance of this Resolution.
2. After the implementation of this Resolution, the end-of-service
gratuity benefits shall be calculated for all non-national (current and
new) employees in accordance with Article (168) of this Resolution.

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 Article (170)
Interpretation of Regulations and Related Matters
The Authority has the competence to interpret the Human Resources
systems and regulations.

Article (171)
Signing Contracts
Upon appointment or termination of their contact, the Federal Entities
shall direct all employees to sign Employment Contract Form contained
in Annex (1) attached hereto, specifying each type of work, and as per the
Human Resources procedures in the Federal Government and electronic
and digital systems thereof.

Article (172)
Concluding Rules
1. The resolutions of the Cabinet issued prior to the issuance of the
Federal Decree-Law No. (49) of 2022 Regarding the Human Resources
in the Federal Government regarding excluding some Federal Entities
from applying the Human Resources Law in the Federal Government or
some of its provisions are valid unless the Cabinet decides otherwise.
2. Grades, salaries, and allowances scales approved by the Federal
Entities prior to enforcing the provisions of Federal Decree-Law
No. (49) of 2022 Regarding the Human Resources in the Federal
Government and shall remain in force and shall not be subject to any
amendment except by a resolution of the Cabinet.
3. The Cabinet may change the terms, percentages or values mentioned
in this resolution according to the variables and needs of work, and
what is required by the public interest.
4. Housing allowance, allowances related to health insurance, travel
tickets and children›s education allowance shall be granted in
accordance with the regulations adopted in this regard in the Federal
Government, provided that any allowance that the employer decides
to grant to the employee is stipulated in the annual benefits clause
contained in the employment contract.
5. The Authority, in coordination with the Ministry of Finance and the
concerned Federal Entities, shall supervise the implementation of the
procedures for accommodating current employees on the categories

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 corresponding to their gross salaries in accordance with the conditions
and controls set forth in this Resolution.

Article (173)
Cancellations
1. The decisions below shall be canceled. Any other decisions or
provisions inconsistent with the provisions of this Resolution shall also
be repealed:
1. Cabinet Resolution No. (1) of 2018 Regarding the Executive
Regulations of the Federal Decree-Law No. (11) of 2008 Regarding
the Human Resources in the Federal government and the
amendments thereto.
2. Cabinet Resolution No. (21) of 1999 Regarding the Financial
Allocations for the Retired Military Personnel Who Are Appointed
in the Federal Government.
3. Cabinet Resolution No. (17) of 2011 on Determining the Threshold
for the Financial and In-Kind Benefits for Private Contracts and the
amendments thereto.
4. Cabinet Resolution No. (91/ and/221) of 2015 regarding approving
Forms for the National and Non-National Experts and Consultants.
2. The previous resolutions, rules and regulations shall continue to be
applicable to the extent that they do not conflict with the provisions
of the Human Resources Law and this Resolution, until the issuance of
the regulations, rules and resolutions that replace them.

Article (174)
Publication of the Decree-Law and its Enforcement
This Decree-Law shall be published in the Official Gazette and shall be
enforced as of the 1st of July 2023.

Mohammed bin Rashid Al Maktoum

Prime Minister of the United Arab Emirates

Date: Shawwal 15, 1444 AH

Corresponding to: May 5, 2023 AD

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107
 Annex (1)
The Unified Contract Form
for the Federal Government Employees
Clause (1)
Basic Data
This contract is made on ........ Corresponding to: / .... / .... between:
Federal Entity / Authority .......... Represented by: ...........
in his/her capacity as: ……………… Hereinafter referred to as “The First
Party” And Employee: ...............................................
UAE-National: ...............................................
Non-National: ...............................................
Nationality: ...................................................
Passport No.: ...............................................
ID No.: ...............................................
Marital status: ...............................................
Military retiree: ...............................................
Civilian retiree: ...............................................
Address: ...............................................
Emirate: ...............................................
Area: ...............................................
Tel: ...............................................
Mobile: ...............................................
P.O. Box: ...............................................
Hereinafter referred to as “The Second Party”.
According to the appointment decision taken by the competent authority
of the First Party, No (...) of 20.... dated .../ .../ ...., and whereas the Second
Party has successfully passed all procedures required for his appointment
according to the legislations in force, and, the two Parties agreed on the
following:

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 Clause (2)
Preamble
The above preamble and any documents or attachments provided by
the Second Party that are required as a condition for appointment are
considered an integral part of this contract, as this contract is considered
null in the event that it’s not proven to be authentic. After signing this
contract, it shall be considered the final approved document agreed upon
with the employee, and shall replace any previous agreement.

Clause (3)
Appointment, Salary and Position
The First Party agreed to appoint the Second Party to work for him in the
.... Sector, .... Department, according to the provisions of this contract,
and, as per the following details:

Type of work:
Types of benefits (None, Experts &
Consultants, Special)
Position:
Grade:
Base salary:
Special allowance or any other
allowance for the employee in
accordance with the regulations
adopted in the Government
(please indicate, if any):
Gross salary (including base salary
and all bonuses and allowances):
Other annual benefits as per
the regulations adopted by the
Federal Government (if any):

The employer may transfer the employee to any other position, whether
within the Entity or to another Government Entity, based on the work
exigency and its requirements.

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 Clause (4)
Validity of the Contract
Subject to the Clause (5) below, this contract shall be valid for a period of
(...) (The Entity shall determine the term of the contract based on the nature
of the Entity›s business by no more than (3) three years, starting from the
date of ...... / ......./ 20.... to .... / ......./ 20...., and it shall be renewed in
accordance with the legislations in force after obtaining the approval of
both Parties.

Clause (5)
Probation Period
1. The Second Party shall be subjected to a (6) month probation period
that can be extended to similar (6) months.
2. The First Party may terminate the service of the Second Party during
the probation period after serving a five-day notice if it was proved
that the Second Party was unfit for the job. The Second Party shall
have the right to resign during the probation period after serving a
five-day notice.

Clause (6)
Leaves
The Second Party shall be given a full-paid annual leave for (... working
days), provided that this leave shall not be due until the Second Party
passes the probation period.
Note: (The leave of the employee of the educational staff shall be in
accordance with the academic calendar determined by the competent
authorities.
The Second Party shall grant other vacations in accordance with the
conditions and controls stipulated in the Federal Decree-Law No. (49)
of 2022 Regarding the Human Resources in the Federal Government, its
executive regulations and the decisions issued in implementation thereof.

Clause (7)
Notice period
The notice period prescribed for the Second Party shall be for a period of
(.... day) in accordance with the provisions of the Executive Regulations of

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the Federal Decree-Law No. (49) of 2022 Regarding the Human Resources
in the Federal Government.
Note: (The Entity shall determine the notice period based on the job grade
and the nature of the entity›s work by no more than (3) three months).

Clause (8)
Promotions and Bonuses
The promotions of the second party are subject to the provisions stipulated
in the Federal Decree-Law No. (49) of 2022 Regarding the Human
Resources in the Federal Government, its executive regulations and the
decisions issued in implementation thereof.

Clause (9)
Working Hours
Working hours, official holidays, and compensation for overtime shall be in
accordance with the provisions stipulated in the Federal Decree-Law No.
(49) of 2022 Regarding the Human Resources in the Federal Government,
its executive regulations and the decisions issued in implementation
thereof.

Clause (10)
Reasons for Termination of Service
The reasons for termination of service stipulated in the Federal Decree-
Law No. (49) of 2022 Regarding the Human Resources in the Federal
Government, its executive regulations and the decisions issued in
implementation thereof.

Clause (11)
Obligations of the Second Party
1. The second party shall abide by the provisions of the Federal Decree-
Law No. (49) of 2022 Regarding the Human Resources in the Federal
Government, its executive regulations and the decisions issued in
implementation thereof, the Code of Professional Conduct and
Public Service Ethics Document dedicated for the employees of the
Federal Government, the Information Security System, the regulation
regulating the use of social media and any manuals, rules or regulations

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 issued later in this regard.
2. The Second Party is obliged to carry out all the duties, tasks and
responsibilities related to the job, and to perform his duties in an
accurate and honest manner, in accordance with the job description,
in addition to any other tasks assigned to him by his superiors in
relation to his work.
3. The second party shall refrain from the prohibitions contained in any of
the legislation in force in the UAE.
4. The Second Party shall keep the secrets that he learns by virtue of his
job, whether during the period of his service or afterwards.
5. The Second party acknowledges that he accepts to perform the
tasks and responsibilities of the job entrusted to it in accordance with
the terms of this contract, the Federal Decree-Law No. (49) of 2022
Regarding the Human Resources in the Federal Government, its
executive regulations, the decisions issued in implementation thereof,
and any relevant legislations.

Clause (12)
Documents and Documentation
Upon termination of his service for any reason, the Second Party shall
hand over to the First Party the property, equipment, documents,
correspondence, reports, drawings, plans, files, and the like, owned by
the First Party, and the Second Party undertakes not to keep or use any
assets or copies thereof, and to deliver them to the First Party, whether
paper, electronic or in any other form.

Clause (13)
Amendment to the Contract
The First Party shall have the right, during the validity of this contract or
upon the expiry of its term, to change any of the provisions contained in
this contract, whether by amendment, cancellation or deletion as required
by the work exigency in the Federal Government.

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 Clause (14)
Termination of the Contract
The First Party has the right, as required by its work exigency, to terminate
this contract during its validity or terminate it before the expiry of its
term based on the legislation and regulations adopted in the Federal
Government, and without giving reasons.

Clause (15)
Deduction of Financial Entitlements
The First Party shall have the right to deduct any amounts from the dues
of the Second Party in accordance with the provisions of the legislation
in force to pay the debts and obligations owed to the First Party by the
Second Party.

Clause (16)
Emergencies
In emergencies and in accordance with the controls determined by the
Cabinet, the First Party may grant the Second Party an exceptional unpaid
leave for the period determined by the Chairman of the Federal Entity.

Clause (17)
Competent Jurisdiction
All disputes arising from the implementation of this contract shall be the
exclusive jurisdiction of the Federal courts of United Arab Emirates.

Clause (18)
End of Service Gratuity
1. The provisions of the Pensions and Social Security Law, as amended,
shall apply to the (UAE National) Second Party for the duration of this
contract.
2. The (non-national) Second Party shall be entitled to end-of-service
gratuity in accordance with the provisions set forth in the Executive
Regulations of the Federal Decree-Law No. (49) of 2022 Regarding
the Human Resources in the Federal Government,

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3. A non-national employee appointed according to the benefits of
experts and consultants shall not be entitled to end-of-service gratuity
for years of service for the Federal Entity.

Clause (19)
COUNTERPARTS
This contract has been written in two originals, in Arabic for each Party. In
case of any discrepancy, the Arabic version shall prevail.

The First Party The Second Party

...................... ..........................

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 Annex (2)
Table (A)

Delegation allocations in official and training missions

Member of a
The Delegate Head of delegation delegation and/or a
Position and grade Center single delegate
of the delegate Hospitality Hospitality
Entitlement
None Full None Full
Allowance
Undersecretary for heading a 1,050 525 - -
of the Ministry, delegation
Director General Travel
and their 3,000 1,500 3,000 1,500
allowance
equivalent
Total 4,050 2,025 3,000 1,500
Assistant Travel
Undersecretary 3,000 1,500 3,000 1,500
allowance
and the equivalent
Employees from
the special to the Travel
second grades, 2,500 1,250 2,500 1,250
allowance
and their
equivalents
Employees of the
third grade and Travel 2,000 1,000 2,000 1,000
below or their allowance
equivalent.

Table (B)

Travel Tickets for a Delegate on an Official Mission,

Training Course Program or Outside the UAE
Grade Travel Class
Undersecretary of the Ministry, Director General and their First Class
equivalent.
Assistant Undersecretary and the equivalent, and employees Business Class
of special grades.
First-grade employees and below or their equivalent. Economy Class

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 Annex (3)
On the violations during the official working hours

Gradation of the penalty during the year

Type of violation
First time Second time Third time

I- Violations related to scheduled working hours without an acceptable excuse

Delay from work

not exceeding two
hours, and what Deduction of a
exceeds this period A attention draw A written warning day from gross
letter
shall be treated salary
as an absent
employee.

Deduction
Absence from Deduction of a Deduction of two days of three days
Work without Legal day from salary + from gross salary + days from gross
Permission for
Three Days or Less days of absence of absence salary + days of
absence

Deduction of
Deduction of
More than three Deduction of four days five days from
days and less than three days from from the total salary + gross salary
salary + days of
ten days days of absence + days of
absence absence

II- Violations related to electronic signature

in accordance with the mechanisms adopted by the Federal Government

Failure to sign in
the actual time of
attendance and Deduction of a Deduction of
Deduction of two days three
departure without day from gross days from
from gross salary
salary gross salary
an acceptable
excuse

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 Gradation of the penalty during the year
Type of violation
First time Second time Third time

Manipulation of the Deduction of five Referral to the Human Resources

method of proof
of attendance and days salary
from gross Department to determine a severe
penalty
departure

III- Violations related to leaving the workplace

without permission or an acceptable excuse

Leaving the
workplace without Deduction of a
permission or A attention draw A written warning day from gross
excuse acceptable letter salary
to the direct
supervisor

IV: Violations related to the actual regular working hours

Being present
without acceptable Deduction of a
justification A attention draw A written warning day from gross
in a place not letter salary
designated as a
workplace

Deduction of two Referral to the Human Resources

Sleep at work days from gross Department to determine a severe
salary penalty

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 Annex (4)
On the Technical Allowance

Category eligible for bonus Bonus Value

Incumbents of the specialized, professional,

or technical positions (who hold university (50%) of the base salary up
qualifications), which include engineering to a maximum of (5,000)
jobs in all their specialties, IT jobs, agricultural dirhams per month.
engineering jobs, and geology jobs.

Holders of specialized, professional, or technical

positions who hold a post-secondary diploma), (30%) of the base salary,
which includes auxiliary engineering jobs in after a maximum of AED
all their specialties, IT jobs, and agricultural (2,500) per month
extensionists.

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 Annex (5)
Schedule of benefits of experts and consultants

National Employee
Category of
Benefits of Experts The corresponding Base Maximum
Years of Gross
job grade in the
and Consultants salary Experience SalaryMonthly
general staff (AED)*
(20) years
A Special (A) 34,000 120,000
and above

25,500 to(15) years

B Special (B) 90,000
(19) years

17,300 to(10) years

C 1st 55,000
(14) years
The national employees appointed according to the benefits of experts and consultants only are
required to be the incumbents of the positions of (consultant / expert) or (assistant consultant
/ assistant expert) who occupy the first grade to the special grade (A) or its equivalent in the
approved grades and salary scales.
*All salary items prescribed for the job grade on which the expert or consultant is appointed shall
be included in the grades and salary scales approved by the Federal Authority or under any other
decisions within the gross month salary granted to him and not exceeding the maximum limit set
out above.

National Employee
Category of The
Benefits of corresponding Maximum Gross
Experts and Base Years of
job grade in Monthly Salary
Consultants salary Experience
the general (AED)*
staff
(20) years
A 120,000
and above
(15) years
B 90,000
1 7,475 to (19) years
(10) years
C 55,000
to (14) years
The non-national employees appointed according to the benefits of experts and consultants only
are required to be the incumbents of the positions of (consultant / expert) or (assistant consultant
/ assistant expert) who occupy the first grade or its equivalent in the approved grades and salary
scales.
*All salary items prescribed for the job grade on which the expert or consultant is appointed shall
be included in the grades and salary scales approved by the Federal Authority or under any other
decisions within the gross month salary granted to him and not exceeding the maximum limit set
out above.

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 Annex (6)
On the Schedule of Special Benefits

National Employee Non-national Employee

Category
of Benefits Maximum
of Experts Maximum Gross
Base Base Gross
and Consultants Monthly Salary
salary salary Monthly
(AED) Salary (AED)*

Special (A) 34,000 100,000 - -

Special (B) 25,500 76,000 - -

1 17,300 51,000 7,475 85,000

2nd 15,940 48,000 6,900 60,000

The employees appointed according to the special benefits only are required to
be the incumbents of the positions at the first grade to the special grade (A) or
its equivalent in the approved grades and salary scales.
*All salary items prescribed for the job grade of the special benefits to which the
employee appointed shall be included in the grades and salary scales approved
by the Federal Authority or under any other decisions within the gross month
salary granted to him and not exceeding the maximum limit set out above.

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