For the purpose of this law provisions, industrial accident shall mean any injury resulted from an accident during work or due to it, including occupational diseases. Any work fatigue/exhaustion related death shall be considered as an industrial accident if supported with:
1. Medical report issued by the medical committee indicated in the Federal Law No.
(7) of 1999 issuing the Pension and Social Securities Law for national employees
enrolled with the General Pension and Social Security Authority.
2. For non National employees, it should be supported by a medical report issued by
the medical committee stipulated in this law.
Accidents that occur to employees on their way to or from work shall be considered as
an industrial accident provided no other destination was intended in between.
The level of disability in an occupational disease-related disability must be estimated by the medical committee stipulated in this law for expatriate employees. While for
national employees, the level of disability will be estimated by the medical committee
stipulated in the Federal Law No. (7) of 1999 issuing the Pension and Social Security
Law. An illness shall be considered as an occupational disease if its symptoms appear while on the job or within one year of leaving it.
Maternity Leave
Article (126)
1. Permanent female employees are entitled to a paid maternity leave of 60 days
which may be combined with annual leave or unpaid leave up to a maximum of
100 days from the start date of the maternity leave.
2. Pregnant female employees may take maternity leave up to one month prior to
the expected date of delivery.
3. Upon her return to work and for the duration of 4 months, a nursing female
employee is authorized to leave the work for two hours daily to feed her infant.
4. Weekends and holidays occurring during maternity leave are part of this leave,
while weekends and holidays occurring at the beginning and/or end of the
maternity leave will not be considered as part of maternity leave.
5. Maternity leave may not be carried forward to the next year and employees shall
never be paid in cash in lieu of maternity leave.
6. Benefit accruals such as annual leave, air ticket, and end of service shall continue
during the approved maternity leave period.
Paternity Leave
Article (127)
Male employees who are have a newborn baby inside the country are to be granted a 3
working day paternity leave with full pay, to be taken during the first month of the
baby’s birth.
Compassionate/Idda Leave
Article (128)
1. Employees shall be entitled to a paid compassionate leave of 5 working days in
cases of death of a first-degree relative, and 3 working days in cases of death of a
second-degree relative.
2. Compassionate leave may be combined with the annual leave. If compassionate
leave occurs during the annual leave, then the days will be credited back to the
employee’s annual leave entitlement. However, compassionate leave shall not be
granted during any other type of leave.
Article (129)
1. Muslim female employees will be granted Iddah leave of 4 months and 10 days
in the event of her husband’s death.
2. Benefit accruals such as annual leave, air ticket, and end of service shall continue
during the approved Idda leave period.
Hajj (Pilgrimage) Leave
Article (130)
Muslim employees are entitled to a 15 working day paid Hajj leave to perform Hajj
once during the service with the government. Hajj leave may be combined with annual leave.
Exceptional Leave
Article (131)
The Director General, or whomever he authorizes, may grant a national employee a fully paid exceptional leave for reasons such as participation in national teams or
tournaments, sport activities, social or cultural programs or similar reasons not related
to the Department’s work, on the basis of a request by the relevent official authority
specifying the period during which the employee is required.
Article (132)
1. The Director General, or whomever he authorizes, may grant an employee up to 3
month paid exceptional leave to accompany a first to second degree relative for overseas treatment where the same treatment is not available in the country, and
as recommended by an official medical authority. The Director General, or whomever he authorizes, may extend this leave for another 3 months if necessary.
2. The Director General may in certain cases grant an employee a fully paid
exceptional leave to accompany a person other than those mentioned in the above
paragraph for overseas treatment where the same treatment is not available in the
country, and as recommended by an official medical authority. The Director
General may extend this leave for another 3 months if necessary.
3. The Director General, or whomever he authorizes, may grant an employee a non extendable fully paid exceptional leave up to 2 months to accompany spouse or a
first degree relative receiving medical treatment within the country.
Article (133)
1. Department may grant – upon approval by the Director General or whomever he
authorizes – the national employee unpaid exceptional leave to accompany a
spouse who has been sent abroad on a scholarship/study leave or official trip, or
has been delegated, seconded, transferred or attached to a regional or
international party. The period of this leave should not exceed the external
assignment period of the spouse.
2. The Department may fill the vacant position during this leave. Upon return to
country, the employee should be either re-instated in his/her original position or
in any other position equivalent in grade. This leave shall be calculated as part of
the employee’s period of service.
Study Leave
Article (134)
A national employee may be granted full time study leave to obtain a post-higher school qualification within or outside the country for the period of the approved education program.
Article (135)
The full-time study leave shall be approved by The Director General or whomever he
authorizes. The employee shall receive the total salary during this leave except for
mobile phone use allowance. The duration of study leave shall be for the same period
specified to obtain the accredited academic qualification in addition to a specified
period not exceeding one year to pass any required preliminary studies. The study leave may be extended if required.
Article (136)
The employee should fulfil the following conditions to be eligible for study leave:
1. be a UAE national
2. have been working with the Department for at least 3 years
3. have obtained at least a “Very Good” rating in the last performance appraisal.
4. The proposed qualification is in line with his/her job nature, career path, or the
nature of Department’s work.
5. He/she has not been previously granted a study leave unless the new degree is a
higher and continuation of the earlier one and where the earlier degree was
obtained at least two years previously.
The employee may be exempted from the second condition of this article if the
specialty he /she applies for is critical and exceptional according to the Department
requirements.
Article (137)
Any employee who secures a study grant from any party other than his/her Department may be eligible for a study leave subject to the same provisions and conditions stipulated in this law.
Article (138)
The study leave duration shall be considered as part of employee’s continuous service.
The employee shall not be entitled to any annual leave days during this leave period.
Article (139)
Employee’s study leave is discontinued based on a decision by the Director General or whomever he authorizes as recommended by the Department organizational unit
responsible for study leave, in any of the following instances:
1. Failure to start education, or absconding for more than 3 continuous months,
2. Failing for two consecutive years in the annual study system, or failure to pass
the minimum required hours per semester in 3 continuous semesters or 4 separate
ones in the semester based study system,
3. Changing the approved education program, institute, or country without prior
approval by the Department.
4. Receiving another scholarship from any other party nationally or internationally,
without prior approval by the Department.
5. Committing any act that tarnishes the reputation of the country, contradicts with
Islamic teachings, or breaks the laws applicable in country of study.
Article (140)
Where the study leave was terminated or expenses were suspended as per reasons
mentioned in the above article, the employee shall pay back all expenses – except the
salary – paid by the Department throughout the duration of the study leave.
Article (141)
1. Employees who are enrolled in a distant learning program within or outside the
country or enrolled in regular evening classes at an accredited institute in the
country, may be granted a fully paid leave in order to perform exams for the
period specified in the approved examination schedule. Also, employees may be
granted an extra leave up to 5 working days prior to the exam date when exams
are within the country, and up to 10 working days when the exams are held
outside the country.
2. Employees may be granted a short study leave for 2 hours daily to attend the
classes throughout any approved study program till it ends.
Article (142)
Any study leave (short or long, internal or external) may only be granted if the study
program is approved by the Department in advance.
Unpaid Leave
Article (143)
An employee may be granted unpaid leave up to 1 month per year provided that he/she has exhausted all his/her annual leave entitlements.
Leave General Rules
Article (144)
Employees who do not report back to work at the end of their leave or fail to inform the Department within 2 weeks after their due back date to resume duty, shall be referred to the Administrative Violations Committee which shall review the case and decide on the appropriate penalty that could reach up to the dismissal of the employee.
As for delay period less than 2 weeks, the HRD and direct supervisor shall decide on
the type of leave to cover the extra days and the appropriate actions to be taken against the employee.
Article (145)
Employees who are under probation period are not entitled to any paid leave except
compassionate and sick leave, and in that case the probationary period will be extended by the same number of days of the leave.
Article (146)
In case of termination or resignation for any reason during the probation period,
employees are not entitled to any balance of annual leave for their service in the
Department.
Article (147)
Officially announced mourning holidays occurring during any leave shall not be
credited back to the employee’s balance.
Article (148)
Upon return from any leave, employees must complete a Return from Leave Form, have it approved by their direct supervisor, and forward the Form to the HRD.
Annual Leave Air Tickets
Article (149)
1. Expatriate employees are entitled to annual leave air tickets on the date of work
joining anniversary and as follows:
• Grade 14 and above: Business Class for self, spouse and up to 3 children
under 18 years old.
• Grade 9 – 13 : Economy Class for self, spouse and up to 3 children under
18 years old
• Grade 8 and below: Economy Class for self only
2. Expatriate employees are to receive a cash sum in lieu of the cost of the entitled
air tickets to their original employment country of nationality – even if they
acquire another nationality during their service – and irrespective of whether they
travel or not.
Article (150)
National employees are to be paid air ticket entitlement in cash along with the monthly salary in the month of joining anniversary irrespective of whether they travel or not and according to the following table:
Grade
Eligible persons
Value per ticket in dirham
14 and above
Self, spouse and up to 3 children under 18 years
12,500 for those above 12
9,500 for children under12 years old
9 - 13
Self, spouse and up to 3 children under 18 years old
3,500 for those above 12 years
2,800 for children under12 years
8 and below
Self and spouse
3,500
Article (151)
1. The value of the air ticket entitlement may be paid to the employees up to 2
months in advance if they will proceed on annual leave.
2. The employee can encash air tickets after completing at least one year of service.
Article (152)
Where both husband and wife work for Government Departments and each is entitled
for air tickets, the air tickets amount shall be granted only to one of them as per the
higher entitlement.
Chapter X. Business and Training Travel
General Policy
Article (153)
1. Departments may delegate employees to travel overseas for business on its behalf
for certain assignments including – but not limited to – official assignment,
benchmarking study, best practice study, exhibitions or conferences, overseas
professional recruitment, purchasing, meeting with prospective clients and or
business partners in any of work fields.
2. Business trips must be authorized in advance by the Director General decision
outlining the nature, objective, destination and duration of the trip.
3. Employees delegated to participate in different types of training programs and
courses, they shall be treated in the same way as those on business trips in terms
of all aspects not provisioned in this chapter
Overseas Business Travel Air tickets
Article (154)
1. The Department shall be responsible for booking and issuing the tickets for
employees travelling in official business trips upon securing the appropriate
approvals and according to the following travel classes:
• Grade 14 and above Business Class
• Grade 13 and below Economy Class
2. The travel of an officially delegated employee shall be on the same class he/she is
entitled to, regardless the higher travel class of other accompanying employees
even if they are travelling in the same delegation.
Article (155)
1. Departments might provide air tickets for an employee’s eligible family members
to accompany him/her on a training trip exceeding six months. Also it shall
provide an air ticket to a family member to accompany a female national
employee going on overseas business trip or training of whatsoever duration.
2. Air tickets of family members or companions shall be of the same class of travel
of the employee.
Overseas Business Travel Allowance
Article (156)
Employees travelling on overseas official non-training business trips shall be entitled to the following daily travel allowance for a whole or part of day spent actually abroad:
Grade 14 and above: 600 AED
Grade 13 and below: 400 AED
This allowance is to cover all expenses incurred during the travel such as food,
telephone bills, local transportation, and any other personal expenses. Departments will provide the employee with a suitable accommodation.
Article (157)
Departments will bear the travel expenses of employees who proceed on a business trip within the country for a destination exceeding 100 km from place of work and as
follows:
• Provide suitable accommodation
• Provide a daily travel allowance in the amount of 300 AED for employees on
grade 14 and above and 200 AED for employees on grade 13 and below.
• Provide a transport allowance in the amount of 200 AED to be paid once if the
employee uses his/her own car.
Training Travel Allowance
Article (158)
Employees travelling on overseas training shall be entitled to a daily travel allowance
for the whole or part of day spent actually abroad and as follows;
Grade 14 and above: 500 AED
Grade 13 and below: 300 AED
This allowance is to cover all expenses incurred during the travel such as food,
telephone bills, local transportation, and any other personal expenses. Departments will provide the employee with a suitable accommodation.
Article (159)
Departments shall bear the travel expenses of employees who proceed on training
within the country for a destination exceeding 100 km from place of work and as
follows:
• Provide suitable accommodation
• Provide a daily travel allowance in the amount of 300 AED for employees on
grade 14 and above and 200 AED for employees on grade 13 and below.
• Provide a transport allowance of 200 AED to be paid once if the employee uses
his/her own car.
General Rules
Article (160)
Employees travelling on business or training trips may be paid upon their request an
advance not exceeding the total travel allowance.
Article (161)
Employees may combine the annual leave with business or training trips at the approval of their direct supervisor.
Article (162)
1. Employees travelling for business or training may travel one day earlier and
come back to work one day later for trips exceeding 7 hours flying time.
2. Departments, based on the available flight schedule and work roster, may allow
employees to travel one day earlier and come back to work one day later for trips
of less than 7 hours flying time.
3. The days mentioned in the above two paragraphs shall be included in calculating
the travel allowance and the employee shall receive for these days the per diem
allowances.
Article (163)
Employees shall not be compensated for any overtime worked during business or
training trips whether it is on weekdays or weekends.
Article (164)
Departments shall reimburse any expenses incurred due to invitations and entertainment
held by the head of delegation during business trips except for expenses related to
alcohol, casinos or the like.
Article (165)
Departments will not provide air tickets in cases where any other party has provided
them, and they will deduct from the travel allowance any sums paid to the employee on his/her trip by any other party, provided that this deduction does not exceed the daily travel allowance.
Article (166)
Departments are responsible for obtaining the required destination visas. However, they are not responsible if the visa is delayed or rejected by the concerned authorities.
Meanwhile, employees are responsible for ensuring that their passports and all other
official documents are in good order and valid at all times.
Chapter XI. Employment Relations
Transfer
Transfer within Dubai Government
Article (167)
Government employees may be transferred from one department to another within
Dubai Government or to any local government authority provided that they are
transferred to a vacant position of an equivalent or higher grade.
Article (168)
1. The transfer should be initiated in writing by the Director General of the
requesting department/body and approved by the Director General, or
whomever he authorizes, of the current department subject to the employee’s
written consent at all cases.
2. The transfer shall not affect employee’s seniority, and his/her service in this
case shall be considered continuous.
3. All employee’s dues and annual leave accruals shall be transferred to the
receiving department.
4. Transferred employees should obtain a final clearance letter from the
transferring department prior to joining the new department.
5. Copies of all transfer documents and decisions shall be kept in the employee’s
file at both departments.
Article (169)
Transfer may be initiated in writing by the employee subject to obtaining a No-
Objection letter from his/her department in advance.
Article (170)
The receiving department shall bear any costs associated with the transfer including
any variations in installments of the contribution to the Pension Scheme of General
Pension and Social Security Authority.
Transfer outside Dubai Government
Article (171)
Employees may be transferred to any Federal bodies/ministries, or any governmental
department/body at any emirate in the country subject to not decreasing the
employee’s total salary unless he/she agrees to this in writing.
Delegating (Assignment)
Article (172)
Employee may be assigned to handle the duties of another position which is vacant or
its incumbent is absent for a period not exceeding 6 months extendable for further 6
months, provided that this position is either in the same grade level or maximum two
grades higher. At the end of assignment period, the employee may be transferred to the new position, or the two positions might be re-evaluated.
Article (173)
Employees may not be assigned to perform duties of more than one position in
addition to those of his current position. The assigned position should be in band 4 and above.
Article (174)
1. When employees are assigned to a position without performing their current
duties, then this shall be considered as a development assignment and there shall
be no allowance/ compensation for this.
2. When employees are assigned to a position in addition to their current duties,
they will be entitled to an assignment allowance of 15% of the starting basic
salary of the assigned position grade. This will apply only to cases in which the
assignment duration is more than 2 months, and entitlement to this allowance
will be paid retroactive from the date of assuming the assignment duties.
Secondment
Article (175)
Upon a decision by the Director General, employees may be seconded to any Dubai
Government Departments, local/federal governmental departments or any other
Arab/regional/international government, entities or organizations for a period up to one year extendable, subject to the employee’s written consent to secondment or extension.
Article (176)
Seconded employees shall receive their total salary, annual leave and other
entitlements from the organization they are seconded to. Where employees are
seconded to regional or international organizations outside UAE, they shall receive the total salary from their current department in addition to any other payments/benefits received from the organization they are seconded to.
Article (177)
The duration of the secondment will be considered as part of the employee’s period of
service. Their performance will be assessed in coordination with the organization of
secondment but applying the Government Performance Management System.
Article (178)
Departments have the right to fill the position vacant due to secondment. Upon return
of the employee from secondment, Departments should either re-instate the employee
to his/her original position or appoint him/her in a new position that is either equal to
or higher than the old one.
Article (179)
The secondment may be terminated prior to the end date either by a decision by the
department or at the request of the employee.
Chapter XII. Health, Safety & Environment (HSE)
HSE Policy
Article (180)
1. Dubai Government seeks to maintain a healthy work environment, as well as
the safety and well being of its employees. All employees and contractors shall
take responsibility in achieving this aim.
2. Employees and contractors shall comply with the environmental policies,
guidelines and principles set by the relevant authorities in the country.
3. Departments and employees have a joint responsibility to create and maintain a
safe and healthy working environment as per government policy.
4. Employee who violates any of these policies or principles shall be subject to
disciplinary actions or legal prosecution if need be.
Department Responsibility
Article (181)
In order to achieve the objectives of the HSE policy, the Department shall adhere to:
• Setting health and safety norms and standards as well as the procedures and
practices governing them,
• Acquainting all employees, contractors and visitors with health and safety
procedures,
• Providing appropriate safety gear to employees as per their job requirements,
• Providing adequate training, information, instructions and supervision,
• Ensuring that all equipment, machinery, and tools are in good working
conditions,
• Ensuring that all hazardous substances are stored in accordance with safety
standards and norms,
• Promptly investigating any accidents or dangerous situations to rectify the
risk.
Employees Responsibility
Article (182)
For the purpose of this chapter, the employees shall adhere to:
• Performing duties in a way that would ensure their safety and the safety of
others,
• Complying with the health and safety policy set by the Department,
• Not misusing any safety equipment or gear provided by the Department
• Reporting to management any hazardous situation, equipment or material.
• Abstaining from undertaking any tasks that they are not qualified to perform.
Health Insurance
Article (183)
Departments will provide medical care for employees and their family members as per
the Health Insurance Policy adopted by The Executive Council.
Article (184)
Departments will not bear the expenses of the treatment of expatriate employees or
their family members at private or overseas hospitals except where:
1. The illness or injury is work-related and the treatment is not available at
government hospitals,
2. The illness occurred during an overseas official business or training.
Article (185)
1. National employees and their family members covered by the health insurance
will be entitled to overseas treatment only in serious or life-threatening
illnesses/situations and as per the recommendation of a specialized consultant
working in a UAE government hospital. The approval of the Director General
must be obtained prior to initiating the process.
2. National employees will be reimbursed for any expenses related to any medical
treatment they or a family member received while being overseas on business or
training, as per bills approved by the Department.
Article (186)
1. Expatriate employees or employee who are not enrolled in the Pension Scheme
with the General Pension and Social Security Authority will be covered by the
Department for indemnity/compensation for injuries and accidents occurring
during work as per a manual set by the Department to compensate its employees.
2. Departments must provide all employees covered by the Occupational Accidents
and Injury System with a copy of “the Manual of Workers & Disability
Compensation”.
Medical Procedures & Principles
Article (187)
Departments shall issue internal bylaws outlining the general procedures and principles governing industrial accidents in compliance with the government general policy in this regard.
Chapter XIII.
General Policy
Article (188)
1. Dubai government operates on the basis that the most effective disciplinary
measure is the one that comes from good leadership and fair supervision and not
only the one that has to be enforced.
2. The Government shall apply disciplinary actions that are fair, unified, impartial
and prompt in order to prevent unsatisfactory conducts in the work environment.
3. Employees who fail to comply with obligations stipulated in this law, or the Code
of Conduct, or the requirements of their position will be disciplined without
detriment to judicial or civil prosecution, if required.
4. Employees will not be exempted from the disciplinary penalty unless it was
established that they were implementing an order issued by their supervisor
inspite of notifying about the violation. In this case the supervisor issuing the
order will be held liable.
5. Employees must not be penalized more than once for a particular single offence.
6. Employees are not to be penalized unless and until a written investigation has
been conducted, and they must be given the chance to defend themselves.
Administrative Violations Committee
Article (189)
1. Each Department, upon a decision by the Director General, shall form a
disciplinary committee called “Administrative Violations Committee”
consisting of 3 to 5 members including representatives from the HRD and Legal
Affairs. This committee shall review the administrative violations committed by
the employees and discuss disciplinary penalties enforced on them.
2. Members of the Administrative Violations Committee must be employees of
band 4. In any case, the grade of the committee chairman should not be less than
that of the referred employees.
3. The committee meeting shall not be valid unless attended by all members.
Decisions shall be taken by consensus or majority.
4. The decision inflicting the penalty shall be justified. The employee shall be
notified of the decision within up to 7 working days as of its issuance date.
5. The Director General may amend the decisions of the Administrative Violations
Committee in certain cases based on a written justification.
Disciplinary Decision Procedures
Article (190)
1. The direct supervisor shall investigate any suspected misconduct by any
employee under his/her organizational unit. In case of a violation, it must be
reported to the HRD.
2. The HRD shall review the case according to the following:
• If it deems that the violation requires a disciplinary measure as per this law
or if circumstances indicate that the employee committed the violation, the
HRD shall refer the issue to the Administrative Violations Committee
along with notifying the employee formally of that.
• If it is deemed that the violation requires a drawing of attention, the head
of the concerned section shall communicate a letter of notice (written
drawing attention) to the employee and discuss with him/her the reasons
leading to this misconduct and ways for improving the conduct.
• If it is deemed that the misconduct requires a warning, the relevant
organizational unit director shall issue the warning without referral to the
Administrative Violations Committee.
3. The Administrative Violations Committee shall review the case within up to
seven days as of the referral date.
4. The Administrative Violations Committee shall issue its final decision on the
violation in question within up to two months of the referral date, unless the
employee was referred to the judicial authority. In this case the committee shall
issue its decision within one month as of the date of issuance of a final decision
by the court.
5. If the penalty is salary deductions or dismissal, then the decision shall be
communicated to the employee in writing with copies sent to the HRD, Finance
and Legal Affairs.
General Rules
Article (191)
1. The Director General or the Administrative Violations Committee of the
Department may provisionally suspend the employee from work for a period up
to 3 months if investigations require.
2. As a result of this suspension, half of the employee’s salary shall be withheld as
of the suspension date. If the investigation ends for the employee’s favour, or if it
is closed, or if the result requires a penalty of attention drawing or warning, then
the suspended salary shall be paid back. If a more severe penalty is imposed, then
the Administrative Violations Committee shall decide on the deducted salary.
Article (192)
If the Administrative Violations Committee believes that the offence is criminal, then it shall recommend to the Director General or whomever he authorizes to refer the
employee and copies of investigation meetings to the judicial authorities for criminal
hearings. In this case the disciplinary procedures should be put on hold until issuance of a decision on the penal liability.
Article (193)
If an employee is referred to the judicial authorities for a work-related crime, the
Director General or whomever he authorizes and the Administrative Violations
Committee may suspend the employee without salary until the issuance of a final
judicial decision on the crime in question. After the issuance of this decision, the
Department shall:
• Reinstate the employee and pay back the deducted salaries if the investigation is
closed or ends in the employee’s favour- acquittal from charges or decision
indicating unjustified criminal lawsuit.
• Reinstate the employee without paying back the deducted salaries if the
investigation ends with conviction with a misdemeanor not prejudicial to
honour and honesty and penalized with a financial fine or imprisonment for a
period not exceeding 3 months.
• Terminate his/her employment if convicted in a felony or misdemeanor
prejudicial to honour and honesty.
• Terminate his/her employment if convicted with a misdemeanor not prejudicial
to honour and honesty and penalized with sending a jail sentence of more than
three months.
Article (194)
1. Rules of the above Article shall not apply to an employee who is detained
provisionally for a non-work related or caused crime – except for crime
prejudicial to honour, honesty and morals – where the employee shall be
considered as not reporting to work and it will be deducted from his/her leave
balance. If leave balance is not adequate, the period shall be considered as unpaid
leave.
2. Employees should not be disciplined where they have committed any offence
outside the Department and has no relation to the department.
Article (195)
1. Employee who are penalized with a fine or jail with stay of execution due to
being convicted of
a misdemeanor not prejudicial to honor or honesty and was
suspended from work, he/she shall be reinstated to his work and shall not be paid
back the deducted salaries.
2. Employee sent to jail per a judicial judgment for a misdemeanor not prejudicial
to honor or honesty, he/she shall be suspended from work by virtue of law and
deprived from the total salary allover the prison period. If jail period exceeds 3
months, the Director General may terminate the employee’s services.
Article (196)
Resignation by an employee shall not prevent the continuation of the disciplinary
measures against him/her. If the employee has already been referred to the
Administrative Violations Committee or to relevant judicial authorities, neither
resignation shall be accepted nor shall he/she be terminated until the issuance of a final decision against the employee.
Article (197)
If a decision of dismissal from service has been issued against a suspended employee,
his/her service shall be considered terminated as from the date of suspension. No
payments shall be given for the suspension period.
Article (198)
Employees referred to judicial authorities or detained provisionally, their acquittal will not prevent them from being disciplined as per the rules of this law.
Disciplinary Penalties
Article (199)
1. The appropriate disciplinary penalties that may be imposed against employees –
except for poor timekeeping – shall be as follows:
• Written Attention Drawing,
• Written Warning,
• Deductions from basic salary but not exceeding 10 days per offence and
60 days per year,
• Deductions from salary to recover the cost of damage the employee
caused to the Department.
• Dismissal from service with retirement or end-of-service entitlements, or
deducting up to a quarter of these entitlements.
2. The order of penalties stipulated in this article is inconsiderable. The competent
authority shall have the power to impose the proper penalty in line with the
seriousness of violations committed.
3. The disciplinary procedures and penalties for violations of official duty hours
shall be in the following order:
A. Verbal Warning
B. Initial Written Warning
C. Second Written Warning
D. Referring the employee to the Administrative Violations Committee
Article (200)
1. The disciplinary incident will be deleted at the lapse of 2 years as of its occurrence, or at the death of the employee. This lapse period is broken off by any investigation procedure or referral of the employee to the Administrative Violations Committee or other judicial authority for any offence resulting from or pertaining to that violation directly or indirectly. In this case a new lapse period shall take place as of the date of last procedure taken on the violation.
2. If more than any one employee are referred for investigation for the same violation, the interruption of lapse period for any of them shall lead to interruption of the lapse period for all of them, even if no interrupting procedures were taken against them.
Article (201)
Employees seconded to external organizations will be disciplined by their receiving
departments in line with the disciplinary penalties effective therein. Their original
departments must be notified of the disciplinary violation and any penalty taken.
Article (202)
Disciplinary penalties shall be effaced/cancelled after the passage of the following
periods:
1. 3 months for the letter of notice – Written drawing of attention.
2. 6 months for a warning
3. One year for the deduction from the basic salary.
In all cases, the period shall be calculated from the date of imposing the penalty.
Cancelling the penalty shall render it null and void.
The above mentioned penalties shall not be effaced if the violating employee commits
another violation during the abovementioned durations.
Chapter XIV.Grievance & Complaints
General Policy
Article (203)
1. It is the Government’s aim to maintain effective and fair relationship between
Departments and their employees at all times to avoid grievances and disputes.
2. In case of disputes, Departments shall make prompt efforts to work out a
mutually satisfactory solution to the problem. All employees’ grievances, as far
as possible, should be settled through the Department’s own procedures.
3. Departments shall provide a clear and fair procedure for lodging grievances, and
employees shall be given every opportunity to present and defend their point of
view.
Grievance & Complaints Committee
Article (204)
1. Each Department shall form a committee called “Grievance & Complaints
Committee” consisting of 3 to 5 members, including representatives from the
HRD and Legal Affairs with a view to discussing grievances raised by its
employees. Decisions shall be taken by consensus or majority.
2. The Grievance & Complaints Committee members shall be employees of band 4.
In any case, the grade of this committee chairman shall not be less than the grade
of the grievant employee.
Article (205)
An employee may appeal against the decision issued by the Grievance & Complaints
Committee to a central specialized authority determined by the Government for this
purpose. The appeal shall be submitted within a period not exceeding 2 weeks of the
decision date, otherwise the decision of this committee shall be considered final.
Article (206)
1. Employees are entitled to appeal to the Grievance & Complaints Committee a
written grievance on annual performance appraisal reports, as well as on any
disciplinary penalties related to him.
2. An employee may forward to the HRD any work related complaints including –
but not limited to (work environment and tools, physical abuse, offensive
language, promotion of gossips and rumors, humiliation of the employees and
their ideas, verbal or written harassment, sexual harassment).
3. The HRD shall review the complaint and decide whether to refer it to the
Administrative Violations Committee or to Grievance & Complaints Committee.
Article (207)
Employees shall not be entitled to submit a complaint or objection in cases related to
working hours, position grade, salary or benefits.
Article (208)
Heads of organizational units shall be alert to all conditions likely to lead to
grievances, and shall not in any situation suppress or ignore complaints or concerns
which come to their attention. They shall make every effort to settle grievances of their employees whenever possible to avoid initiating a formal grievance procedure.
Chapter XV.Termination of Service
Reasons for Termination of Service
Article (209)
The service of an employee shall end for any of the following reasons:
1. A Decree issued by the Ruler
2. Retirement age
3. Resignation
4. Medical unfitness
5. Unsatisfactory job performance
6. Dismissal of service or retirement upon a disciplinary decision or dismissal as
per a judicial verdict.
7. Contract termination – non renewal or annulment
8. Death
Retirement
Article (210)
Employees who reach the age of retirement shall be terminated from service unless an
extension has been approved by the Director General or whomever he authorizes.
Resignation
Article (211)
1. The employee may resign from his/her job at any time. The resignation shall be
submitted in writing provided that it notifies the Department of the determined
notice period. The employee service shall only end upon the issuance of
resignation approval decision.
2. Departments shall decide on the resignation and inform the employee within two
weeks as of submission date; otherwise it shall be treated as being approved. The
employee shall stay on job until the end of notice period which is two months for
employees of band 4 and above and one month for employees of band 3 and
below or as stipulated in the special contracts of employment.
Article (212)
1. After approving the resignation, the Department may at the employee request
reduce the notice period and terminate the employment at any time, provided that
the employee agrees to deduct the salary balance of the remaining notice period
from his/her dues. In this case, the deducted period shall not be considered in the
employee service duration at the Department.
2. Departments also may end the services of a resigned employee at their discretion
any time during the notice period provided that they pay the employee the
salaries due for this period. In this case, this period shall be considered as part of
the employee’s service.
Termination for Medical Reasons
Article (213)
1. Departments may terminate the services of expatriate employees if proved by the
medical committee to be medically unfit for their position after giving two
months prior notice, or immediately subject to paying them the basic salary of
these two months.
2. National employees can only be terminated for medical reasons based on a report
by the Higher Pension Committee and subject to rules of Federal Law No. (7) of
1999 issuing Pension and Social Security Law.
Termination due to Unsatisfactory Job Performance
Article (214)
The Director General may terminate the service of an employee due to unsatisfactory
performance if he/she received poor performance ratings for 2 consecutive years and
did not appeal to the Grievance Committee or if his/her grievance was rejected,
provided that he/she shall be given a 2 month notice period and shall be paid all dues.
Termination for Disciplinary Reasons
Article (215)
1. Departments may terminate an employee at the decision of the Director General
upon a recommendation by the Administrative Violations Committee.
2. The Administrative Violations Committee must state in its recommendation
according to each case the notice period and the entitlements that the employee
would or would not receive in accordance with the terms of this law.
Contract Termination – non renewal or annulment
Article (216)
1. Departments may terminate or not renew the special contract at any time,
provided that the employee is given a written notice as per the terms of the
contract.
2. If neither the Department nor the employee give any notice of intention not to
renew the contract prior to its expiry date, the contract will be renewed
automatically for the same original duration and under the same conditions
therein.
Death
Article (217)
1. In cases where death is either natural or as a result of an accident outside the
place of work, but not by suicide, the employee’s Department will immediately
pay in one installment the total salary of the month in which death has occurred,
in addition to the total salary of the three following months to the person
nominated in writing by the employee before his/her death.
2. In case there is no nominee, the salaries mentioned in the above article shall be
paid for the deceased employee dependents without detriment to all other dues
stipulated in this law, provided that these amounts shall be distributed equally
among the male and female dependents.
3. The payments mentioned in this Article shall be considered as ex-gratia (grant)
and shall by no mean be considered as a part of end of service entitlements or
deducted from these entitlements. Also, these payments shall by no mean
sequestrated or settled with other amounts due on the deceased employee for the
Department.
Article (218)
If an expatriate employee dies while in service and if the family desires his/her burial at home country, the Department shall bear the cost of repatriation of the deceased body to the nearest international airport in home country in addition to an air ticket for a family member, relative, friend or colleague to accompany the deceased.
Exit Interviews
Article (219)
The HRD shall conduct an exit personal interview with any employee who has resigned or opted for non-renewal of contract with the Department. The purpose of this interview is to gather data on any possible weaknesses in the applied work systems and try to utilize these data for future improvements in policies, practices, systems or processes.
End of Service Benefits/Gratuity
Article (220)
1. With the exception of employees who are entitled to pension salaries as per the
Federal Law No. (7) of 1999 issuing the Pension and Social security Law, as well
as those who are entitled to pension salaries as per any other legislations; national
employees not holding Family Register at end of service shall be entitled to the
following benefits:
a. One and a half month basic salary per year for the first five years of service
b. Two months basic salary per year for the second five years of service
c. Three months basic salary per year for any year afterwards.
2. Expatriate Employees shall be entitled upon end of services to the following
benefits:
a. One month basic salary per year for the first five years of service
b. One and a half month basic salary per year for the second five years of
service
c. Two months basic salary per year for any year afterwards.
3. For the purpose of calculating end of service benefits; any part of the month shall
be considered as a full month, and the calculation shall be on the basis of the last
drawn Basic salary. Only the last continuous period of service shall be
considered.
4. End of service benefits of national employees who obtain the country passport
during their service in the Department will be calculated according to the same
way stipulated in paragraph (1) of this article for the whole period of service
including that where they did not have the passport. At the time these employees
are issued the National Family Register, the calculation shall be on the basis of
the last drawn salary on the date of obtaining the register.
5. For the purpose of this article; leave without pay, notice period and accumulated
leave shall be calculated as part of the service period.
6. To be eligible for end of service benefits, an employee should have completed at
least one year of continuous service with the Department.
General Rules
Article (221)
1. Upon termination of services for any reason, employees shall obtain a clearance
letter from their Department prior to receiving their entitlements.
2. Residence permits of expatriate employees and eligible family members shall be
cancelled upon termination if not transferred to another organization within the
country.
Chapter XVI.Government Human Resources
Director General Appointment
Article (222)
1. The Director General shall be appointed per a decree issued by the Ruler.
2. In addition to the authorities and jurisdictions entrusted to the Director General as
per this law, The Director General shall be subject to a special bylaw issued by
the Executive Council outlining his/her rights and responsibilities.
Article (223)
1. Executive Directors or CEO’s will be placed on a Grade called ‘CEO Grade’ and
this grade will be given to the CEO’s who manage an executive agency under
government institutions or authorities.
2. ‘CEO Grade’ will be divided into four categories with a total monthly pay as
follows:
Category
Total Monthly Salary AED
A
90,000
B
75,000
C
60,000
D
45,000
Law Review & Up-date
Article (224)
The Executive Council shall annually and as required review, re-evaluate, and suggest
amendments to any article and paragraph stipulated in this law and other regulations
and bylaws issued pursuant to this law.
Dubai Government Human Resources Committee
Article (225)
Upon a decision by the Executive Council Chairman, a committee so called “Dubai
Government Human Resources Committee” shall be established for 2 years and
consists of 8 qualified members who are specialized in human resources aspects. This
committee shall be responsible for:
1. Reviewing suggestion or complaints from Departments regarding human
resources issues.
2. Coordinating with all local, regional and international human resources
organizations regarding best practices, benchmarking, seminars, workshops,
consultancies and the like.
3. Conducting research and recommending human resources training courses for
government staff working in this field.
Article (226)
The Executive Council shall develop the internal charter under which the committee
mentioned in the above article shall operate, and it shall review all recommendations
made by this committee and decide on them.
Systems Issuance
Article (227)
The Executive Council shall issue any systems that would assist in developing the
human resources in Government Departments. Such systems shall specifically include:
1. Manpower Planning and Staffing System
2. Training & Development System
3. Performance Management System
4. Any other human resources management-related system or program.
Chapter XVII.Concluding Rules
Article (228)
The Grade and Salary Scale shall be annexed to this law and shall be considered as an
integral part of it.
Article (229)
1. The Executive Council shall approve the placement of employees on the grades
of scale annexed to this law.
2. With the introduction of the new grade and salary scale, all care should be taken
not to deprive employees of any of their acquired entitlements including
retaining the total salaries they receive even if these salaries surpass the higher
financial point set for their position grades.
Article (230)
This Law shall replace Dubai Emirate Personnel Bylaw for the year 1992 and its
amendments. Any provisions in any regulations, decisions, directives or orders shall be cancelled to the extent they contradict with the provisions of this law.
Article (231)
This Law shall be published in the official gazette, and shall be effective six months
from the date of publishing.
Mohammed Bin Rashid Al Maktoum
Ruler of Dubai
Grade & Salary Scale For Dubai Government Employees
Grade | Salary AED | |
| Minimum Salary | Maximum Salary | |
| 16 | 38,228 | 79,680 |
| 15 | 28,416 | 49,159 |
| 14 | 21,581 | 37,120 |
| 13 | 18,108 | 30,965 |
| 12 | 15,837 | 26,923 |
| 11 | 13,724 | 23,193 |
| 10 | 11,504 | 19,328 |
| 9 | 9,148 | 15,278 |
| 8 | 7,802 | 12,952 |
| 7 | 6,059 | 9,998 |
| 6 | 4,697 | 7,703 |
| 5 | 3,510 | 5,721 |
| 4 | 2,243 | 3,634 |
3 | 1,693 | 2,742 |
| 2 | 1,301 | 2,108 |
| 1 | 1,051 | 1,703 |
Mohammed Bin Rashid Al Maktoum
Ruler of Dubai
Disciplinary Actions
