Human Resources Management Law No. () 2006- 1

Human Resources Management Law No. () 2006- 1

Dubai Government
Human Resources Management Law No. () 2006
We, Mohammed Bin Rashid AL Maktoum, Ruler of Dubai,
After perusal of Dubai Emirate Personnel Bylaw for the year 1992 and its amendments, and Law No. (3) of 2003 establishing The Executive Council of the Emirate of Dubai, do hereby issue the following law:
Chapter I. Title, Terminology and Applicability
Title
Article (1)
This law shall be known as
“Dubai Government Human Resources Management Law No.( ) 2006”
Terminology
Article (2)
The following words and phrases shall have the meaning appearing opposite to each of them, unless the context implies otherwise.
Country United Arab Emirates
Emirate Dubai Emirate
Ruler H.H The Ruler of Dubai
Government Dubai Government
Executive Council (EC) The Executive Council of the Emirate of Dubai Department All governmental departments including pubic authorities and corporations Director General Director General of a Department, corporation or authority. It also includes the executive manager of any of them.
HRD the organizational unit dealing with the Human Resources in a Department Organizational Unit department, section or unit Employee Male or female person who occupies a budgeted job within the Department
National(s) Any person holding the UAE citizenship
Scale Grade & Salary Scale annexed to this law
Total salary Monthly salary stipulated in the scale attached to this law. It includes the basic salary and general allowance.
Basic salary 50 % of total salary
Year Calendar year Administrative violations Committee A committee formed in each Department to consider its staff disciplinary actions
Grievance and Complaints Committee. A committee formed in each Department to consider grievance and complaints raised by employees
Medical Committee A medical committee formed through a decision issued by the Director General of the Department of Health & Medical Services in Dubai.
Applicability
Article (3)
This Law shall apply to all civilian employees of Dubai government, whether nationals or expatriates. Departments by Ruler’s Decree, and The Executive Council is authorized to add other departments.
Article (4)
1. HRD at each Department is responsible for the implementation and application of
the human resources policies and rules stipulated in this Law.
2. Organizational units in all Government Departments should consult the HRD
regarding human resources related issues.
3. HRD is to perform all the tasks assigned to it in this law assisted by Dubai
Government Human Resources Committee mentioned in Article (225) of this
Law.
Article (5)
Organizational units in each Department are responsible to comprehend the human
resources policies, and apply them fairly and consistently among employees in order
to create a performance-driven and progressive culture. They should refer to the
HRD for interpretation of the law provisions.

Chapter II. Code of Conduct
Workplace Relations
Article (6)
Departments must promote a healthy and safe working environment where both
organizational and individual objectives can be achieved. Departments should strive to create a working environment that:
1. values individual differences and cultural diversity of employees.
2. provides equal development opportunities based on performance-related
feedback
3. seeks staff input in providing suggestions for the development of objectives and
improvement of services.
4. is fair, equitable and safe.
5. is free from harassment and discrimination.
6. is supportive and motivates staff to present and adopt creative ideas.
Personal Responsibility
Article (7)
Employees must comply with the standards of ethical conduct as stipulated and required in their jobs. Specifically, employees shall:
1. observe all rules, regulations, decisions and instructions related to the performance of their official duties.
2. behave in a manner that maintains and enhances the reputation and
professional standing of Dubai Government in general, and their Department
in particular.
3. perform their duties with care, diligence, professionalism, and integrity.
4. strive for the highest ethical standards, not just the minimum required to meet
legal or procedural requirements.
5. treat colleagues with courtesy and be sensitive to their rights and duties.
6. deliver outstanding quality services to customers (internal and external alike),
and adopt a friendly and helpful attitude in dealing with the public.
7. avoid waste, or the extravagant use of public resources.
8. not take, or seek to take improper advantage of any official information
acquired in the course of official duties.
Compliance with the Law
Article (8)
1. Employees must fully comply with the laws effective in the country.
2. Any employee who commits an offence shall be subject to disciplinary actions, in
addition to any penalties or procedures applied by other laws.
3. Employees shall not use their positions or relationships established in the course
of their duty to inappropriately influence or interfere with action being
contemplated by the internal or external investigation authorities.
Disclosure of Information
Article (9)
1. Employees must not, at any time during or after their employment, divulge any
confidential – by nature or pursuant to directions issued – oral or written
information relating to the Department or any other Department under the
Government of Dubai, without prior written authority.
2. The above “information” includes – but is not limited to – any letters, maps,
reports, drawings, presentations, specifications, forms, licenses, agreements, or
any other type of information that belongs to any of Dubai Government
Departments.
3. Upon termination of employment, the employee shall return immediately all
documents, papers, files, materials, tapes, disks, programs or other property
(whether containing confidential information or not) which belong to his/her
Department, or to any of Dubai Government Departments.
4. For the purpose of this article, all employees shall sign a Non-Discloser and
Confidentiality Undertaking Agreement.
Relationship with the Public
Article (10)
Dubai Government Departments must serve the public in a professional manner
satisfying the needs of their customers through establishing high professional relations
with them. Accordingly, employees shall:
1. exert all efforts to serve the public to the best of their ability and in accordance
with the standards and procedures outlined by the Government.
2. not involve themselves in any promotional activity related to customers and
remain impartial in their dealings with the public.
3. wear any uniform and name badges required by the Department during the
official duty hours.
4. refuse any attempt by a customer or supplier offering inducements or other
personal benefits in exchange for favours or special treatment, and report such
attempts to the proper authorities at the Department.

Gifts & Bribes
Article (11)
1. Governed by the effective laws that incriminate the acceptance or paying of
bribes, government employees shall avoid all types or form of corruption or
bribery.
2. Under this law, 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
pervert the course of business by taking improper or illegal action, or to enable or
speed up a process that Government employees are required to perform as part of
their work.

3. Government Departments shall investigate all suspected or reported cases of
bribery. If an official investigation confirms that an employee has paid, received
or asked for a bribe, he/she shall be referred to the judicial authorities as well as
being subjected to the appropriate disciplinary actions.
4. It is strictly forbidden to accept any material gifts except for those of a symbolic
or promotional nature that bear the logo and name of the presenting party.
5. Departments should identify and publish a unit that may exclusively accept gifts
on its behalf. These gifts would then be distributed within the department at
management’s discretion.
6. Giving gifts to an external party can only be in the name of the Department and
would be exclusively done by the unit it designates.
Political Activity
Article (12)
Employees should not be involved in any political activity while in employment with the Government unless prior written approval of the concerned authorities has been obtained.

Conflict of Interests
Article (13)
All government employees must avoid, while carrying out their 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. In specific, 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 their relatives to the 4th degree of family relationship.

2. participate in a decision that may result in the granting of a land or a license to

any of their relatives (from the 1st till the 4th degree of family 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 benefit.

4. misuse their position, or leak information gained through their association with
the Government, to achieve specific goals or to obtain favours or privileged
treatment.
Article (14)
1. Expatriate employee are not allowed to be employed by others, on a paid or an
unpaid basis, or to own any share in any establishment – except for public listed
companies - without the prior written consent of their Department.
2. National employee are allowed full or partial ownership or management of
companies, as well as employment in other organizations.
3. Employees’ work or ownership in other companies is subject to the following
conditions:
• It is performed outside their official working hours,
• It does not negatively affect their contribution to their Government job or
on their Department interests and/or objectives.
• It is strictly not related, in any form or shape, to their official position and
should not affect it or be affected by it.
Internal/External Communication
Article (15)
To ensure that the best services are provided to the public, Government should base
their internal and external policy on the principles of Responsibility, Efficiency,
Transparency and Partnership
Internal Communication
Article (16)
Government Departments should openly communicate their strategy, objectives, needs and expectations to all employees and ensure that communication on operational issues is a two-way process where staff are encouraged to effectively participate in operational decisions. Accordingly, each Department is required to clearly announce its own communication policy and guidelines namely: publications, notice boards, electronic announcements and mails, team meetings, periodical meetings, and other communication channels.
External Communication
Article (17)
1. Departments should handle its external communication with the media or
international bodies in accordance with their internal regulations and in line with
the policies and guidelines set by the Government in this regard.
2. Employees who are assigned as a spokesperson are required to project a high
professional image of their Department.
General Guidelines
Article (18)
1. Each Department is to designate a spokesperson to handle media statements
related to its strategy, activities and operations.
2. Employees shall withhold from making any public comments or statements to the media or other bodies on issues pertaining to policies and programs of their
department that might cause harm to the Department. In particular, employees
should avoid make any:

 Negative comments about policies and programs of their department in
which they were involved in developing or implementing.
 Negative opinion or conclusions about the Department policies in their
official capacity.
 Negative comments or statements about senior management of the
Department.
3. Departments should encourage and provide internal platforms where employees
can participate in giving feedback about operational plans and processes.
Chapter III.Work Environment
Working Days & Hours
Article (19)
1. The official working days and hours for the Government shall be as follows:
- 35 hr per week
- Sunday to Thursday 07:30 to 14:30
- Friday and Saturday Weekly day off
2. Where operational need necessitates variations in working days and hours and as
per Director General approval, Departments may amend working days and timings for all or part of the department provided that working hours does not exceed 45 hours a week.
3. During the Holy month of Ramadan, official working hours shall be reduced to 25 hours per week. Each Department shall make its own schedule and shift arrangements to suit the operational requirements during this month.

4. Based on its job requirements, the Department may apply daily or weekly duty
shifts not exceeding 48 working hours per week. However, each Department
must announce to the public through appropriate channels the official working
hours of its organizational units and total working hours and weekend days for
each unit.
Public Holidays
Article (20)
Departments will observe holidays on occasions announced officially in the country. This announcement should specify the exact dates and number of days for each holiday.

Overtime
Article (21)
1. Employees of band 3 and below who work according to the official working
hours schedule – shift duty staff not included – shall be entitled to overtime
payment as a compensation for work performed over the official working hours
and above 40 hours per week, or above 30 hrs per week in Ramadan.
2. Shift duty employees shall be entitled to overtime compensation for the extra
hours worked in excess of the approved shift hours.
3. Overtime allowance shall be paid at the rate of 125% of basic salary on working
weekdays and 150% of basic salary on weekends or holidays.
4. Organizational unit directors must specify the overtime hours required and the
nature of the assignment.
5. Overtime payment should not exceed 50% of basic salary per employee per
month.
6. The nature and eligibility for overtime payments to employees working on shift
basis shall be set separately by each Department.
Attendance & Punctuality
Article (22)
1. Employees are required to abide by the work timing in order not to put extra job
pressure on fellow employees as a result of them being late or absent.
2. Whenever an employee is not able to report to work on time or is unable to work
as scheduled, he/she shall notify his/her direct supervisor.
3. Departments must take disciplinary actions against any employee for repeated
late attendance or unapproved absence. Each Department should communicate an
attendance policy that suits its needs.
General Appearance (Dress) Policy
Article (23)
During business hours, employees shall present a professional, clean and neat
appearance according to the requirements of their position.
Professional Membership
Article (24)
Employees will not be reimbursed for their professional memberships or licenses unless it is a pre-requisite to perform their jobs. Should this be the case, the employee must obtain a prior written approval of the Department before paying the fees or subscription.
Use of Official Vehicles & Equipment
Article (25)
1. Departments must not allow any employee to drive government vehicles or
equipment unless he/she holds the appropriate license and permit required by the
concerned authorities in the country.
2. Employees shall bear the cost of obtaining/renewing a driving license and all
associated costs.
3. When using a government owned equipment, tool or vehicle, employees shall
exercise care and follow all operating instructions as outlined in the approved
safety standards and guidelines. They must notify their managers or the
concerned unit of any defect or damage to vehicles or equipments.
4. Departments may take disciplinary actions against any employee in the case of
any improper, careless, negligent, destructive or unsafe use of equipment, tools
and vehicles.
5. Each Department shall set the guidelines and conditions for the use of its official
vehicles and equipment, and employees must sign to abide by these guidelines
before using them.
Government Property
Article (26)
1. Employees shall be responsible for safe keeping of all government property,
materials, or information issued to them or in their possession or control. They
shall not use them for personal needs unless specifically authorized in advance by
their Department.
2. Security/safety items, official badges and all such items are the property of the
Government and they shall be used by employees only in the context of
performing their duties.
3. Upon termination of employment, employees shall return all governmental
property in their possession and obtain a clearance certificate before the final
release of dues and end-of-service benefits.
4. Should an employee cause deliberate damage to a property under his/her control,
he/she shall be liable to disciplinary actions and civil/penal prosecution.
5. Whenever necessary, Department may deduct the cost of any items not returned
from the employee salary, entitlements and/or end-of-service gratuity. The
Department may also take all actions deemed appropriate to recover or protect its
properties.
Chapter IV. Manpower Planning
Recruitment & Employment
Article (27)
Each Department should develop its organizational structure in line with its objectives
and requirements. Organizational structure and any amendments on it thereafter must be approved by the Executive Council.
Article (28)
In accordance with the approved organizational structure, each Department should
develop an Annual Manpower Budget indicating :
• required number of positions.
• expected joining date for each position.
• types of positions.
• position titles and their corresponding grades.
The Annual Manpower Budget shall be effective only after being approved by the Ruler or whomever he authorizes.
Article (29)
The Director General, or whomever he authorizes, has the authority to make any
amendments to the approved Annual Manpower Budget in terms of addition, deletion or transfer of allocations between positions as long as these amendments are within the approved Budget ceiling.
Article (30)
Based on the approved Annual Manpower Budget, the HRD shall develop an Annual
Recruitment Plan in consultation with the concerned organizational unit. Any
amendments to the plan shall be approved by the Director General or whomever he
authorizes.
Types of Employment
Article (31)
Vacant positions shall be filled by any of the following employment types:
• Full Time
• Part Time
• Temporary
• Special Contract: only applicable to positions in Grade 14 and above
Article (32)
Departments may hire UAE nationals as part time employees on a monthly lump sum
basis comparable to the position grade. Those employees shall not be eligible for any
other compensation or benefits enjoyed by full time staff.
Article (33)
1. Departments may hire employees on a temporary basis for a maximum period of
3 months renewable for another 3 months. Temporary employees shall be paid a
monthly lump sum salary comparable to the position grade, and they shall not be
eligible for any other compensation or benefits enjoyed by full time staff.
2. Civil and military retirees shall be appointed according to the legislations
effective in this regard.
Article (34)
Departments may appoint an employee who was a temporary staff to a permanent
position in line with his/her qualifications and experience. In this case and for the
purpose of end-of-service calculations, his/her service period shall be considered as
from the initial starting date of the first position. The Department shall bear the costs
related to the pension contributions during the temporary employment phase.
Article (35)
Where operational needs dictate, the Director General may appoint a number of
outstanding professional employees only in Band 4 and on the same benefits and
conditions of employment stated in this law, and grant them an additional allowance called “special contract allowance” not exceeding 50% of the basic salary.

Article (36)
To govern employment conditions of a certain category of employees who possess
outstanding experiences and who are recruited on Special contracts, The Executive
Council shall issue a special regulation/bylaw outlining all entitlements and benefits related to this type of employment.

Recruitment and Selection
Article (37)
1. To be appointed to a government job, employees must posses the required
qualification, experience, competencies, and/or skills that are required for the job.
2. Recruitment and selection of staff should be conducted on fair and equitable
terms whilst maintaining the national and social obligations towards employing
UAE nationals. Expatriate candidates shall be considered only where no UAE
national candidates are available or suitable for the post.
Article (38)
1. Departments must make every effort to employ UAE nationals with special needs in positions appropriate to their physical needs and capabilities.

2. Each Department employing staff with special needs, must provide them with the appropriate means to perform their duties and equip their workplace to suit their
needs.

Article (39)
Prerequisites and conditions for employment in any of Department positions:
1. To be of good behaviour/conduct
2. To be 18 years of age or older
3. To posses the required qualifications for the job
4. To pass all required tests in relation to the position
5. To be medically fit
6. To not have been convicted for a crime, felony or misdemeanor prejudicial to
honour or honesty unless pardoned by the appropriate authority or rehabilitated
as per the law.
7. To not have been dismissed in the last year from their previous employment for
work-related disciplinary reasons or due to a final legal judgment in a crime not
prejudicial to honour and honesty.
Article (40)
The HRD in each Department is responsible for the overall recruitment and selection
processes including:
1. Sourcing of candidates after verifying the validity of official documents attached
to their applications.
2. Conducting and coordinating all job-related tests.
3. Coordinating with line managers in the relevant organizational unit regarding
candidate interviews.
4. Keeping all relevant documents and outcomes of the recruitment process for
each position.
Hiring Authority
Article (41)
The hiring authority at Departments shall be as follows:
1. Position of Assistant/Deputy Director General: Decree issued by the Ruler
2. Positions of Band 5: Decision by the Director General
3. All other positions : Decision by the Director General or whomever he
authorizes, at the recommendation by the director of HRD
Article (42)
UAE nationals must be given priority for vacancies in supervisory and managerial
positions through promotion or transfer provided that they possess the requirements for these positions.

Article (43)
Employees who have resigned from a Government Department might be hired in
another Department provided that they pass the recruitment and selection process
applicable to the position.
Article (44)
The HRD is responsible for implementing and applying employment policies and
standards set by the Government.
Job Offers
Article (45)
Departments should give selected candidates an offer of employment clearly stating the following: job title, grade, total salary details, leave and air ticket entitlement, working days and hours, and date required to join the work. The offer should also state that other employment requirements and conditions shall be as per this law and the Department specific policies and procedures.
Article (46)
Pre-employment formalities will only be initiated after selected candidates have
accepted in writing their employment offer stating their expected date of joining.
Article (47)
Departments will not be bound to the offer of employment in any of the following
cases:
1. Candidate is medically unfit.
2. Candidate fails to provide a police clearance where needed.
3. His work visa has been rejected.
Article (48)
After completing all necessary pre-employment formalities, the HRD would issue an appointment decision or an employment contract based on the mutually signed
employment offer.
Article (49)
Employees offered employment with a government department shall commence their work during the period stated in the employment offer but not exceeding sixty days as
of receiving the offer, or else the offer will be null and void.

Article (50)
1. New employees must be appointed on the salary of first point of grade appointed to. However, they may be appointed on a higher salary with an increase not exceeding 20% of the salary of first point of grade, provided that they have higher qualifications and experience and pass the required tests set by the Department higher qualifications and experience and pass the required tests set by the Department.
2. Employees shall be entitled to their salary as of the actual date of commencing work. They shall not commence work except after issuance of an appointment letter by the department.
Article (51)
The date of commencing work should be formally documented in the form of joining a letter issued by the direct supervisor, a copy of which shall be forwarded to the HRD and relevant organizational units.

Orientation / Induction
Article (52)
1. Employees should be given by HRD an orientation session where they get a brief on the structure, objectives, activities and divisions of the Department, as well as a copy of the “Employee Handbook” summarizing employment regulations,
entitlements and responsibilities of the public servant.


2. HRD, in coordination with the relevant organizational unit, shall develop a more
detailed and structured orientation/induction program for some positions that require so.
Joining Formalities
Article (53)
Employees should sign a form for receipt of “Employee Handbook” in order to ensure that all employees have knowledge of their job duties, entitlements, and code of conduct applicable at the Department. A copy of this form shall be kept in the employee’s personal file.
Article (54)
The direct supervisor should provide the employee with the job description of the post appointed for.

Article (55)
Departments will issue or renew the residence permits of expatriate employees and their eligible family members at the expense of the department.
Article (56)
The organizational unit should provide appointed employees with the requirements
needed to perform the job such as workstation, work tools, office equipment and safety gear. Employees shall ensure the proper usage and care of them as per the Department guidelines.
Probation Period
Article (57)
1. New employees shall be subject to a probationary period of a minimum three
months period renewable for another 3 months, the objective of which is for the
direct supervisor to evaluate the employee’s performance to decide whether or
not to confirm employee in post.
2. Employee services may be terminated during the probation period if it transpires
that he/she is not competent for the post, or due to unsatisfactory performance
after giving a notice of 5 days. Employees also shall have the right to resign
during the probationary period after giving the department a 5 day notice period
Employment of Relatives
Article (58)
Departments must not employ relatives (up to the second degree of family relationship) in the same organizational unit or direct supervisory line relationship. Also, employees must not be involved in decisions on employment, transfer or promotion related to any of these relatives.
Internal Transfer
Article (59)
Internal candidates (already employed by the Department) will be given priority for any internal vacancies, whether they nominate themselves or are nominated by their direct supervisors, and they should undergo the same selection process applicable to external candidates.
Chapter V.Compensation & Benefits
Article (60)
1. Departments must make every effort to achieve their goals in the most cost
effective manner in order to ensure high efficiency and outstanding performance
for the Government as a whole. Departments are to grant job compensation and
benefit as stipulated in this law.
2. The Executive Council shall issue a unified list for job nature allowance
specifying eligible posts and the amount of allowance for each.
3. The Executive Council is authorized to amend or add job compensations, benefits and allowances determined in this law.

Job Description (Role Profile)
Article (61)
Departments should design their jobs around key business objectives and processes to ensure that they cover all tasks and that there is no duplication between jobs.

Article (62)

Directors of relevant organizational units, in coordination with HRD, must develop job description for all posts and update them continuously according to new developments and circumstances.
Organizational units must ensure that all employees receive updated copies of their job descriptions stating clearly the purpose of job and corresponding accountabilities.
Article (63)
The job description is the basis for employment, career path, performance appraisal, training / development opportunities planning and other related procedures.

Job Evaluation
Article (64)
All positions within Government Departments shall be evaluated through a professional system approved by the Government, in order to decide on the comparative value of the government position. This evaluation shall be the basis on which categories and grades will be assigned to reflect the job requirements and not only the competencies or experience of incumbents.
Article (65)
1. Every new government position, emerging after the introduction of this law, shall be evaluated through the same system mentioned in the above article along and assign their Band and grade.


2. HRD in each Department shall perform the initial evaluation in consultation with the relevant organizational unit. Dubai Government Human Resources Committee shall issue a decision approving the final evaluation.

Grade & Salary Scale
Article (66)
1. All Government Departments shall have a unified grade & salary scale.
2. Jobs are divided into 5 Bands and 16 grades.
3. Each grade shall have its determined lowest and highest salary.
4. Each position shall be assigned to its specified grade.
5. Positions shall follow 2 paths: “managerial path, professional path”. Each
Band shall have a special classification based on the position type as per the
following tables:
First: Managerial Path

Band Grade Classification

5 16 Senior Management

4 16
15
14
13
12 Middle Management

3 12
11
10
9 Supervisory



Second: Professional Path
Band Grade Classification
4 16
15
14
13
12 Senior Professional
3 12
11
10
9
8 Professional/Technical
2 8
7
6
5
4 Admin./Clerical/
Technical
1 4
3
2
1 Ancillary/ Clerical
Article (67)
The grade & salary scale attached to this Law states the salaries for each grade.
Grade & Salary Scale Update
Article (68)
The Executive Council shall be responsible for updating the grade and salary scale upon a recommendation by Dubai Government Human Resources Committee based on factors such as average of market pay, inflation rate or any other related factors.
Monthly Total Salary
Article (69)
The total monthly salary of the employee is structured as follows:
1. Basic Salary 50% of total monthly salary
2. General Allowance 50% of total monthly salary. This allowance includes all allowances and compensations paid to the employee before the introduction of
this law such as housing, transportation, social etc.
Special Allowance
Article (70)
UAE national employees are be entitled to a special allowance as follows:
1. 15% of total salary for employees in grades 12 - 14
2. 20% of total salary for employees in grades 10 & 11
3. 30% of total salary for employees in grades 7 – 9
4. 50% of total salary for employees in grades 5 & 6
5. 100% of total salary for employees in grade 4
This allowance will be added on the total monthly salary and distributed as per article 69 above.

Minimum Salary of UAE National employees in Grades 3 and below
Article (71)
The minimum total salary of UAE national employees in grades 1 to 3 is AED 4,250 distributed into Basic salary and general allowance as per article 69 and it is inclusive of the Special Allowance of Nationals.

Mobile Phone Use Allowance
Article (72)
The Director General, or whomever he authorises, may grant employees whose job
requires them to use their personal mobile phones for business related calls a monthly
allowance called “Mobile Phone Use Allowance” based on the following:
1 Low uses AED 100
2 Medium uses AED 250
3 High uses AED 500
Each Department should develop a special list defining employees eligible for this
allowance and standards of uses type.
Pension
Article (73)
1. UAE national employee will be enrolled in the pension scheme of the General
Pension and Social Security Authority.
2. Monthly contributions deducted from the total salary of national employee and
the share paid by the Department would be based on a sum consisting of the basic
salary and a percent of the general allowance.
Joining & Repatriation Tickets
Article (74)
Overseas recruited expatriate employees will be eligible for the following:
1. A one way air ticket for the employee and eligible family members from the
nearest international airport in home country (country which he/she holds its
passport upon contracting) to Dubai on the same class of travel as the annual
leave ticket.
2. A one way air ticket from Dubai to the nearest international airport in home
country –when contracted- for the employee and eligible family members on
completion of employment contract or termination for any reason on the same
class of travel as the annual leave ticket.
Article (75)
Overseas recruited employees – in band 4 and above - will be paid an allowance equals the cost of shipping a 20 ft container (including insurance) for transferring personal belongings and household items from home country to Dubai. This allowance shall be paid also upon termination of service for any reason.
Article (76)
Overseas recruited employees who resign to join another position in the country are not eligible for the repatriation benefits. Also, employees who were recruited locally are not eligible for joining tickets or container shipment allowance mentioned in Article (75) of this law.
Article (77)
Expatriate employees who were offered a position whilst on a visit visa, are not eligible for any of the joining or repartition benefits, except in cases where the candidate was brought in on a visit visa by the Department as part of the selection process.
Article (78)
Departments may deduct from employees’ monthly pay any amount they owe as a
result of overpayment error or cost of personal services - such as personal visas or
tickets - or any other deductible amounts as per this law or any regulations issued
pursuant to, provided that the deduction must not exceed 25% of the total salary.
Chapter VI. Performance & Reward
Objectives of Performance Management System
Article (79)
The Government shall apply a special system for performance management based on the performance of employees and their organizational units, with a view to promoting individual achievements and teamwork spirit.
This system specifically aims to:
1. align individual targets with Department targets
2. drive continuous improvement in individual staff performance by regularly
evaluating their contribution and development against targets.
3. provide a basis for rewarding results achievement.
4. stimulate continuous learning to develop human resources.
Employee Performance Appraisal & Rewards
Article (80)
1. As a part of the Dubai Government Performance Management System, the
individual performance of employees shall be clearly measured against defined
objectives.
2. The performance of employees shall be measured according to the performance
appraisal system, and shall be rated as per the following rating scale:
A. Excellent performance 5
B. Very good Performance 4
C Good Performance 3
D. Average Performance 2
E. Poor performance 1
3. Employee Appraisal will be conducted annually or semi-annually. The employee
must be involved in the performance review process through setting of and
agreeing on individual targets, and discussing his/her performance feedback with
the direct supervisor where both must sign all performance review forms.
4. Performance rating will affect promotion opportunities, salary increase, annual
bonus payment declared by the Department, and any other performance reward.
5. The HRD will be responsible for implementing and monitoring this system.
6. Employee rated Good and above will be granted the performance rewards
stipulated in this law as a tool to motivate better performance and achievements.
Performance Based Salary Increment
Article (81)
1. Annual salary increments shall be based on the employee’s performance as
measured by the performance management system and not on the basis of
seniority. To be entitled to this increment, an employee must receive a rating not
less than Good.
2. Employees will not be eligible for the annual salary increment unless they have
completed at least 6 months of service in the position assessed for.
3. Where an employee's total salary has already reached the maximum of the grade
he/she occupies as per the Grade & Salary Scale, there shall be no further annual
increment. In this case, Departments must review other means of reward.
Non-Monetary Performance Recognition Rewards
Article (82)
Departments may apply a number of non-monetary recognition rewards such as:
awarding Certificates for Outstanding Performance, issuing a Letter of Appreciation to the employee, recognizing good performers as Employee of the Month/Year, nominations for awards of Dubai Government Excellence Program
.
Special Monetary Rewards
Article (83)
Departments may reward employees with a special monetary payment at any time of the year for their excellent special achievements, or as recognition for innovation, invention, exceptional suggestion, or any other recognized special achievement.

Annual Bonus
Article (84)
1. The Executive Council may at its own discretion pay an annual bonus to high
performers taking into account both department/organizational unit performance
measured through the Government Performance Indicators Measurement System,
as well as individual performance based on the annual performance appraisal
report.
2. Conditions for granting this bonus shall be specified in the Performance
Management System set out by the Government for this purpose.
Chapter VII.
Promotion
Article (85)
1. Promotions shall apply only to employees who receive a performance rating Very Good or higher.

2. Promotion may be in form of granting the employee the salary of first point of
the new grade, or granting an increase of 10% in his/her total salary, whichever is
higher.
3. Upon promotions, seniority shall not be considered unless performance appraisals are identical.

4. The promotion decision shall be issued by the authority concerned with
employment.
Article (86)
Employees may be promoted according to one of the following:
1. Promotion to a vacant position.
2. Promotion by re-evaluating the current position to a higher-grade position, due to restructuring or to a redistribution of duties and responsibilities.

3. Promotion to a new higher-grade position created as a result of restructuring.
In all cases, promotion shall not be retroactive.
Article (87)
To be eligible for promotion, employee must posses the requirement for the new
position as well as having completed the minimum period required in the band as
follows:
• Band 5 4 years
• Band 4 3 years
• Other bands 2 years
Exceptional Promotions
Article (88)
1. Director Generals may exceptionally promote distinguished employees to a
position higher by two grades maximum.
2. Employees are entitled for an exceptional promotion only after 4 years of any
previous one.
Chapter VIII. Training & Development
Article (89)
1. The Government is committed to developing public service human resources and retaining skilled and competent employees.
2. Departments shall provide their national employees with appropriate
development and training opportunities in order to enhance their capabilities in
the current position, or enable them to assume new responsibilities that support
Department goals and needs.
Training and Development Needs Analysis
Article (90)
1. Training Needs Analysis shall be derived from the overall government strategies
and polices, as well as from Department strategy and objectives.
2. Departments should analyse the training and development needs through the
following sources:
• Annual performance appraisals.
• Employees and their managers.
• Any other source that it finds useful.
Article (91)
The training needs analysis shall be the responsibility of the HRD in coordination with the relevant organizational units and their employees with a view to:
1. Identifying the competencies and abilities required of all employees at all levels
to achieve the Department objectives.
2. Identifying the level of skills or knowledge required to enable the employees to
improve their current performance.
3. Identifying the skills and competencies required at the next level of career path
and preparing the employee for such competencies and skills.
Annual Training and Development Plan
Article (92)
In the light of results of training needs analysis, HRD shall develop an Annual Training and Development Plan. This plan should incorporate the following:
1. Prioritizing the training and development needs.
2. Identifying the types of training and development for each need.
3. Setting the yearly schedule for each training and development type.
4. Identifying training and development providers.
5. Calculating the overall budget of the training and development plan.
Article (93)
The Annual Training and Development plan shall be agreed upon by all concerned
organizational units and incorporated in the annual budget of the Department. The HRD shall be responsible for implementing the annual training and development plan after the budget approval.
Types of Training and Development
Article (94)
Training and development opportunities may take several forms including: on-the-job training, job rotation, formal education/training, action learning, distance learning, licensing and accreditation. Based on its operational requirements and approved training budget, the Department shall have the right to decide on which type of training and development is appropriate for each training program.


Training Evaluation
Article (95)
1. The HRD shall conduct the overall evaluation of training in coordination with the relevant organizational units.
2. Prior to training, direct supervisors must agree with their employees on the
objectives of the training and the knowledge/skills the employee is expected to
gain from such training. This form should be sent to HRD.
3. Evaluation of training and development would cover the objectives, type,
content, provider, cost, location, schedules, and any other aspect of training using
the following approaches:
• Evaluation by trainees.
• Managers shall evaluate the impact of training on the performance of
trainees.
• Any other tools used for evaluating the training and its impact.
4. The HRD shall continuously collect all data required to evaluate all training
activities.
Training Plan Amendment
Article (96)
HRD may amend the annual training and development plan at any time for any
operational or budgetary reasons as long as it is within the approved budget and only after obtaining the approval of the concerned organizational unit.

Article (97)
Training and development opportunities might be offered through qualified trainers
either from or outside the Department. These opportunities might also be provided
locally or overseas depending on the type of training and its availability.
Article (98)
Departments should focus on local training. Overseas training will only be provided in cases where is it deemed essential and that it is not available locally.

Article (99)
Overseas training program that has not been initially approved within the annual
training plan must be subsequently approved by the Director General in advance.
Article (100)
1. The HRD shall research and assess the best available training and development
options and providers to achieve the optimum outcome.
2. HRD should negotiate and finalize agreements with training and development
providers to ensure the best technical and most cost effective option.
3. If the training delivery is not satisfactory, HRD have the right to amend any
aspect of the training and development opportunities after obtaining the approval
of the relevant organizational unit.
Article (101)
1. Department will be committed to place- employees returning from a fully
sponsored study leave- in posts commensurate with their new academic
qualifications, subject to the salary and grade not being lower than prior to their
departure .
2. Departments may adjust an employee’s salary or position where the employee
has obtained a higher degree only if the education program has been pre
approved by the Department.
3. Departments are entitled to deduct any study-related amounts employee receives
from another party where the employee has been financially sponsored by the
department.
Article (102)
1. Employees who study at the Department’s expense must work with the
department for the same period of their approved education program. Otherwise,
they must pay back all the expenses incurred over the program period.
2. Where the employee fails to complete the obligation period, he/she must pay
back the expenses pro rata to the balance of the remaining period at the time of
resigning from the Department.
Article (103)
Departments may appoint National fresh graduates from all disciplines and develop their skills and abilities to be able to perform in their assigned positions.

Article (104)
Departments shall develop and implement an annual plan for training and qualifying national employees at all job levels.

Article (105)
1. Departments may sponsor national high school graduates for vocational/technical study or vocational training in line with its specialization and nature of work, provided that those graduates are committed to work at the Department for a period that equals the duration of their study/training.


2. Departments, in accordance with its budget, would pay these sponsored
trainees/students a monthly lump sum allowance throughout the training/study
period. These sums shall be considered as an ex-gratia (grant) and shall not be
deducted from them upon their employment at the Department
3. Trainees must work for the sponsoring Department, otherwise they shall be
obliged to pay back all the expenses that the department has spent on their
education with the exception for the grant mentioned in paragraph 2 of this
article.
Chapter IX. Leaves
Leave Types
Article (106)
A- types of leave that can be granted to employees are:
1. Annual Leave
2. Sick Leave
3. Maternity Leave
4. Paternity Leave
5. Compassionate/Idda Leave
6. Hajj Leave
7. Special (exceptional) Leave
8. Study Leave
9. Unpaid Leave
B- Employees may be away from work only as part of an authorized leave.
Annual Leave
Article (107)
Permanent employees are eligible for a paid annual leave as follows:
Band 4 and 5 30 working days per year

Band 2 and 3
22 working days per year
Band 1 15 working days per year

Article (108)
Departments must encourage their employees to utilize their annual leave within the same year. However, if for work necessity, employees are not able to take their leave in full, they must take at least half of their annual leave entitlement.


Article (109)
Employees should apply for annual leave in writing, or electronically, to their relevant organizational unit manager and ensure that the approval is obtained.
Article (110)

End of service and air ticket will accrual during the approved annual leave.
Article (111)
Employees may take their annual leave in full or part (several periods) at the approval of their direct supervisor. Furthermore, employees may combine annual leave with any other eligible leave according to provisions stipulated in this Law.

Article (112)
Sick days that occur during annual leave will be considered as annual leave.
Article (113)
At the request of the employee, the salary of the approved annual leave might be paid up to one month in advance.

Article (114)
Employees are entitled to annual leave only after successfully completing the probation period.

Article (115)
1. Employee should be encouraged to utilize their annual leave during its accrual
year for the purpose of maintaining a healthy work-life balance.
2. Employees are not entitled to carry over to the next year more than half of the
annual leave entitlement to the next year. Any un-utilized leave days in excess of
half of the annual entitlement shall be forfeited. In all cases, employees are not
entitled to accumulate more than two years entitlement.
Article (116)
On the day this Law becomes applicable, employees shall be given a 3 year grace
period to utilize any accumulated annual leave above the two year entitlement or they will be forfeited.

Article (117)
Employees can take annual leave in their first year of service, only after the successful completion of their probationary period.

Article (118)
Employees who have been in service for more than one year may take their
accumulated annual leave days plus an advance up to 10 working days at the approval
of the direct supervisor and as long as work necessities allow.
Article (119)
1. Departments may recall the employee from his/her authorized annual leave
before completing its duration if work necessitates. The annual leave days not
taken will be credited to the employee’s leave balance.
2. At his/her own discretion and in special cases approved by the direct supervisor,
an employee may after starting the annual leave request to cease the leave and
return to work, provided that the remaining days shall be credited back to his/her
leave balance.
Article (120)
Employees will not be eligible for any annual leave during unpaid or study leave.
Sick Leave
Article (121)
1. Employees may be granted a sick leave of up to 5 continuous working days up to a maximum of 15 working days per year based on a medical report from an
official medical authority. Any sick leave of more than 5 continuous working

days or in excess of 15 working days yearly must be approved by the medical
committee.
2. Where sick period exceeds six months, the medical committee must review the
case again and either grant an extra period up to six months or recommend
termination of employment on medical ground.
3. An employee on sick leave approved as per the above two paragraphs shall be
entitled to full pay for the first 6 months, and half pay for the next 6 months.
4. Employees must inform their Departments about the sick leave within 5 working
days.
5. All accruals such as annual leave, air ticket, and end-of-service shall continue for the approved sick leave period.

6. Sick leave may not be carried forward to the next year and employee may never
be paid in cash in lieu of the sick leave.
Article (122)
In case of recurrent sick leave, the Director General or whomever he authorizes may refer the employee to the medical committee for examination and a detailed health status report.


Article (123)
In cases of contagious diseases, even if not precluding from performing duties, the
medical committee shall grant the employee a sick leave until a full recovery report is issued. The medical committee must inform the Department that the employee is
permitted to resume work throughout this period
.
Article (124)
Employees will be granted a paid sick leave for a period not exceeding one year in
cases of work-related injury. After this period, expatriate employees would be referred to the medical committee, while national employee will be referred to the Higher Pension Committee to assess their health status and either extend this period for an extra six months with pay, or recommend termination on medical ground without prejudice to the regulations governing the industrial accidents and compensation policy in this regard