Article (9)
This Resolution shall enter into force from the date of its issuance and shall be published in
the Official Gazette.
Mohammed bin Rashid Al Maktoum
Prime Minister
Issued by Us:
On: 2 Sha'ban 1441 A.H.
Corresponding to: 26 March 2020 A.D.
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Cabinet Resolution of 2020 Regarding the Regulation of Government Work under Emergency Circumstances 6
Annex (1)
Guide for the Implementation of the Remote Work System under Emergency
Circumstances in the Federal Government Attached to Cabinet Resolution
No. (19) of 2020
Table of Contents
Subject Page
No.
Introduction 2
First: Concept of Remote Work 3
Second: Types of Remote Work 3
Third: Objectives of Remote Work 3
Fourth: Scope of Application 4
Fifth: Timeframe for Implementing Remote Work in Federal Entities under
Emergency Circumstances
4
Sixth: Criteria for Selecting Jobs Suitable for Remote Work 4
Seventh: Implementation Mechanism 4
Eighth: Obligations of the Federal Entity Implementing the Remote Work 5
Ninth: Obligations of the Employee Working Remotely 6
Tenth: General Controls for Remote Work 6
Eleventh: Obligations of Federal Entities and Their Employees in Cases of
Emergencies, Crises, and Epidemics
7
Twelfth: Schedule of Tasks and Responsibilities Related to Remote Work 9
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Cabinet Resolution of 2020 Regarding the Regulation of Government Work under Emergency Circumstances 7
Introduction:
In light of the emergency and exceptional circumstances, and in line with the Federal
Government's keenness to ensure the safety of its employees, remote work is adopted in
Federal Entities in accordance with this guide, with a view to safeguard their well-being and
limiting the spread of epidemics and diseases in the State. Accordingly, and for the purpose of
enabling all Federal Entities to properly implement the referenced decision, while ensuring
the continuity of business operations and the provision of all required services under
Emergency Circumstances in accordance with applicable procedures, this guide has been
prepared to provide Federal Entities with the necessary mechanisms to implement the remote
work system under Emergency Circumstances, through the use of smart and electronic
systems approved in the Federal Government or those specific to the Federal Entity.
This guide sets out the procedures, tasks, and steps to be undertaken by Federal Entities when
implementing remote work under Emergency Circumstances.
The Federal Authority for Government Human Resources has taken the necessary measures
to enable Federal Entities, through the "Bayanati" system, to electronically document the
attendance and departure of categories of employees working remotely, through a "log in"
feature on the same system, in accordance with the electronic mechanism to be circulated to
such entities in this regard, in order to ensure that employees perform the tasks assigned
thereto remotely and in accordance with the rules.
First: Concept of Remote Work
Remote work is defined as one of the alternative work options that ensures the continuity of
business operations and service delivery, work performed outside the workplace on a
permanent, partial, or on-demand basis, whereby communication between the employee and
the employing entity is conducted electronically through the smart and electronic systems
approved by the Federal Government or those specific to the Federal Entity, with the
employee and the employing entity adhering to the directives issued by the competent
authorities in this regard in emergency cases that require the performance of work from
outside the workplace instead of full or partial presence in the office.
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Cabinet Resolution of 2020 Regarding the Regulation of Government Work under Emergency Circumstances 8
Second: Types of Remote Work
Remote work is divided into the following types:
1. Partial Remote Work: Where an employee, upon the request of the employing entity,
may divide their work time between the main workplace and the remote work location in
equal or varying proportions, whether in hours per day or days per week or month.
2. Full Remote Work: These are jobs that can be performed entirely from outside the official
workplace.
Third: Objectives of Remote Work
The implementation of remote work aims to achieve the following:
1. Providing multiple work options for employees, particularly in cases of emergencies,
epidemics, and precautionary measures.
2. Taking into account the surrounding circumstances and ensuring business continuity
under various conditions, particularly Emergency Circumstances.
3. Providing government services under Emergency Circumstances.
Fourth: Scope of Application
1. This guide shall apply to all Federal Entities.
2. Federal Entities shall implement "remote work" in accordance with the work exigencies,
the nature of the jobs, and the type of services provided, and in accordance with the
resolutions issued by the Cabinet in this regard.
Fifth: Timeframe for Implementing Remote Work in Federal Entities under
Emergency Circumstances
The implementation of "remote work" in Federal Entities under Emergency Circumstances
shall commence in accordance with the timeframes determined by the competent authorities
in the State, provided that such implementation shall not prejudice the responsibilities and
duties legally assigned thereto.
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Sixth: Criteria for Selecting Jobs Suitable for Remote Work
1. Federal Entities shall determine the jobs suitable for remote work according to the
following guiding criteria:
a. That the jobs are of a divisible nature.
b. That the jobs are capable of automation.
c. That the jobs require specific inputs that are processed through electronic systems.
d. Any other criteria determined by the entity in coordination with the Federal Authority
for Government Human Resources.
2. Federal Entities shall, under Emergency Circumstances, implement remote work for the
job categories referred to in Article (5) of this Resolution, notwithstanding the absence of
all or some of the criteria set out in Clause (1) above.
Seventh: Implementation Mechanism
Federal Entities shall establish the specific controls and mechanisms for implementing remote
work in a manner that ensures the maintenance of efficiency and productivity. Federal Entities
shall coordinate with the Telecommunications Regulatory Authority to provide the necessary
infrastructure services and applications for the implementation of remote work, in a manner
that ensures the security and confidentiality of information and compliance with the
cybersecurity standards prescribed by the Telecommunications Regulatory Authority and the
competent authorities in the State.
Federal Entities shall also comply with the following guiding controls and standards
when implementing remote work:
1. Adapting the requirements of remote work to align with the nature of the work, the
workforce, and the categories, and the health conditions subject to implementation, while
ensuring that this does not prejudice the duties and responsibilities legally assigned to
such entities.
2. The entity shall ensure the readiness of its services for customers and the public, and that
they are available through websites, smart applications, etc.
3. Focusing on encouraging all customers to benefit from smart services as a primary
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Cabinet Resolution of 2020 Regarding the Regulation of Government Work under Emergency Circumstances 10
alternative to personal visits to service centers.
4. Using all technological means and ensuring the provision of the necessary technical
equipment for all its employees (such as: Skype for Business, VPN, MS Teams, ZOOM, or
any other available means).
5. Providing the technical equipment required to conduct periodic meetings, electronically
monitor the achievements, and enable access to the main and subsidiary electronic
systems used for the performance of work within the entity (such as Bayanati, customer
service systems, etc.) as well as to ensure the completion of the tasks and responsibilities
assigned thereto and monitor the achievements.
6. Using the available communication means by work teams and internal committees within
the Federal Entity, such that members may be informed of the latest developments
through the entity's work groups, internal portals, the entity's WhatsApp group, Telegram,
etc.
7. Monitoring the implementation of remote work and documenting achievements through:
a. Measuring the productivity of employees working remotely.
b. Ensuring the quality and accuracy of outputs.
c. Determining the timeframes for service delivery, task execution, and project delivery.
d. Complying with governance and cybersecurity standards when using various
technological means in implementing the remote work system.
e. Any other controls deemed appropriate by the Federal Entity in this regard.
Eighth: Obligations of the Federal Entity Implementing the Remote Work
The Federal Entity shall ensure the availability of the following elements:
1. Ensuring the provision of the necessary technical support to perform work remotely
through the use of smart and electronic systems in the Federal Government or those
specific to the Federal Entity.
2. Defining the efficiency measurement mechanism, including the identification of standard
criteria, mechanisms, and timeframes for each selected activity and output.
3. Ensuring the availability of a secure technological environment when using digital and
electronic technologies related to work, by adhering to the controls related to maintaining
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the privacy and confidentiality of the entity's data, and regulating access permissions to
systems for the purpose of performing work remotely.
4. Ensuring the electronic monitoring of employees working remotely, in order to verify their
adherence to remote work hours, the performance of their duties, their task completion,
and work outputs, as well as any other aspects determined by the Federal Entity.
Ninth: Obligations of the Employee Working Remotely
The employee working remotely shall be subject to all human resources laws and regulations
approved by the Federal Government and their employing entity. The employee shall also
undertake to comply with the following:
a. Delivering work within the specified standard timeframes and responding to all calls
and emails from their superiors or colleagues.
b. Committing to attend the official workplace when called upon to participate in
meetings, gatherings, and official engagements, in accordance with the schedule
prepared therefor.
c. Obtaining prior approval for remote work from their employing entity.
d. Compliance with the work ethics approved by their employing entity, while
maintaining the confidentiality of information, documents, and records, and utilizing
remote work time to perform the required job tasks, in addition to adhering to the
standards of professional conduct and public service ethics.
e. Submitting a daily report on their achievements and level of productivity while
working remotely.
Tenth: General Controls for Remote Work
1. The Federal Entity shall determine remote work hours in accordance with the work
exigencies, in a manner that does not prejudice the responsibilities legally assigned
thereto.
2. The implementation of remote work shall not affect the availability of a minimum number
of employees within the organizational unit, where the work exigencies so require, as
determined by the Federal Entity.
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3. The remote work period may differ from the official working hours of the government
entity where Emergency Circumstances and the work exigencies so require.
4. An employee working remotely shall not be entitled to any overtime compensation if they
work hours exceeding those officially prescribed.
5. The employing entity may mandate remote work for any employee falling within the
categories of employees specified by the competent authorities in the State.
6. All human resources laws and regulations applicable in the Federal Government and their
employing entity shall apply to the employee working remotely.
7. The employee working remotely shall be subject to the provisions of the approved
performance management system for employees of the Federal Government.
8. The employee shall ensure the availability of a suitable work environment at their remote
work location, such that it meets the requirements for success and contributes to
enhancing productivity and quality of achievement, while taking into account
occupational health and safety requirements.
9. The employee working remotely shall comply with any other conditions or controls
determined by the employing entity.
Eleventh: Obligations of Federal Entities and Their Employees in Cases of
Emergencies, Crises, and Epidemics
1. All Federal Entities shall educate their employees on the procedures announced by the
competent authorities regarding travel and any resulting health measures imposed by the
concerned authorities in the State, including the requirement that any person returning
from any of the countries specified by the competent authorities shall be subject to health
quarantine immediately upon arrival in the State through any of its air, land, or sea ports,
for the period determined by the competent authorities, noting that the list of prohibited
countries is subject to continuous updated according to developments and the extent of
the spread of such epidemics and diseases therein.
2. All employees shall refrain from traveling except in cases of extreme necessity and until
further notice, provided that the employing entity is informed of the travel and the
destination in emergency cases.
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3. Health quarantine imposed on the employee upon their return from travel outside the
State, which prevents them from performing their work, is defined as the health
quarantine determined by the competent authorities in the State in this regard.
4. The following procedures shall apply where the competent authorities in the State
announce, for emergency reasons, a list of countries to which travel is prohibited due to
the outbreak of epidemics therein, and that returnees therefrom shall be subject to
precautionary measures, including testing or health quarantine, as determined by the
competent authorities in the State; and where, notwithstanding such announcement, an
employee travels to such countries for a non-compelling reason (strictly after their
inclusion in the list), and upon their return is subject to health quarantined by the
competent authorities in the State, and their employing entity does not accept their
justification for travel, the period of health quarantine shall be deducted from the
employee's annual leave balance, if any, and if no balance is available, such period shall
be treated as unpaid leave. Where the employee's travel is for a compelling reason (such
as the death of a parent or travel on an official mission, etc.) the period of health
quarantine imposed on the employee by the competent authorities in the State shall be
treated in accordance with the provisions of sick leave stipulated in the Executive
Regulation of the Human Resources Law in the Federal Government.
5. All Federal Entities shall take necessary steps to support employees in adhering to the
guiding instructions related to prevention and hygiene, and to ensure the availability of
appropriate health requirements in accordance with the nature of the entity's work.
6. All Federal Entities shall ensure the regular sanitization and disinfection of facilities and
