UAE Labour / Employment LawCabinet Resolution No. (48) of 2023 Concerning the Executive Regulation of Federal Decree by Law No. (49) of 2022 of Concerning Human Resources in Federal Government

Article (1) Definitions The same definitions contained in Federal Decree-Law No. (49) of 2022 Concerning Human

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 2 Resources in the Federal Government shall apply to this Resolution, and otherwise, the following words and phrases shall have the meanings assigned to each of them, unless the context otherwise requires: Human Resources Law/ Law : Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government. FAHR Chairman : Chairman of the Federal Authority for Government Human Resources. Employment Offer : I…

Article (2) Scope of Application 1. The provisions of this Resolution shall apply to civil servants in federal entities, including entities whose establishment legislation stipulates the existence of independent human resources regulations. 2. Federal entities and their employees that are excluded by a Cabinet Resolution shall be excluded from the application of the provisions of this Resolution, provided that the exception decision shall specify the provisions and obligations of those entities, and said entities shall provide real-time data for human resources working for them, including wages and salaries and all procedures related to their human resources by linking with the systems appro…

Article (3) Human Resources Department Tasks 1. The Human Resources Department in the Federal Entity shall implement and apply the provisions stipulated in this Resolution and any resolutions or systems issued in implementation thereof. 2. The concerned organisational units of each federal entity shall refer to that department in all technical matters related to human resources. 3. The Human Resources Department in the Federal Entity shall refer to FAHR in the matters it encounters when implementing the provisions of the human resources legislation adopted in the Federal Government. 4. The concerned organisational units of the Federal Entity shall abide by the principles and policies stipula…

Article (4) Table of Powers and Liabilities The Chairman of the Federal Entity shall issue a Table of Powers and Liabilities related to this Resolution in accordance with the Powers Guidelines issued by FAHR in this regard.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 5 Human Resource Planning

Article (5) Organisational Structure 1. Federal entities shall have their own organisational structures that are commensurate with their competences and needs, and shall be approved by the Cabinet. 2. When preparing and updating organisational structures, federal entities shall abide by the mechanisms stipulated in the Organisational Structures Preparation Guide approved by the Cabinet. 3. Any update to the organisational structure from the level of departments and above shall be approved by the Cabinet, and what is less than that shall be approved by the Chairman of the Federal Entity in accordance with the Organisational Structures Preparation Guide or mechanisms approved by the Cabinet in…

Article (6) Job Budgeting The Federal entity shall plan the jobs of the organisational units listed in the organisational structure in an effective manner and in a manner that ensures focus on the main objectives and processes of its work, in order to ensure that these jobs cover all the tasks entrusted to the Federal Entity and without overlap or conflict between those jobs, in light of the provisions contained in the job evaluation and description system approved by the Federal Government, the approved human resources systems and manuals, and the workforce planning system.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concern…

Article (7) Human Resources Budget Within its general budget, each federal entity shall have an annual human resources budget that is commensurate with its approved organisational structure, in accordance with the manpower planning system and the relevant human and financial resources systems and manuals.

Article (8) Amendment of Financial Allocations The Chairman of the Federal Entity or his authorised representative may amend the financial allocations for the vacant jobs included in the approved human resources budget within the limits of the budget allocated for those jobs, and in accordance with the financial rules in force in the Government, provided that such amendment does not entail any additional financial burdens on the approved Federal Entity's budget or on the approved human resources appropriations in accordance with the approved financial systems in this regard.

Article (9) Employment Patterns and Types of Work 1. Recruitment in federal entities shall be made according to one of the following employment patterns: a. Full-time: Working for one federal entity for the full daily working hours throughout official working days. b. Part-time: Working for a federal entity for a specific number of working hours or days scheduled for work. c. Temporary work: Work for full daily working hours daily throughout working days, but within a temporary contract period, in order to carry out work of which nature requires a specific period or focuses on a specific work and ends upon its completion, provided that

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Article (10) General Controls for Contracting 1. The term of the contract according to any pattern of employment shall not exceed three (3) years, renewable based on the employee's job performance, except the temporary contract, which shall be less than one year, as determined by the Employer. 2. The job shall be occupied or the tasks agreed upon in the federal entities shall be carried out in accordance with one of the employment patterns and types of work stipulated in Article (9) of this Resolution, and in accordance with the human resources procedures and systems adopted in the Federal Government, including obtaining the necessary approvals from the competent authorities.

Article (11) Mechanism of Transforming Employment Pattern or Type of Work 1. The Employer may, based on what is required by its work interest and in accordance with the approved human resources procedures, change the pattern of employment, type of work or contracting mechanism during the validity period of the contract or upon its expiry, in accordance with the controls contained in this Resolution, and within the financial allocations approved in the Entity's budget. 2. The Employer may, at the request of the employee, change the pattern of employment or the type of work with him, provided that the request is commensurate with the work interest of

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Article (12) Financial Allocations The salary prescribed for the job and the associated benefits, allowances or wages for carrying out the agreed tasks shall vary according to the pattern of employment and the type of work with the employee, as follows: 1. Subject to the pattern of employment and type of work, the employee shall be entitled to the salary of the grade in which he is appointed in accordance with the Grade and Salary Scale approved by the Federal Entity or according to the special benefits or the benefits of the experts and consultants attached to this Resolution or the wage for performing the services and tasks agreed upon under the contract concluded with the employee in the…

Article (13) Full-Time Pattern 1. Appointment shall be made on a full-time basis in accordance with the following provisions: a. The existence of the financial allocation for appointment in the approved budget of the Employer. b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation and description system. c. The employment contract shall be concluded in accordance with the provisions of this Resolution. 2. The employee of this pattern shall receive the salary prescribed for the grade he occupies and the benefits prescribed therefor in accordance with the Grade and…

Article (14) Part-Time Pattern 1. Appointment in the part-time pattern shall be made in accordance with the following provisions: a. The existence of the financial allocation for appointment in the approved budget of the Employer. b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation and description system. c. The employment contract shall be concluded in accordance with the provisions of this Resolution. d. Working hours shall not be less than (8) hours and not more than (32) hours per week, and working days shall be not less than one working day and not more th…

Article (15) Temporary Work Pattern 1. Appointment based on a temporary work pattern shall be in accordance with the following provisions: a. The existence of the financial allocation for appointment in the approved budget of the Government Entity. b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 13 and description system. c. The employment contract shall be concluded in accordance with the provi…

Article (16) Flexible Working Pattern 1. Appointment in a flexible work pattern shall be made with variable times according to the conditions and requirements of work and according to what is agreed upon between the employee and the Employer, in accordance with the following provisions: a. The existence of the financial allocation for appointment in the approved budget of the Employer. b. The candidate for appointment must have one of the qualifications, expertise or skills in the field of work of the job in which he is appointed in accordance with the job evaluation and description system. c. The employment contract shall be concluded in accordance with the provisions of this Resolution. d.…

Article (17) Appointment According to the Benefits of Experts and Consultants The Chairman of the Federal Entity or his authorised representative may, in accordance with the matrix of powers and liabilities approved by the Federal Entity, appoint experts and consultants with the expertise and competence needed by the Federal Entity on a full-time, part-time or temporary basis, in accordance with the human resources procedures and systems adopted in the Federal Government and the following provisions: 1. The contracted person must have academic qualifications, specialised certificates and practical experience in the same field of the job which he is required to occupy and accomplish its tasks…

Article (18) Appointment According to Special Benefits The Chairman of the Federal Entity or his authorised representative may, in accordance with the matrix of powers and responsibilities adopted in the Federal Entity, appoint anyone with the expertise and competence needed by the Federal Entity, in accordance with the special benefits specified in Annex No. (6) attached to this Resolution, in any of the vacant senior positions (from the second grade to the special grade (A) or its equivalent), whether full-time, part-time, or temporary, in-house or remotely, in accordance with the following provisions: 1. The existence of the approved and prescribed financial allocations for the vacant pos…

Article (19) Student Employment and Training Manual The FAHR shall issue a manual that includes the terms, controls and conditions for the employment and training of students in Federal Entities.

Article (20) Priority in Appointment 1. The State's nationals shall have priority in appointment to any of the vacant jobs in Federal Entities, and non-nationals may be appointed in the absence of nationals who meet the conditions and requirements of the vacant job. 2. Discrimination on the basis of race, colour, sex, religion, national origin, social origin, or disability, that would impair equal opportunities or prejudice equality in obtaining or retaining a job and enjoying its rights, is prohibited, as well as discrimination in jobs with the same job tasks. The measures taken by the Federal Government to benefit from the capabilities of Emirati cadres and enhance their competitiveness in…

Article (21) General Provisions on Employment Subject to Article (10) of this Resolution, the employment contract shall be signed after the issuance of the appointment decision by the Competent Authority in accordance with the human resources procedures and systems adopted in the Federal Government and the fulfilment of the following: 1. The candidate must successfully pass all medical tests and examinations, and any other procedures decided by the Entity. 2. Submitting electronic copies of scientific certificates approved, certified and equated by the Competent Authority in the State and in accordance with the mechanisms approved by the Federal Government, along with electronic copies of pr…

Article (22) Search and Selection 1. Each federal entity shall seek to select and appoint the most qualified individuals to fill its vacant jobs, while abiding by the standards of excellence, efficiency, justice and objectivity during all stages of research and selection. 2. The Human Resources Department in the Federal Region shall search for the best suitable candidates for its vacant jobs, giving priority to filling vacant jobs for candidates from within the Federal Entity.

Article (23) Personal Interview 1. No appointment shall be made without an interview with the candidate for the job by the concerned department, and the candidate for the job from outside the State shall not be called for an interview, except after conducting a telephone or video interview with him. 2. The Federal Entity may conduct any tests or carry out any procedures to evaluate the candidate for the job in accordance with the systems and guidelines issued by the FAHR. 3. The most competent candidates for the job shall be selected in terms of fulfilling the

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Article (24) Attraction, Recruitment, and Employment Process The Human Resources Department in the Federal Entity is responsible for managing and coordinating the employment process to fill vacant jobs and providing technical help, advice and assistance to the requesting departments and sections with the aim of securing their needs of suitable candidates in accordance with the Human Resources Policies and Procedures Guideline and the systems adopted in the Federal Government.

Article (25) General Conditions for Appointment Without prejudice to any special conditions and requirements for occupying the job, and with the need for the candidate to submit supporting and evidentiary documents, the candidate for appointment in one of the public service jobs shall meet the following conditions: 1. He shall be of good conduct and behaviour. 2. His age shall not be less than the legal age approved for working in the State. 3. He must have scientific and practical qualifications, or the skills necessary to occupy the job. 4. He shall successfully pass all job-related tests and interviews.

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Article (26) Appointing Authority 1. Appointment in vacant jobs in Federal Entities shall be as follows: a. By a federal decree based on the approval of the Cabinet, for jobs at the rank of undersecretary, director general or the like. b. By a Cabinet resolution, for jobs at the rank of assistant undersecretary or executive director or the like. c. For the other jobs, the powers of appointment shall be in accordance with the Table of Powers and Liabilities approved by the Chairman of the Federal Entity. 2. The employment contracts for the job of undersecretary or director general and the job of assistant undersecretary or executive director or the like shall be approved by the Chairman of th…

Article (27) Appointment of Retired Military and Civilian Nationals in the Federal Government 1. A military or civilian retiree may be appointed to fill vacant jobs or carry out tasks in any of the Federal Entities in accordance with the legislation adopted in the State, based on any of the patterns of employment or types of work in the Government Entity, provided that the candidate for appointment is not a military and civilian retiree whose services were terminated in their previous employer by firing, dismissal or referral to retirement by a disciplinary decision or a final court judgment. 2. The retired military person who is appointed in the Federal Government shall be granted a lump su…

Article (28) Outsourcing The Federal entity may outsource some job tasks to outsourcing service providers in accordance with the controls contained in the Outsourcing Manual approved by the Cabinet.

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Article (29) Probationary Period 1. The first-time employee shall be subject to a probationary period of (6) six months, which may be extended for a similar period if the employee's performance is low, and the Cabinet may exempt or reduce that period for those appointed in the rank of undersecretary, director general or the like in Federal Entities. 2. It is permissible, by a decision issued by the competent appointing authority, to subject the employee transferred from an external entity (federal, local, semi-governmental or private sector) to the probationary period referred to in Clause (1) of this Article. 3. The employee's direct superior shall carry out a close follow-up to evaluate th…

Article (30) Code of Ethics and Professional Conduct Document of the Public Service Before commencing his duties, the employee shall review the Code of Ethics and Professional Conduct Document of the Public Service for Federal Government Employees, the Information Security System, the Regulation Organising the Use of Social Media, and any manuals, regulations or systems subsequently issued in this regard, and he shall sign a statement indicating that he has reviewed their content in accordance with the mechanisms determined by the Entity. Bonuses and Allowances

Article (31) Grade and Salary Scales 1. All grades and salaries of federal entities shall be approved by the Cabinet as follows: a. As for the scales of grades and salaries of federal entities that apply the general cadre scale, they shall be proposed by the FAHR in coordination with the Ministry of Finance and submitted to the Cabinet for approval. b. As for the scales of federal entities that have their own grade and salary scale, the concerned authority shall propose them and submit them to the Cabinet for approval, after reviewing them and obtaining the views of the FAHR and the Ministry of Finance on them. 2. The basis for adoption and review of all grade and salary scales shall be as f…

Article (32) Effect of Appointment 1. The job shall be determined for the employee upon appointment on the basis of the employee's set of skills and competences based on the results of the evaluation and tests conducted by the employer of the employee. 2. Upon his appointment, the employee shall be granted a starting salary linked to the job grade in which he is appointed, in accordance with the approved grade and salary scales, and the employee shall be entitled to his salary as of the date of his actual commencement of the job. 3. The competent appointing authority may grant the employee whose period of experience exceeds the period required to occupy the job (5%) of the basic salary of th…

Article (33) Minimum Salary for National Employees The Cabinet may issue a resolution specifying the minimum gross salary for national employees, which shall be reviewed whenever necessary.

Article (34) Updating Grade and Salary Scales A resolution shall be issued by the Cabinet to update the grade and salary scales as follows: 1. Based on a proposal from the FAHR in coordination with the Ministry of Finance regarding the general cadre scales. 2. Based on a proposal from the Federal Entity after the review of the FAHR and the Ministry of Finance regarding the entities that have their own grade and salary scales.

Article (35) Academic Qualification Bonus 1. A national employee shall be entitled to a monthly bonus for a master's degree or a doctoral degree and their equivalent according to the following: a. One thousand (1000) AED for master's degree.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 28 b. Two thousand (2000) AED for doctoral degree. 2. To be entitled to this bonus, the academic degree must correspond to the nature of the employee's work, without prejudice to the rights acquired prior to the entry into force of this Resolution. 3. Said allowance shall be granted to all th…

Article (36) Technical Bonus 1. National employees who occupy technical, specialised or vocational positions or who have distinguished technical skills shall be granted a technical bonus at the rates determined in the table stated in Annex (4) attached to this Resolution. 2. To grant this bonus, the following conditions must be met: a. The employee must have a university degree or its equivalent, a post-secondary diploma or its equivalent in the field of specialisation, or have a distinguished technical skill that qualifies him to occupy technical, specialised or vocational jobs. b. The employee must be practising a specialised, technical or vocational work in the entity in which he works, a…

Article (37) Categories Subject to Technical and Academic Qualification Bonus The academic qualification bonus and the technical bonus prescribed under Articles (35) and (36) of this Resolution shall be granted to national employees subject to the grade and salary scales approved by Cabinet Resolution No. (23) of 2012, and any subsequent amendments thereto.

Article (38) Mechanism for Adding New Jobs to Qualify for Technical Bonus 1. The FAHR's Federal Committee for the Evaluation and Description of Jobs shall be responsible for classifying and determining the jobs for which the technical bonus is paid in coordination with the Federal Entities. 2. The Federal Entity that deems it necessary to add new jobs to the ones that are entitled to a technical or vocational bonus shall submit a case study to the FAHR on the jobs proposed to be added to the jobs eligible for this bonus, including the following: a. A statement of the job description for each proposed job. b. Indicate the importance of the job compared to similar jobs and at the same level in…

Article (39) Retirement of Nationals 1. The National employee shall be registered in the retirement programs in force with the General Pension and Social Security Authority (GPSSA). 2. The monthly contributions of the insured employees shall be deducted by the employer for the purposes of transferring them to the GPSSA in accordance with the legislation in force in this regard.

Article (40) Periodic Bonus 1. The employee shall be granted a periodic bonus as a lump sum to be determined in the Grade and Salary Scales not exceeding (1,000) AED per month, to be added to his basic salary at the beginning of January of each year, based on the level of his annual performance evaluation in accordance with the Performance Management System, and according to the Federal Government's decision whether to grant it or not during the annual cycle. 2. Subject to the provisions of Clause (1) above, the periodic bonus shall be disbursed to the new employee on the first of January following the expiry of at least one year as of the date of his appointment.

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Article (41) Transfer The employee may be transferred from one federal entity to another federal entity or to a local entity without prejudice to his financial dues, unless he refuses to do so, or upon his request. He may also be transferred to the private sector upon his request, in accordance with the human resources procedures approved by the Federal Government, and in accordance with the following controls and provisions: 1. The transferred employee must meet the conditions for occupying the job to which he is transferred. 2. His service shall be deemed to be continuous subject to any effects thereof in accordance with the provisions of the Pensions and Social Security Law. 3. The transf…

Article (42) Power of Transfer The powers of transfer shall be as follows: 1. The position of undersecretary, director general or the like, by a decision issued by the Chairman of the Federal Entity based on the approval of the Cabinet in the event of transfer within the Federal Entity and by a federal decree in the event of transfer outside the Federal Entity. 2. The position of assistant undersecretary or executive director or the like, by a decision issued by the Chairman of the Federal Entity based on the approval of the Cabinet in the event of transfer within the Federal Entity, and a Cabinet resolution in the event of transfer outside the Federal Entity 3. Other jobs, by a decision iss…

Article (43) Secondment By virtue of a decision issued by the Chairman of the Federal Entity or his authorised representative, the employee may be seconded within the Federal Entity or to another federal entity in accordance with the human resources procedures and approved approvals to carry out the duties of a vacant job or replace its absent incumbent in accordance with the following conditions: 1. The employee may not be seconded to more than one job in addition to his original job. 2. The secondment shall be in addition to or without his original duties. 3. It is not permissible to second to a job of a grade that is three grades higher than the current grade of the employee. 4. The secon…

Article (44) Secondment Allowance The employee shall be granted a secondment allowance from the entity to which he is seconded as of the date of assuming the duties of secondment at the rate of (25%) of the starting basic salary of the grade to which he is seconded, provided that: 1. The secondment must be in addition to his original job duties. 2. The period of secondment shall exceed (2) months.

Article (45) End of Secondment Upon the expiry of the secondment period, the employee may be transferred or promoted to the job to which he has been seconded, in accordance with the provisions of the transfer and the provisions of promotion stipulated in this Resolution.

Article (46) Loan 1. By virtue of a decision issued by the Chairman of the Entity or his authorised representative, the employee may be loaned to any federal or local entity, to companies owned by the Federal Government or to the private sector for a period not exceeding one year, after which the employee shall be returned to his employer or transferred to the borrowing entity. 2. By virtue of a Cabinet resolution, the employee may be loaned to any of the Arab, foreign or regional entities and organisations for a period not exceeding one year, which may be extended to similar periods by a Cabinet resolution, in accordance with the following provisions and controls: a. Approval of the compete…

Article (47) Borrowing By virtue of a decision of the chairman of the entity or his authorised representative, any of the employees of federal entities, local, Arab or foreign governments, Arab, foreign or regional entities and organisations, or the private sector may be borrowed to work for them in accordance with the periods specified in the borrowing decision, and they may be extended for similar periods. In all cases, the following conditions are required: 1. Approval of the lending and borrowing entities. 2. The borrowing decision shall specify the entity that incurs the salaries and entitlements of the borrowed employee, including any differences in the contribution premiums to the ret…

Article (48) Extension of Loan and Borrowing Notwithstanding the provisions of Article (46) and Article (47) of this Resolution, the period of loan and borrowing between federal entities and any other entity shall not exceed one year, after which the employee shall either be returned to a currency entity or transferred to the entity to which he is loaned, and the period shall not be extended except after obtaining the approval of the Cabinet.

Article (49) End of Loan and Borrowing 1. The loan or borrowing shall end in the following cases: a. The expiry of the loan or borrowing period or the expiry of the extension period. b. Upon a written request from the loaned or borrowed employee, and the approval of the lending and borrowing entities. c. Upon the request of the lending entity or the borrowing entity. 2. The loaned employee must return to the lending entity within (5) five working days as of the date of expiry of the loan if it is inside the State, and within one month if the loan is outside the State, unless otherwise agreed upon between him and his original employer. 3. The party wishing to terminate the loan or borrowing m…

Article (50) Performance Management System The employee's performance shall be evaluated in accordance with the provisions of the Performance Management System issued by the Cabinet upon the FAHR's proposal.

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Article (51) Measuring Productivity The FAHR shall issue a guideline to measure the productivity and efficiency of federal government employees to support entities in promoting and achieving their goals, in accordance with standards, mechanisms and digital solutions that support productivity measurement.

Article (52) Rewards and Incentives Rewards and incentives shall be granted to the employee in accordance with the provisions of the Rewards and Incentives System issued by the Cabinet upon the proposal of the FAHR and in coordination with the Ministry of Finance. Promotions

Article (53) Types of Promotions Employees may be promoted according to the following types of promotions: 1. Functional promotion. 2. Financial promotion. 3. Exceptional (functional or financial) promotion. 4. Fast track for promising government talents.

Article (54) Functional Promotions The functional promotion shall be carried out in accordance with the human resources procedures and digital approvals approved by the Federal Government, and according to the following:

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 39 1. Promotion to a vacant position according to the following conditions: a. The promotion must be for the next direct grade. b. Achieving the performance levels required for promotion according to the Performance Management System. 2. Promotion to a vacant new position due to restructuring or to redistributing…

Article (55) Financial Promotions Upon the approval of the Chairman of the Federal Entity or his authorised representative, the employee may be granted a financial promotion at his current job grade, at a maximum rate not exceeding (10%) of the basic salary. The employee may be promoted at lower rates, provided that the employee achieves the performance levels required for promotion in accordance with the Performance Management System.

Article (56) Exceptional Promotions Upon the approval of the Chairman of the Federal Entity or his authorised representative, the employee may be promoted as an exception, in accordance with the Performance Management System and as follows: 1. Exceptional functional promotion: A distinguished employee may receive an exceptional

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 40 functional promotion by no more than two grades to a vacant position, provided that the employee is granted the starting salary of the grade to which he is promoted, or a financial increase of (20%) of…

Article (57) Fast Track for Promising Government Talents 1. Notwithstanding the provisions of this Resolution, it is permissible, by virtue of a decision issued by the Chairman of the Federal Entity, if the interest of work so requires, to promote the talented employee with high efficiency and outstanding achievement, who is considered one of the most promising leaders or competencies in the government, according to the Fast Track for Government Talents, to three job grades, provided fulfilling that the following: a. Achieving a performance level for the last two years at level (5) or its equivalent, according to the approved Performance System. b. The talents, efficiencies and skills enjoye…

Article (58) General Provisions on Promotions Promotion controls shall be as follows: 1. The existence of the financial allocation for any type of promotion. 2. The existence of a vacant job for functional promotion, exceptional promotion, or the Fast Track for Promising Government Talents. 3. The issuance of the promotion decision by the competent appointing authority, except for the financial or exceptional financial promotion of the undersecretary, the director general, the assistant undersecretary, the executive director or the like in the Federal Entity, which shall be by virtue of a decision to be issued by the Chairman of the Federal Entity after coordination with the concerned author…

Article (59) Adjustment of Employees' Statuses The statuses of employees holding university qualifications or vocational or specialised certificates in the Federal Government shall be adjusted in accordance with the provisions of the Cabinet resolution to be issued in this regard upon the proposal of the FAHR.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 43 Training & Development

Article (60) General Policy 1. Federal entities are committed to maintaining trained and qualified human resources, as well as training their employees and developing their functional knowledge, skills and capabilities in accordance with the Training and Development System issued by the Cabinet upon the FAHR's proposal. 2. When developing a training plan, the priority shall be given to employees of Federal Entities for digital and self-learning and development programs in order to enhance their skills through e-learning platforms adopted in the Federal Government in accordance with the mechanisms, controls and procedures adopted in this regard. 3. The aim of training and development shall be…

Article (61) Training Plans Federal entities shall develop and implement annual plans for the training and qualification of employees at all levels of employment in light of the results of performance evaluation, and whenever the need arises.

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Article (62) Scholarships 1. Federal Entities may provide scholarships to the following categories: a. Graduates of high school nationals to study professional or technical specialties. b. Some of its national employees to complete their undergraduate or postgraduate studies or to obtain accredited vocational certificates according to their functional and professional needs. 2. The Cabinet shall, upon the FAHR's proposal, issue a system of scholarships for employees and attracting students to complete their studies to obtain university or vocational certificates.

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

Article (64) Authority Competent with Issuing the Decision to Delegate to Training Courses and Programs 1. Employees are authorised to enrol in training courses and programs with financial impact by virtue of a decision issued in accordance with the Table of Powers and Liabilities approved by the Entity, whether the training is in person or electronically; and this includes all types of training, including obtaining vocational or specialised certificates or to enhance skills in line with the requirements of government work.

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Article (65) Nomination to Attend Training Courses and Programs 1. Employees may be delegated to training courses and programs outside or inside the State within the limits of the financial allocations approved for them. 2. When nominating some of their employees to attend training courses and programs, Federal Entities shall abide by the following: a. Commitment to the dates set for training courses and programs that are accurately determined by the training bodies abroad. b. Ensuring the existence of financial allocations in the budget of the Federal Entity to calculate the expenses resulting from the delegation. 3. The training course or program shall have a direct connection to the work…

Article (66) Fees for Digital Courses and Training Programs In the event of approving that the employee is enrolled in a digital training program, the Federal Entity shall incur the fees for the course /the digital training program, and the fees for obtaining vocational and specialised certificates only, and in which case, the employee shall not be entitled

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 46 to any allowances or other expenses granted to the employee who is personally delegated inside or outside the State to attend training programs and courses.

Article (67) Duties of the Trainee in Training Courses and Programs The delegate or participant in the training course or program shall comply with the following: 1. Attending the course or training program on a regular basis according to the approved schedules. 2. Preserving the reputation of the State. 3. The trainee shall achieve the results set by the employer to measure the impact of the training. 4. Abiding by the approved training and development system.

Article (68) Termination of Employee Participation in Training Course 1. In accordance with the Table of Powers and Liabilities, the participation of the delegated employee in the training course or training program may be terminated if his circumstances, work need or public interest so require. 2. In the event that the delegate violates the obligations stipulated in this Resolution, the course shall be terminated and the delegate shall be obligated to refund all the financial allocations disbursed thereto and he shall be subjected to appropriate disciplinary sanctions. Official and Training Missions

Article (69) Authority Competent With Delegation to Official Missions 1. Delegation to official mission inside or outside the Sate shall be by virtue of a decision issued by the authority determined by the Table of Powers and Liabilities. The Chairman

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 47 of the Federal Entity may also delegate non-government employees who are related to or competent with the objectives of the mission to official missions outside the State or include them in official delegations. The delegate shall be treated according to the category determined b…

Article (70) Duration of Delegation to Official Missions 1. The duration of the “outside the State” delegation shall be determined by the duration and nature of the official mission in addition to the period of round-trip travel, provided that the period does not exceed one day before or after the mission if the duration of the delegation trip exceeds (10) hours. 2. The duration of the “inside the State” delegation shall be determined by the actual days of the official mission.

Article (71) Duties of the Delegate in Official Mission The delegate shall: 1. Observe ethical conduct standards in all his acts, in a manner that reflects the civilised image of the State. 2. Dedicate his time to the purpose for which he is delegated, and must be of a good conduct maintaining the reputation of the State and respecting the traditions of the country to which he is delegated. 3. Notify his employer of any obstacles that he may encounter during the period of delegation

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 48 through official channels. 4. Submit, upon h…

Article (72) Allocations for Delegation to Training Programs and Official Missions 1. In addition to his gross monthly salary, the employee delegated to an official mission, training course or program to obtain vocational or specialised certificates “outside the State” shall be granted a delegation allowance for each day spent on the mission or course/ program, and said allowance shall include accommodation, food, petty cash and transportation expenses, as shown in Table (A) contained in Annex No. (2) attached to this Resolution. 2. The employee delegated to an official or training mission “outside the State” shall be regarded as fully entertained if the entity to which he is delegated provi…

Article (73) Travel Tickets for Training Programs or Official Missions 1. The travel class for the employee delegated to an official or training mission outside the State shall be as shown in Table (B) contained in Annex No. (2) attached to this Resolution.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 49 2. The employee shall be entitled to a ticket from the workplace in the State to the country to which he is delegated and vice versa. 3. Notwithstanding the provisions of this Resolution, the travel class for the employee entitled to an economy class shall be amended to bus…

Article (74) Medical Treatment of a Delegate to Official or Training Mission The employee delegated to an official mission, course or training program outside the State is entitled to the expenses of medical treatment during the delegation period, to be paid by virtue of receipts certified by the State's Embassy, one of its competent offices, or the responsible health authorities in the country of delegation, as the case may be, provided that these expenses are paid from the approved budget of the Federal Entity.

Article (75) Other Expenses 1. The Government shall incur the expenses of transporting governmental baggage and official papers required for the official mission. 2. The employer of the employee delegated to an official or training mission shall be responsible for obtaining the required visas and the fees for their issuance from the concerned authorities, while the employee shall be responsible for ensuring that his passport and all other official documents are in good order and valid.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 50 Leaves and Types Thereof

Article (76) Leaves 1. Vacations shall be classified as follows: a. Annual leave. b. Maternity leave. c. Parental leave. d. Sick leave. e. Mourning leave. f. Study leave. g. National and reserve service leave. h. Leave without pay. i. Iddah leave. j. Hajj leave. k. Patient accompanying leave outside the country. l. Patient accompanying leave within the country. m. Sabbatical leave to represent the State. n. Sabbatical leave for self-employment. 2. An employee may not be absent from his work, except within the limits of his approved leave periods, or with an acceptable excuse accepted by the Entity in accordance with the provisions of the Human Resources Law or this Resolution, and the regula…

Article (77) Annual Leaves 1. The full-time employee shall be entitled to annual leave with full pay as follows: a. Thirty (30) working days for incumbents of jobs in the special grade (B) and above, and the like. b. Twenty-two (22) working days for other jobs. 2. The Chairman of the Federal Entity may recall the employee from his authorised annual leave to return to work before the expiry of its duration, if the interest of work so requires, provided that the remaining days of leave are rolled over for him in accordance with the approved procedures, or he is allowed to exhaust them before the end of the year. 3. The employee may take the annual leave consecutively or divided into different…

Article (78) Provisions of Annual Leave 1. The employee shall exhaust his annual leave during the year for which he is entitled thereto, and if he is unable to take the full balance due for that year due to the urgent requirements and conditions of work, he must then exhaust a period not less than half of the period of annual leave he is entitled to. 2. The employee may carry forward half of the unexhausted balance of the annual leave entitled to his job grade to the following year, and in which case he shall not benefit from the additional days thereof. 3. As an exception from the provisions of Clause (2) of this Article, the employee who joins the national and reserve service may exhaust t…

Article (79) Annual Leave for Educational Cadres The dates of annual leaves for workers in public schools and centres for the disabled persons shall be determined in accordance with what is set by the Ministry of Education, the Emirates Schools

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 53 Establishment, the Ministry of Community Development, universities and higher education institutions, each within the limits of its competence; and other sectors may be added in accordance with this Article, by virtue of a Cabinet resolution.

Article (80) Reasons for Not Being Entitled to Annual Leave The employee shall not be entitled to annual leave for the following periods: 1. The duration of a study or scholarship leave. 2. The duration of the employee's absence from work (without pay). 3. The period of imprisonment of the employee in execution of a court judgment issued against him, in cases where the termination of service is not legally determined. 4. The employee's service period during the probationary period if his service ends during this period for any reason.

Article (81) Maternity Leave 1. A full-time female employee shall be entitled to maternity leave with a gross salary of ninety (90) days. 2. The female employee shall be entitled to the maternity leave stated in Clause (1) of this Article, if the delivery takes place after six (6) months or more of pregnancy, whether the foetus is stillborn or born alive and then dies. 3. The female employee's obtaining maternity leave or absence referred to in this Article shall not prejudice her entitlement to other leaves. 4. The service of the female employee may not be terminated and she may not be warned of the same due to pregnancy, maternity leave, or absence from work in accordance with the provisio…

Article (82) Parental Leave The employee shall be entitled to parental leave with a gross salary of five (5) working days for the employee (father or mother) for whom has a child is born, to be taken consecutively or intermittently within a period of six (6) months as of the date of the child's birth.

Article (83) Sick Leave 1. The employee shall be granted a sick leave if his health condition prevents him from carrying out his work or to ward off any health risks for himself and others based on a medical report from an accredited medical authority. 2. The employee must inform his direct superior in accordance with the human resources procedures approved in the Federal Government about the leave sick immediately after being granted the leave, unless there is an excuse that prevents him from doing so. 3. The maximum sick leave shall be calculated in one incident or during the year according to

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Article (84) Mourning Leave 1. The employee shall be granted mourning leave with full pay as follows: a. For a period of five (5) days in the event of the death of any of his first-degree relatives (father, mother, son, daughter, wife). b. For a period of three (3) days in the event of the death of any of his second-degree relatives (grandparent, brothers, sisters, grandchildren). 2. The mourning leave shall start as of the date of death. 3. The mourning leave may be combined with annual leave and leave without pay. 4. One of the spouses' relatives is considered to be the same degree of kinship for the other spouse. 5. If the death happens to occur during the weekends, public holidays or dur…

Article (85) Study Leave and Examination Leave 1. Without prejudice to the provisions of Article (62) of this Resolution, the Federal Entity may, upon the approval of its Chairman or his authorised representative, sponsor some of its national employees by granting them a paid study leave on a full-time or part-time basis, including costs, tuition fees or only the salary, for the purpose of obtaining a qualification higher than a high school certificate from educational institutions approved by the Ministry of Education, provided that the qualification is in line with the needs of the Federal Entity. 2. The academic qualification or vocational or specialised certificates must be in line with…

Article (86) Provisions and Controls for Granting Study Leave A national employee may be granted a study leave in accordance with the following provisions and controls: 1. He must have academic acceptance from one of the institutes or colleges recognised by the Ministry of Education, indicating the type of study, specialisation and duration of study. 2. The employee's service period in the Federal Entity shall not be less than one year, with the exception of medical staff. 3. The employee must have a performance evaluation at level (3) and above or its equivalent. 4. The academic qualification or professional certificate required to be obtained must be consistent with his career path and com…

Article (87) Extension of Study Leave Subject to Clause (1/E) of Article (89) of this Resolution: 1. The Chairman of the Federal Entity or his authorised representative may extend the

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 59 employee's study leave if there are urgent circumstances entailing the same, provided that the extension request is based on academic justifications or requirements related to the academic authority. 2. The Chairman of the Federal Entity or his authorised representative may grant an employee who is still on study leave to obtain an academic quali…

Article (88) Obligations of the Delegate on Study Leave The employee delegated on a study leave inside or outside the State shall abide by the following: 1. Attending the study regularly according to the approved schedules. 2. Completion of the study within the prescribed and authorised period. 3. Obtaining the academic qualification for which he is delegated. 4. Not to change the specialisation for which he is delegated, or to transfer his study to another country, university, college or institute without the prior approval of the Chairman of the Federal Entity or his authorised representative. 5. He shall serve the entity that delegated him for a period equal to the duration of the study l…

Article (89) Termination of Study Leave 1. The Chairman of the Federal Entity or his authorised representative may terminate the employee's study leave in any of the following cases: a. Discontinuing the study without an acceptable excuse based on the study reports received on the delegate from the State's embassy, cultural attachés or diplomatic missions. b. Changing the scientific specialisation for which he is delegated, the academic entity he is enrolled in, or the approved country of study without obtaining the prior approval of the Chairman of the Federal Entity or his authorised representative. c. Committing any disgraceful act or behaviour or engaging in any act that may harm the int…

Article (90) Refund of Tuition Fees and Expenses Except for what is stated in Clauses (2 and 3) of Article (89) of this Resolution, the employee shall refund all fees, expenses, financial allocations and salaries disbursed thereto throughout the period of his study in the event of termination of the study leave, unless he is fully or partially exempted in accordance with the legislation in force in this regard.

Article (91) Undergoing Semester and Annual Examinations 1. The Chairman of the Federal Entity or his authorised representative may grant the national employee registered in any of the self-learning or continuous distance learning programs (inside or outside the State), the national employee who joins regular evening study inside the State in one of the recognised colleges, institutes or schools, or the employee enrolled in a program to obtain vocational or specialised certificates and develop skills, a leave with full pay to undergo the semester and annual examinations for those academic programs and discuss postgraduate theses, provided that the duration of such leave is determined based o…

Article (92) National and Reserve Service Leave The national employee shall be entitled to paid leave to perform national and reserve service in accordance with the legislation in force in the State.

Article (93) Leave Without Pay 1. The Chairman of the Federal Entity or his authorised representative may grant the employee a leave without pay for a period not exceeding thirty (30) days per year, provided that the employee has serious reasons that require granting him such leave. 2. To grant a leave without pay, the following conditions must be met: a. The employee shall not have a balance of annual leave. b. The granting of the leave shall not affect the progress and regularity of work in light of the requirements and interest of work. c. Any other conditions determined by the Federal Entity. 3. Weekends and public holidays coinciding with unpaid leave shall be considered as part of it.…

Article (94) Iddah Leave 1. A Muslim female employee whose husband dies shall be granted an Iddah leave with full pay for a period of four (4) months and ten (10) days as of the date of death. 2. The female employee shall inform her direct superior of the death of her husband in accordance with the human resources procedures approved by the Federal Government, and attach the death certificate duly approved and authenticated by the official authorities, whether inside or outside the State, according to the place of death. 3. Accrual of entitlements such as end-of-service gratuity, pension contributions and annual leave shall continue as usual during the approved Iddah leave.

Article (95) Hajj Leave 1. The Muslim employee shall be granted a leave for a period of fifteen (15) days with full pay to perform Hajj only once during the period of his service. 2. The employee may combine the Hajj leave with the annual leave. 3. The Hajj leave may not be granted until after successfully completing the probationary period, and the employee shall, upon his return, provide the necessary proof to perform Hajj. 4. The Hajj leave not obtained by the employee is not considered an acquired right for him, and therefore is not included in the calculation of the annual leave balance upon the employee's end of service.

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Article (96) Patient Accompanying Leave Outside the State 1. The Chairman of the Federal Entity or his authorised representative may grant the national employee an exceptional leave for a period of one month with full pay in order to accompany a patient relative (spouse, parent, son, daughter, sibling) for treatment outside the State based on a recommendation from an official medical authority in the State. 2. The Chairman of the Federal Entity may, upon a recommendation from the State's embassy in the country of treatment or the medical committee formed at the Ministry of Health and Prevention, extend said leave for a maximum of two (2) months with full pay. 3. Any extension of such leave e…

Article (97) Patient Accompanying Leave Inside the State 1. The Chairman of the Federal Entity or his authorised representative may grant the national employee an exceptional leave for a period of one month based on the recommendation of a medical authority, in order to accompany his other spouse or any of his children or one of his parents in the event of receiving treatment inside the State and if the patient's condition requires his stay in the hospital, provided that it is calculated according to the following: a. First fifteen (15) days, with full pay. b. The following fifteen (15) days shall be deducted from the balance of the employee's annual leave if he has a balance, and if he does…

Article (98) General Provisions on Leaves 1. Leaves due to the employee shall be granted within the limits of the periods authorised by the Competent Authority. 2. The employee's service period shall be considered continuous while he enjoys any of the prescribed and authorised leaves. 3. The employee shall commence his work on time after the end of the authorised leave, otherwise he shall be deemed to be absent from work. 4. The employee shall not be entitled to any of the prescribed leaves for the periods of his unauthorised absence from work. 5. The Competent Authority may allow an employee to take more than one type of leaves consecutively in accordance with the provisions of the Human Re…

Article (99) Sabbatical Leave to Represent the State 1. The Chairman of the Federal Entity or his authorised representative may grant the national employee an exceptional sabbatical leave with full pay, in order to carry out any work or tasks related to representing the State in national teams, sports or cultural activities, or for any other similar reasons that are not directly related to the work of the Federal Entity for which the employee works, at the request of the official authorities concerned with those fields for a period of one month, which may be extended for similar periods not exceeding six (6) months, if the activity is included in the pre-scheduled plans and schedules in the…

Article (100) Sabbatical Leave for Self-Employment The national employee may be granted a sabbatical leave for self-employment in accordance with the mechanisms and conditions determined by the Cabinet in this regard. Employment Violations

Article (101) Personal Conduct and Violations 1. The employee shall demonstrate appropriate attitude and behaviour in line with the standards of conduct adopted for public service, in accordance with the Code of Ethics and Professional Conduct Document for Public Service, the Information Security Regulation in the Federal Government, the Regulation Organising the Use of Social Media by Federal Entities Employees issued by the Cabinet, and any regulation/ system issued subsequently in this regard; and he shall adhere to the laws in force in the State. 2. Any employee who violates the job duties in accordance with the provisions of the Human Resources Law or breaches the requirements of his jo…

Article (102) Employment Disputes In order to reduce employment problems and disputes that occur in the work environment, the Federal Entity is committed to maintaining effective and fair communication relationships with its employees, by adopting immediate procedures to resolve such problems and disputes without prejudice to the employee's right to file grievances that must be settled through the internal procedures of the Federal Entity in a transparent and fair manner, while giving the employee sufficient opportunity to defend his point of view. General Principles

Article (103) Management of Violations The Human Resources Department in the Federal Entity shall be responsible for imposing the appropriate sanction from the sanctions stipulated in Article (107) of this Resolution on any employee who commits an administrative or behavioural violation, including violations related to official working hours, save the sanction of dismissal from service. It may recommend the Chairman of the Entity or his authorised representative to temporarily suspend the employee from work and seek the assistance of experts in technical matters or form teams of specialists from within the Entity to investigate the violation of a technical nature, where necessary.

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Article (104) Criteria for Gravity of Violations The Human Resources Department in the Federal Entity shall take into account the degree of gravity of the violation when imposing the sanction in accordance with the following guiding criteria: 1. The extent of breach of confidentiality of data and information related to the employer. 2. The financial impact of the violation. 3. The impact of the violation on the reputation of the Federal Entity and its employees as a result of committing the violation. 4. The violating employee's abuse of his power. 5. The rate of the employee's repetition of violations of all types. 6. The existence of a criminal or moral aspect in the violation committed. 7…

Article (105) Procedures for Notifying the Human Resources Department of the Violation 1. The Human Resources Department in the Federal Entity shall be notified of the employee's commission of the violation in accordance with the human resources procedures followed in the Federal Government and its approved digital systems by the employee's superiors, explaining the violation attributed to the employee and the evidence and presumptions related thereto. 2. The Human Resources Department in the Federal Entity shall notify the violating employee of the type of violation attributed thereto and summon him for investigation within a period not exceeding three (3) working days, and in the event tha…

Article (106) Procedure for Considering the Violation 1. The Human Resources Department in the Federal Entity shall consider the violation committed by the employee and then decide the following: a. Dismissal of the request because there is no violation. b. Dismissal of the request for not establishing the attribution of the violation to the employee. c. Dismissal of the request for lack of importance, in the event that what was attributed to the employee does not deserve imposing a sanction. d. Dismissal of the request for insufficient evidence. e. Establishing the employee's liability and sanctioning him with one of the appropriate administrative sanctions stipulated in this Resolution, wi…

Article (107) Administrative Sanctions 1. The sanctions for violations that may be imposed on the employee by his employer shall be as follows: a. Written caution. b. Written warning. c. Deduction from the basic salary an amount not exceeding ten (10) days' wage for each violation and not exceeding sixty (60) days' wage per year. d. Suspension from work without pay for a period not less than one month and not

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 73 exceeding three (3) months. e. Dismissal from service while preserving the employee's right to the pension or end-of- s…

Article (108) Grievance Committee A committee called the “Grievance Committee” shall be formed by virtue of a decision issued by the Chairman of the Federal Entity, to consider the grievances of employees against the sanctions imposed thereon by the employer or any other procedures or decisions taken against them; to be headed by one of the senior management employees in the Federal Entity, provided that his grade is not less than the special grade or its equivalent in Federal Entities, in addition to a number of members, provided that they include a representative of the Legal Affairs Department in the Federal Entity.

Article (109) Competences of the Grievance Committee The Grievance Committee shall be competent to consider grievances submitted thereto by employees against administrative sanctions or procedures or any form of grievance by reviewing the investigation file and hearing whomever it deems appropriate to give testimony on the incident under investigation. It may also refer the matter to the Human Resources Department in the Federal Entity to complete any aspects or deficiency in the investigation and return it to it and complete the examination of the grievance and issue its decision thereon as follows: 1. Rejecting the grievance in form.

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Article (110) Grievance Mechanism 1. The employee may submit a grievance to the Grievance Committee in accordance with the human resources procedures and digital systems adopted in the Federal Government against the sanctions that the Human Resources Department in the Federal Entity to has decided to impose on him, or any other administrative decisions or procedures issued against him, within a period not exceeding five (5) working days as of the date of informing the employee of the decision, excluding performance evaluation grievances, which are governed by the provisions of the Performance Management System. 2. The employee shall file a grievance against the decisions issued against hum b…

Article (111) Grievance Procedures 1. The Grievance Committee shall receive the grievance request in accordance with the human resources procedures followed by the Federal Government and its approved digital systems. 2. The Committee shall review all the papers related to the violation or the subject of the grievance and request any clarifications related to the violation from the organisational unit to which the employee belongs. 3. The Grievance Committee shall hear the testimony of witnesses, if any, and discuss their

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 75 state…

Article (112) Grievance Committee Decisions 1. The decisions of the Grievance Committee shall be final in the grievances submitted thereto regarding the imposition of written Caution and notice sanctions, and the employee may object to the rest of the sanctions imposed thereon before the Committee for Considering Objections in accordance with the provisions of this Resolution. 2. The Federal Entity shall abide by the decision of the Grievance Committee and may not object to it. 3. The Grievance Committee shall issue its decision not to accept the grievance if the person filing it has no interest therein or if it is not submitted in accordance with the periods and procedures specified in this…

Article (113) Cancellation of Legal Effect The legal effect of sanctions shall be cancelled upon the expiry of the following time periods: 1. Three (3) months in case of a written caution. 2. Six (6) months in case of a written notice. 3. One year in the case of other sanctions. In all cases, the period shall be calculated as of the date of imposing the sanction, and the cancellation of the sanction shall result in deeming it as if it never existed in terms of legal effect, and the aforementioned sanction shall not be cancelled before the expiry of these periods. The Human Resources Department in the Federal Entity shall follow the human resources procedures

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Article (114) Complaining About Work Environment The employee may file any complaint related to the work environment to the Human Resources Department in the Federal Entity, and this department shall review and study the complaints submitted thereto and submit recommendations and proposed solutions thereon to the employer's senior management and follow up on them until they are resolved. In all cases, the employee may not object to working hours, job grade, salary or bonuses.

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

Article (116) Continuation of Administrative Procedures Related to Violation The resignation of the employee shall not prevent the continuation of the administrative procedures related to the violation committed thereby, provided that the payment of any financial entitlements to the employee is suspended by the employer until the completion of the investigation procedures and the issuance of a final decision that he is not held liable.

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Article (117) Dropping the Employment Violation 1. The employment violation shall be dropped upon the death of the employee or the lapse of two (2) years as of the date of committing it, and this period shall be interrupted in the second case by taking any of the investigation procedures thereon by the employer or by the competent judicial authorities, and a new period shall apply as of the date of the last procedure taken on the violation. 2. If multiple employees are accused of committing the same violation, the interruption of the period for one of them shall result in the interruption of the period for the others, even if no procedures that interrupt the period have been taken against th…

Article (118) Referral to the Judiciary for Criminal Offence If an employee is referred to the judiciary for committing a criminal offence, the Chairman of the Federal Entity or his authorised representative may suspend the employee from work and suspend the payment of his salary until a final court judgment is issued on the crime attributed thereto.

Article (119) Termination of Service Due to Honour and Honesty Offences The services of an employee shall be terminated if he is convicted of any felony or misdemeanour involving breach of honour, honesty or morals, or if he is convicted of any felony or other misdemeanour and sentenced to any imprisonment penalty for a period exceeding three (3) months.

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Article (120) Dealing With Employee After Investigation or Conviction 1. The employee shall be returned to his job and paid the suspended salary in the event that the investigation with him is closed or a decision is issued that there is no reason to institute a criminal case against him or to acquit him of the charge against him, provided that this does not prevent him from being held administratively accountable and subjected to appropriate administrative sanctions. 2. The employee shall be returned to his job without payment of the suspended salary if he is convicted of any misdemeanour that does not breach honour and honesty and is sentenced to imprisonment for a period not exceeding thr…

Article (121) Preventive Detention An employee who is held in preventive detention for a crime not arising from or because of the job, unless it is related to a crime breaching honour, honesty or morals, shall be treated as an employee who has been absent from work, provided that the period of absence shall be deducted from the balance of his leaves, and if it is not sufficient, such period shall be considered as a leave without pay.

Article (122) Imprisonment Pursuant to a Court Judgment Every employee who is imprisoned in execution of a court judgment in a civil case shall be suspended from work and deprived of his gross salary for the duration of his imprisonment, and the Chairman of the Federal Entity may terminate his services if the period of imprisonment sentenced exceeds three (3) months.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 79

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

Article (124) Violations of Loaned Employee The imposition of sanctions for violations committed by the loaned employee shall be within the competence of the entity to which he was loaned in accordance with the administrative procedures and sanctions in force therein, provided that his original employer is informed of the violation committed thereby and the administrative sanctions imposed thereon.

Article (125) Objection to Grievance Committee's Decision The employee may object in writing to the decision of the Grievance Committee issued to impose any sanctions other than written caution and notice, by way of submitting an objection in accordance with the human resources mechanisms and digital systems adopted in the Federal Government, to the Committee for Considering Objections formed in the FAHR in accordance with Article (128) of this Resolution, within a period not exceeding five (5) working days as of the date of being informed of the decision; otherwise, the decision of the Grievance Committee shall be considered final.

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Article (126) Employment Rights of Objector The employee's right to object to the decision of the Grievance Committee shall not prejudice his other employment rights enjoyed under the legislation in force.

Article (127) Objections The employee's objection must include the following data: 1. The employee's name, workplace, job and address. 2. A statement of the procedures and decisions issued against him. 3. The decision issued by the Grievance Committee regarding what has been attributed to him and the date of issuing it and informing him thereof. 4. The subject matter of the objection and the reasons on which it is based, accompanied by the documents he deems important to submit.

Article (128) Committee for Considering Objections A committee shall be formed in the FAHR by virtue of a decision issued by its Chairman, called the “Committee for Considering Objections”, which shall be competent to consider objections to the decisions issued by the Grievance Committee regarding the sanctions imposed on employees other than the sanctions of written caution and notice, or any procedures or decisions issued against them. The Committee shall have a rapporteur chosen by the Chairman from other than its members without having a vote

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Article (129) Mechanism of Work of the Committee for Considering Objections The Committee shall receive the objection submitted by the employee in the light of the decision issued by the Grievance Committee or any sanctions or procedures issued against him, and the mechanism of work thereon shall be as follows: 1. Considering the objection submitted by the employee in light of the decision of the Grievance Committee, if any, and all the documents attached thereto within three (3) weeks as of the date of receipt of the request, and if the Committee does not receive a response from the employer of the objecting employee within ten (10) working days as of addressing it, the Committee can take i…

Article (130) Procedures of the Committee for Considering Objections 1. The Committee for Considering Objections shall issue its decision on the subject of the objection submitted by the employee by the majority of its members, and in the event of

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 82 parity, the Chairman shall have the casting vote. The Committee for Considering Objections shall issue its decision as follows: a. Rejecting the objection in form. b. Accepting the objection in form and rejecting it in subject matter. c. Accepting the objection in form and reduce or…

Article (131) Notifying the Employee of the Committee for Considering Objections' Decision The employee shall be notified of the Committee's decision with a statement of its reasons, within three (3) working days as of the date of its issuance, and his employer shall be informed of the same.

Article (132) Attending the Meeting of the Committee for Considering Objections An employee who resorts to the Committee for Considering Objections in Federal Entities may submit a request to the employer to obtain a leave or break to attend the various sessions of the Committee.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 83 Corporate Culture

Article (133) Code of Ethics and Professional Conduct Document of the Public Service 1. All employees of Federal Entities must read the Code of Ethics and Professional Conduct Document of the Public Service, the Information Security System in Federal Entities, the Regulation of the Use of Social Media by Employees of Federal Entities, and any manuals or regulations subsequently issue, and they shall pass any relevant training in accordance with the human resources procedures in the Federal Government and its digital systems. 2. The Human Resources Department in the Federal Entity shall work to provide a way for the employee who cannot be trained so that he can understand it by any means and…

Article (134) Customer Service Federal entities must serve customers in accordance with the best standards and procedures and in an effective professional manner that meets their aspirations by establishing distinguished relationships with them, and in order to achieve this, the employee must: 1. Not engage in any promotional activity related to customers, and must be completely neutral in dealing with them. 2. Reject any attempt by any of the customers to provide any inducements or personal benefits in order to receive a special treatment, and in all cases, the employee must inform the competent authorities in the Federal Entity of such attempts.

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Article (135) Gifts and Bribes 1. The employee is prohibited from accepting any gifts unless it is a symbolic promotional gift bearing the name and logo of the entity providing it, provided that the Federal Entity determines the organisational unit that is allowed to accept gifts on its behalf in order to distribute them in accordance with the controls and standards adopted in the Federal Entity. 2. Gifts may only be presented and distributed in the name of the Federal Entity and by the organisational unit approved thereby. 3. Subject to the provisions of the legislation in force in the State, the employee is prohibited from accepting, taking, offering or requesting bribes. 4. For the purpos…

Article (136) Conflict of Interest During the performance of his job duties, the employee shall avoid any conflict of interest that may occur between his private activities and the interests and operations of the Government, and he shall also avoid any action in respect of which any suspicions of conflict of interest may be raised; and in particular he shall avoid the following: 1. Participation in any official process or decision that directly or indirectly affects the success of a contractor or supplier who is a relative up to the fourth degree, including marital or blood relatives. 2. Participation in any decision that may lead to granting any benefits to any of his relatives up to the fo…

Article (137) Working for Others The employee is prohibited from working for others with or without pay without the prior written consent of the Federal Entity in which he works; and in all cases, the employee's work for others must not negatively affect his duties and job tasks, and shall not reflect negatively on the Federal Entity.

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Article (138) Employment of Relatives It is not permissible to appoint employees who have some marital or blood relationship up to the second degree in the same organisational unit, or within the same direct supervisory relationship; and in all cases, the employee shall not participate in any decisions or recommendations related to the appointment, transfer or promotion of any of them.

Article (139) Health, Safety and Environment Policy The FAHR issues a manual for occupational health and safety for Federal Government employees.

Article (140) Official Working Days and Hours 1. The official working days and number of working hours in Federal Entities throughout the year shall be determined by a resolution issued by the Cabinet. 2. The Chairman of the Federal Entity may adopt a regulation organising flexible working hours according to the work need and within the limits of the number of hours approved per week. 3. Official holidays for Federal Entities in the State shall be in accordance with the resolution issued by the Cabinet.

Article 141 Shift System 1. The shift system is intended to provide service for (24) hours through the method of rotation between employees within certain periods or hours to provide service or job tasks. 2. The Federal Entity may apply the shift system to all or some of the jobs or organisational divisions therein according to the conditions and requirements of their work, provided that the total working hours of the employee do not exceed (48) hours per week.

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Article 142 Compliance with Official Working Hours 1. All employees shall abide by the prescribed working hours and sign in and out of work electronically or by other means adopted in the Entity to indicate the actual time of work on the dates prescribed for the approved work pattern. 2. The Chairman of the Federal Entity or his authorised representative may exempt any employee he deems appropriate from this obligation if the nature of their work so requires. 3. The employee shall inform his direct superior if he is unable to go to work and leave on official hours due to emergency circumstances in accordance with the mechanisms determined by the Entity. 4. Official working hours shall be all…

Article (143) Official Working Hours Violations 1. The direct superior is primarily responsible for reporting the employee's compliance with the official working hours, whether from in-house or remotely, taking the necessary measures regarding the imposition of the penalty, and informing the Human Resources Department in the Federal Entity of the same. The Human Resources Department shall, in accordance with the approved regulations, verify violations related to official working hours, and the direct superior's commitment to the sanctions prescribed in the Table contained in Annex No. (3) attached to this Resolution. 2. The Human Resources Department in the Federal Entity is committed to ens…

Article (144) Compensation for Working in Weekends 1. The direct superior may assign the employee to work in weekends, in accordance with the requirements and interest of work. 2. The employee assigned to work in weekends shall be granted days equal to the number of days during which he worked in lieu thereof. 3. In all cases, the employee may not be granted cash compensation for the days he worked during the weekends.

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Article (145) Compensation for Work During Public Holidays 1. The direct superior may assign the employee to work during a public holiday, in accordance with the requirements and interest of work. 2. The employee assigned to work during public holidays shall be granted days equal to the number of days during which he worked in lieu thereof.

Article (146) Overtime Compensation System The employee shall be granted compensation for the overtime work assigned thereto outside the official working hours in accordance with the following controls: 1. The employee shall be assigned additional work after the official working hours. 2. The assignment shall be issued by the director of the department to which the employee belongs, including the nature of the work to be performed by the employee and the number of working hours required to complete it. 3. The payment of cash compensation for overtime work shall be limited to the employee who occupies the fourth grade or its equivalent in Federal Entities or below. 4. The number of overtime h…

Article (147) Reasons for Termination of Service The employee's service shall be terminated for any of the following reasons: 1. Failure to pass the probationary period. 2. Functional incompetence. 3. Medical unfitness. 4. Absence from work without acceptable justification for a period of ten (10) consecutive working days, or twenty (20) intermittent working days during one year. 5. Replacement with the intention of Emiratisation. 6. Restructuring. 7. Layoff by a Cabinet resolution. 8. Issuance of a federal decree terminating the service. 9. Dismissal from service by a decision related to an administrative violation or dismissal by a court judgment. 10. Conviction of a felony or misdemeanour…

Article (148) Authority of Termination of Service Termination of service for the reasons stated in Article (147) of this Resolution shall be issued by the appointing competent authority, except for the following: 1. Laying off the employee, which shall be by virtue of a Cabinet resolution, issued upon a recommendation from the concerned Chairman of the Federal Entity, with the payment of the total salary for the notice period prescribed for his grade, provided that this period is not counted as part of his service period with the Federal Entity. 2. Termination of service due to death, which shall be by virtue a decision issued by the Chairman of the Federal Entity or his authorised represent…

Article (149) Failure to Pass Probationary Period 1. The employer may terminate the employee's service during the probationary period, if it is proven that he is incompetent or unfit to carry out his job duties or due to his unsatisfactory performance, by a decision issued the competent appointing authority based on a recommendation from the concerned employee's direct superior in accordance with the approved mechanisms, provided that he is granted a notice period not less than five (5) working days. 2. The employee whose service is terminated during the probationary period shall not be paid any financial allowance for the notice period.

Article (150) Job Incompetence 1. The competent appointing authority may terminate the service of the employee due to his job incompetence if he obtains an annual evaluation in accordance with the level and time frame determined by the Performance Management System for this purpose. 2. In all cases, the equivalent of the gross salary for the notice period prescribed for his grade

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 92 shall be paid, without prejudice to his other entitlements.

Article (151) Medical Unfitness 1. The service of the national employee shall be terminated for health reasons in accordance with the provisions and procedures followed by the GPSSA. 2. The competent appointing authority may terminate the services of the non-national employee if the Medical Committee proves his unfitness to perform the duties of his job. In all cases, the employee's services shall be terminated directly with the payment of the equivalent of the gross salary for the notice period prescribed for his job grade, provided that this period shall not be counted as part of his service with the Federal Entity.

Article (152) Absence From Work 1. The service of the employee shall be terminated in the event of being absent from work without prior permission or an acceptable excuse for a period exceeding (10) consecutive working days or twenty (20) intermittent working days during one year. 2. The termination of the employee's service in accordance with the provisions of this Article shall be as of the date of the first day on which he is absent from work if the period of absence is continuous and as of the day following the day on which the period of absence reaches twenty (20) working days if the period of absence is intermittent. 3. The employee whose service is terminated due to absence from work…

Article (153) Replacement with the Intention of Emiratisation The service of the non-national employee may be terminated by a decision issued by the competent appointing authority due to the Emiratisation of the job he occupies, provided that the

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 93 employee is given notice thereof and the total salary of the notice period prescribed in his employment contract shall be paid, provided that this period shall not be counted as part of the period of his service with the Federal Entity.

Article (154) Restructuring The employee's service may be terminated based on the financial and administrative effects resulting from the restructuring of organisational units or jobs therein, provided that the employee is given a notice thereof and the gross salary of the notice period prescribed in his employment contract shall be paid, provided that this period shall not be counted as part of his service period with the Federal Entity.

Article (155) Layoff by Cabinet Resolution The service of an employee may be terminated by virtue of a layoff resolution issued by the Cabinet upon a recommendation from the concerned Chairman of the Federal Entity, for any reason, with the payment of the gross salary for the notice period prescribed for his grade, provided that this period is not counted as part of his service period with the Federal Entity.

Article (156) Issuance of Federal Decree The employee's service shall be terminated by virtue of a federal decree, with the payment of the gross salary for the notice period prescribed for his job grade, provided that this period is not counted as part of his service period with the Federal Entity.

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Article (157) Termination of Service by Decision Related to Administrative Violation or Dismissal by Court Judgment 1. The service of an employee may be terminated by virtue of a decision issued by the competent appointing authority based on a court judgment to dismiss him, or for disciplinary reasons based on a recommendation from the Human Resources Department in the Federal Entity. 2. The Human Resources Department in the Federal Entity shall determine in its recommendation, according to each case, the notice period and the entitlements that may be disbursed to the employee or deducted from him in accordance with the provisions of the Human Resources Law and this Resolution. 3. The servic…

Article (158) Conviction of Felony or Misdemeanour 1. The service of the employee shall be terminated in the event that he is convicted of any felony or misdemeanour breaching honour, honesty or morals, and the employer may terminate his service in the event that he is convicted of any felony or other criminal misdemeanour, and sentenced to any imprisonment penalty for a period exceeding three (3) months, as of the date of issuance of the final judgment. 2. The employee whose service is terminated in accordance with the provisions of this Article shall not be paid any financial allowance for the notice period.

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Article (159) Imprisonment for More than Three (3) Months 1. The employer may terminate the service of an employee who is imprisoned pursuant to a court judgment in a civil case, if the period of imprisonment exceeds three (3) months. 2. The date of the final judgment shall be adopted as the date of termination of the employee's service if the employer decides to terminate the service of the employee against whom the judgment is issued. 3. The employee whose service is terminated in accordance with the provisions of this Article shall not be paid any financial allowance for the notice period.

Article (160) Withdrawal or Revocation of Nationality from Employee 1. The service of an employee whose nationality is revoked or withdrawn shall be terminated as of the date of issuance of the decree. 2. The employee whose service is separated for this reason shall not be entitled to a financial allowance for the notice period.

Article (161) Not Renewing or Terminating Contract Before its Expiry The competent appointing authority shall have the right not to renew or terminate the employee's contract at any time, provided that the employee is given notice thereof and in accordance with the conditions stipulated in the contract and this Resolution.

Article (162) Resignation 1. The employee may resign from his job by means of a request that includes notifying the Federal Authority within the prescribed notice period as specified in the employee's contract. 2. The resignation shall be considered accepted in the event that the Federal Entity does not take

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 96 the appropriate decision thereon and if it informs the employee thereof in writing within one month of submission.

Article (163) Reaching Retirement Age 1. The service of an employee shall be terminated upon reaching the age of retirement in accordance with the legislation in force in this regard, unless his service is extended by a virtue of a decision issued by the Chairman of the Federal Entity or his authorised representative. 2. The Federal Entity shall notify the employee when it does not wish to extend his service if he reaches the retirement age, no less than (6) six months before reaching the retirement age, that his service will not be extended, and that it will be terminated in accordance with the legislation in force so that he can arrange his own affairs after retirement.

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

Article (165) Death 1. The service of the employee shall be terminated upon his death. 2. If the employee naturally dies during his service with the Federal Entity, or as a result of an accident outside the workplace not because of suicide, the Federal Entity shall pay a lump sum to the person whom the employee specified in writing before his death, equivalent to the gross salaries of three months in addition to the full gross salary of the month in which the death

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Article (166) Notice Period 1. The employee shall continue his work until the expiration of the notice period. However, the Federal Authority may, at the request of the employee, reduce the notice period after accepting the resignation and immediately terminate his services, provided that he agrees to pay the notice allowance due thereto or deduct it from his entitlements, provided that this period is not counted as part of his service period with the Federal Entity. 2. The Federal Entity may, on its own initiative, terminate the service of the resigned employee, provided that it pays him his total salary due to him for this period. 3. The Federal Entity may exempt the resigned employee whos…

Article (167) Interviews Investigating Reasons for Resignation The Human Resources Department in the Federal Authority shall conduct a personal interview with each employee who resigns from his job or requests the non-renewal of his contract, with

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Article (168) End-of-Service Gratuity 1. The entitlements of the national employee upon the end of his service shall be calculated in accordance with the provisions of Federal Law No. (7) of 1999 promulgating the Pensions and Social Security Law, as amended. 2. Upon termination of his service, the (non-national) employee appointed in the full-time pattern basis shall be entitled to an end-of-service gratuity calculated according to the basic salary as follows: a. The basic salary for (21) days for each of the first five years. b. The basic salary for (30) days for each of years exceeding the years stated above. 3. The end-of-service gratuity for the employee who works in other patterns of wo…

Article (169) Mechanism of Application of End-of-Service Gratuity End-of-service gratuity is payable as follows: 1. Non-national employees who are continuing their jobs prior to the entry into force of this Resolution: their end-of-service gratuity shall be calculated in accordance with the previous systems in force in the federal entity prior to the issuance of this Resolution. 2. After the entry into force of this Resolution: the end-of-service gratuity entitlements shall be calculated for all non-national employees (continuing and new) in accordance with Article (168) of this Resolution.

Article (170) Interpretation of Regulations and Relevant Matters The FAHR is responsible for interpreting the regulations and systems related to human resources.

Article (171) Signing Contracts Federal entities shall ensure that all employees shall, as of the date of their appointment or upon the expiry of their contracts, sign the Employment Contract Form contained in Annex (1) attached to this Resolution, which is intended for all patterns of work in accordance with the human resources procedures and digital systems adopted in the Federal Government.

Article (172) Final Provisions 1. Cabinet resolutions issued prior to the issuance of Federal Decree-Law No. (49) of 2022 Concerning Human Resources in the Federal Government, regarding the exemption of some federal entities from the application of the Human Resources Law in the Federal Government or some of its provisions, shall be considered effective unless the Cabinet decides otherwise.

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 100 2. The approved grade and salary tables shall continue to be in force before the provisions of Federal Decree-Law No. (49) of 2022 Concer…

Article (173) Repeals 1. The resolutions below shall be repealed, as well as any other resolutions or provisions that conflict with the provisions of this Resolution: a. Cabinet Resolution No. (1) of 2018 Concerning the Executive Regulation of Federal Decree-Law No. (11) of 2008 Concerning Human Resources in the Federal Government and its amendments. b. Cabinet Resolution No. (21) of 1999 Concerning Financial Allocations for Retired Military Personnel Appointed in the Federal Government. c. Cabinet Resolution No. (17) of 2011 Determining the Ceiling for Financial and In-Kind Privileges for Private Contracts, and its amendments. d. Cabinet Resolution No. (221/9M/1) of 2015 Approving Forms of…

Article (174) Publication and Enforcement This Resolution shall be published in the Official Gazette and shall enter into force as of 1 July 2023. Mohammed Bin Rashid Al Maktoum Prime Minister On: 15 Shawwal 1444 H Corresponding to: 5 May 2023 AD

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Cabinet Resolution of 2023 Concerning the Executive Regulations of Federal Decree-Law of 2022 Concerning Human Resources in the Federal Government 102 Annex No. (1) Unified Employment Contract Form for Federal Government Employees Clause No. (1) This contract has been concluded on Corresponding to / / between: Federal Entity/ Authority ................ Represented by / In his capacity of ..............., hereinafter referred to as…