Dubai UAE Government HR Law English

Law No.
(14) of 2010
Amending Certain Provisions of the Government of Dubai
Human Resources Management Law
No. (27) of 20061
We, Mohammed bin Rashid Al Maktoum, Ruler of Dubai,

After perusal of Law No. (3) of 2003 Establishing the Executive Council of the
Emirate of Dubai,
The Government of Dubai Human Resources Management Law No. (27) of 2006
(hereinafter referred to as the Original Law),
Law No. (19) of 2007 Authorising the Chairman of the Executive Council to Issue the
Government of Dubai Human Resources Management Legislation,
Law No. (28) of 2009 Concerning the Appointment of Retirees in Government
Entities of the Emirate of Dubai,
Law No. (31) of 2009 Establishing the Dubai Government Human Resources
Department,
Decree No. (40) of 2006 Determining the Departments Subject to the Government of
Dubai Human Resources Management Law No. (27) of 2006,
Decree No. (21) of 2007 Concerning the Authority to Appoint Executive Directors,
their Deputies and Assistants, and to Appoint Deputies and Assistants of Directors
General, and
Executive Council Resolution No. (4) of 2009 Approving the Charter of the Central
Grievances Committee for Employees of the Government of Dubai Departments,
do hereby issue the following Law:
Article (1)
Article (2), Article (4), Article (21), Article (22), Article (28), Article (31), Article
(33), Article (34), Article (35), Article (36), Article (41), Article (42), Article (43),
Article (50), Article (57), Article (60), Article (65), Article (68), Article (71), Article
(80), Article (81), Article (83), Article (85), Article (86), Article (87), Article (102),
Article (115), Article (116), Article (131), Article (132), Article (143), Article (144),
Article (222), Article (223), Article (224), Article (225), Article (226) and Article
(227) of the Original Law shall be amended to read as follows:
2010 Government of Dubai Legal Affairs Department

1
Every effort has been made to produce an accurate and complete English version of this legislation.
However, for the purpose of its interpretation and application, reference must be made to the original
Arabic text. In case of conflict the Arabic text shall prevail.
Law No. (14) of 2010 Amending Certain Provisions of the Government of Dubai Human Resources Management Law No. (27) of 2006
Page 1 of 22
Article (2):
The following words and expressions shall have the meaning indicated opposite each
of them unless the context implies otherwise:
State:
Emirate:
Ruler:
Government:
Executive Council:
Department:
Director General:
Human Resources Department:

Human Resources Directorate:
Organisational Unit:
Employee:
UAE National:
Employees Family:
Table:
Total Salary:
Basic Salary:
Year:
Work-related Offences
Committee:
Grievances and Complaints
Committee:
Central Grievances Committee:
Medical Committee:
United Arab Emirates.

The Emirate of Dubai.
His Highness the Ruler of Dubai.
The Government of Dubai.
The Executive Council of the Emirate.
Any of the Government Departments, public
corporations and authorities, councils, authorities
or any other entity affiliated with the Government
to which the provisions of this Law apply.
The Director General of a Department, including
the executive director, or the secretary general of
any of them or officer in similar position.
The Dubai Government Human Resources
Department.
The Organisational Unit which is responsible for
the Employees affairs in the Department.
A directorate, division or section of a Department.
A person who occupies a budgeted post in a
Department whether male or female.
Any person who holds the nationality of the State.
One spouse and three (3) children aged under 18
years.
The table of grades and salaries annexed to this
Law.
The monthly salary stipulated in the Table
attached to this Law, which consists of Basic
Salary and general allowance.
The amount equal to fifty percent (50%) of the
Total Salary.
A calendar year.
A committee formed in each Department to
investigate work-related offences committed by its
Employees.
A committee formed in each Department to decide
on the grievances and complaints filed by its
Employees.
The central committee formed by the Government
to decide on grievances and complaints filed by
the Employees who object to the decisions
rendered by the Grievances and Complaints
Committee.
A medical committee formed by a decision of the
Director General of the Dubai Health Authority.
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Role of Human Resources Directorates in Implementing this Law

Article (4):
a. The Human Resources Directorate in each Department shall be responsible for
the application and implementation of the human resources policies and
provisions stipulated by this Law.
b. The concerned directorate in each Government Department shall consult with the
Human Resources Directorate regarding technical issues related to human
resources.
c. The Human Resources Directorate shall perform all duties assigned to it pursuant
to this Law with the assistance of the Human Resources Department.
d. The Human Resources Department shall be responsible for reviewing and
proposing updates to the legislation regulating human resources and for its
evaluation after its application, as well as for reviewing the recommendations and
complaints of the Departments relating to human resources. In this respect, the
Human Resources Department shall act as a reference authority.
Overtime
Article (21):
a. Employees of band 3 and below who do the official working hours, excluding
those working on a shift basis, shall be entitled to overtime pay as compensation
for working beyond the official working hours of forty (40) hours per week or
thirty (30) hours per week during the holy month of Ramadan.
b. Employees working on a shift basis shall be entitled to overtime pay for the extra
hours worked in excess of the prescribed shift hours, provided that the prescribed
shift hours are not less than forty (40) hours per week.
c. Overtime pay shall be calculated at the rate of one hundred twenty five percent
(125%) for the hour of Basic Salary if work is carried out on weekdays, or one
hundred fifty percent (150%) for the hour of Basic Salary if work is carried out
on weekends or official holidays.
d. Notwithstanding the provisions of Clause (a) of this Article, the Department may
award Employees of band 4 and below compensatory time off in lieu of the
overtime pay commensurate with the overtime hours worked by the Employee.
Employees shall have the right to take the compensatory time off within one (1)
year from the date of entitlement. Compensatory time off may not be credited to
the accrued leave balance.
e. Overtime in the Department shall be regulated by a by-law issued by the Director
General, which shall provide for the conditions, procedures and Employee bands
to be assigned overtime as well as the competent body authorised to assign
overtime. The following must be observed when drafting such a by-law:
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1. The tasks to be performed during overtime hours must not have arisen due to
negligence or omission of the relevant Employee;
2. Assignment of overtime to the Employee must be following a need that arises
or because of the nature of the work of the Department;
3. Overtime must be assigned to the Employee in writing and such assignment
must include the nature of the task with which the Employee is charged and
the time required to perform it;
4. Overtime pay for any month may not exceed fifty percent (50%) of the Basic
Salary of the Employee, and compensatory time off in lieu of overtime must
not exceed five (5) days during any one month in case of awarding
compensatory time off in lieu of overtime work;
5. Overtime pay may not be awarded along with compensatory time off during
the same month;
6. Overtime pay may not be awarded along with other bonuses or allowances
awarded to the Employee for the same reasons;
7. Appropriations for the payment of overtime shall be allocated in the
Department budget.
f. For the purposes of this Article, the Human Resources Department, in
coordination with the relevant Organisational Units in the Department, shall
undertake the following:
-
Identify the Employees required to work overtime and the reasons for this
need;
- Determine the period of time for which the Employees are required to work
overtime;
- Submit a list of Employees to be assigned overtime to the competent body in
the Department for approval;
- Monitor and supervise assigning overtime in the Department.
Attendance and Punctuality

Article (22)
a. Employees must arrive to, and leave office on time in order not to put extra
workload on fellow Employees as a result of being absent or late. Employees
must perform the duties assigned to them within the official working hours
stipulated in this Law or in accordance with the timing schedules issued by the
Department for Employees working on a shift basis;
b. If the Employee is unable to report to work or if he reports to work but fails to
duly perform his duties, he must notify his immediate supervisor.
c. The Department must take the appropriate disciplinary action against any
Employee who repeatedly reports late to work without a reason accepted by the
immediate supervisor of the Employee. Each Department shall issue an
attendance policy that satisfies its needs and ensures the proper performance of its
duties.
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d. Failure by the Employee to report to work will lead to disciplinary action against
the Employee. In case the Employee fails to report to work without obtaining
permission in advance or without an acceptable reason, in addition to the
disciplinary action stipulated by this Law, his monthly Total Salary will be
subject to a deduction for the number of days during which he did not report to
work. This number of days will not count as service in the Department.
e. Service of the Employee shall be terminated if he fails to report to work without
obtaining prior permission or without a valid reason for a period in excess of
fifteen (15) consecutive days or twenty one (21) non-consecutive days within a
Year. If the Employee provides valid reason for his absence within one (1) month
from the date of terminating his service, the matter must be referred to the Workrelated Offences Committee to verify the validity and authenticity of such reason
and render the appropriate decision in regard of the Employee.
Human Resources Planning
Article (28):
a. The Department undertakes to plan its future human resources needs to ensure
availability of the manpower and competent professionals required to implement
its future plans and programmes. This plan shall be developed in accordance with
the human resources planning scheme issued by the Human Resources
Department in this regard.
b. Each Department shall have a yearly human resources budget which is prepared
in accordance with its organisational structure and work requirements. Such
budget shall include the number of available posts, job titles, grades and available
financial appropriations. Such budget shall be prepared based on the findings of
the human resources planning exercise, and shall be adopted only after approval
of the Ruler or his authorised representative.
c. The Human Resources Department shall be responsible for planning the longterm human resources needs of the Government.
Types of Employment
Article (31):
a. Based on work requirements and needs, vacant posts in the Department shall be
filled by any of the following employment types:
1. Full time employment;
2. Part time employment;
3. Temporary employment.
b. UAE Nationals shall be appointed pursuant to decisions or employment contracts
issued by the competent recruitment authority.
c. Expatriates shall be appointed pursuant to renewable fixed term employment
contracts.
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Temporary Employment and Appointment of Retirees

Article (33)
a. The Department may appoint Employees on a temporary basis for a nonrenewable period not exceeding one (1) year. The Employee appointed on
temporary basis shall be paid a monthly lump sum salary commensurate with his
grade and with work hours done, and shall not be eligible for any of the benefits,
bonuses or allowances payable to full-time Employees.
b. Retired military and civilian Employees may be appointed in accordance with the
provisions of the relevant legislation in force.
Appointment of Temporary Employees to Permanent Posts
Article (34)
The Department may appoint a temporary Employee in a permanent post
commensurate with his qualifications and experience, in which case the period of
service of the Employee in the Department shall be calculated from the date of
appointment to the permanent posts.
Appointment of Persons with Outstanding Skills
Article (35):
Depending on the work requirements and needs, the Director General may, in special
cases determined by him, appoint persons with outstanding skills, high qualifications
and special expertise only to band 4 posts with the same benefits and terms of
employment stipulated in this Law. Such Employees shall be granted an outstanding
skills allowance not exceeding fifty percent (50%) of the Basic Salary.
Special Contracts
Article (36):
The Director General may appoint persons with outstanding skills and expertise or
persons specialised in rare disciplines on band 4 posts only pursuant to a special
contract. Appointment under a special contract shall be made in accordance with a
regulation issued by the Executive Council in this regard upon recommendation of the
Human Resources Department. Such contract shall specify all conditions of
employment as well as any entitlements and benefits that may be granted to
Employees appointed under such special contracts.
Recruitment Authority
Article (41):
The authority in charge of appointment of Employees in the Department shall be as
follows:
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1. Chairman of the Executive Council: appointment of executive directors;

2. Director General: appointment to posts in band 5;
3. Director General or his authorised representative upon recommendation of the
Director of the Human Resources Department: appointment to posts in band 4
and below.
Appointment Priority
Article (42):
a. UAE Nationals shall be given priority when filling vacant posts in any
Department, particularly managerial and supervisory posts, whether by way of
new appointments, promotion or transfer of Employees, provided that they satisfy
the requirements of such posts. They may also be provided with supplementary
training if necessary.
b. Departments must develop plans for Emiratisation and expatriate replacement, as
well as programmes for qualifying UAE Nationals, provided that such plans are
submitted to the Human Resources Department for approval.
c. In accordance with approved Emiratisation and expatriate replacement plans, the
Department may terminate the service of an expatriate Employee in order to
appoint a UAE National in his post provided that the Department gives such
expatriate a termination notice of at least two (2) months prior to termination in
case of Employees of band 4 and above, one (1) month prior to termination in
case of Employees of band 3 and below, or else in accordance with the notice
period stipulated by the employment contract, whichever is longer. Without
prejudice to any other rights of the Employee, in case of immediate termination
of service, the Department may pay the Employee the Total Salary for the notice
period stipulated in this Clause.
Appointment of Employees whose Service is Terminated
Article (43):
a.
b.
An Employee whose service with a Department is terminated may be appointed

to a post in another Department provided that he satisfies all conditions and
requirements of the said post and that he successfully passes the prescribed
examinations.
An Employee whose service with a Department is terminated may be reappointed to a post at the same grade or lower grade in the same Department. The
Employee may be re-appointed to a higher grade if he obtains higher
qualifications or expertise provided that at least one (1) year following the date of
termination of his previous service has lapsed.
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Entitlement to Salary
Article (50)
a. A new Employee shall be granted the Total Salary of the first point of the grade
on which he is appointed. However, the new Employee may be granted a higher
salary up to twenty percent (20%) higher than the Total Salary of the first point of
his grade provided that he has higher qualifications and experiences and passes
the tests prescribed by the Department.
b. An Employee shall be entitled to salary as from the actual date of commencing
work. The Employee may assume duties only after the decision of his
appointment is rendered or his employment contract signed by the relevant
authority.
c. In case an Employee is recruited from outside the State, the Department may give
him an advance payment of not more than one-month Total Salary to assist him
to settle in the State. This advance payment shall be deducted over three monthly
installments.
Probation Period
Article (57):
a. When appointed at the Department, a new Employee shall be subject to
probationary period of at least three (3) months extendable to another three (3)
months. During this probation period, the immediate supervisor shall evaluate the
performance of the Employee to decide whether or not to confirm the Employee
in the post. If the Employee is not confirmed in the post within the first three (3)
months of employment, the probation period will be extended automatically for
another three (3) months.
b. Subject to a five-day prior notice, service of an Employee may be terminated
during the probation period by a decision of the competent authority if it
ascertains that the Employee is not competent for the post, or unable to perform
the duties of the post to which he is appointed, or due to unsatisfactory
performance. The decision of the competent authority in this regard must be
reasoned.
c. Subject to serving a five-day prior notice on the Department, an Employee has
the right to resign during the probation period. If the Employee who has resigned
is recruited from outside the State, he must refund all recruitment expenses
including tickets for him and his family members, visa fees, residence permit fees
and medical test fees as well as temporary accommodation charges, if any.
However, the Director General may exempt the Employee from any or all such
charges upon recommendation of the Director of the Human Resources
Department provided that the Employee has provided valid reasons for
resignation.
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Allowances, Bonuses and Benefits

Article (60):
a. Departments must seek to achieve their goals with optimal productivity and
minimum costs. In order to achieve this, bonuses and benefits stipulated in this
Law must be awarded to employees in such a way to ensure the highest level of
competence and outstanding performance by the Government.
b. Upon the recommendation of the Human Resources Department, the Executive
Council shall issue a unified nature of job allowance schedule which specifies
eligible posts and amount of allowance for each post.
c. The Executive Council shall have the authority to amend or add the allowances
and benefits stipulated in this Law.
Authority Responsible for Evaluation of Posts
Article (65):
a. A Government post created after this Law comes into force shall be evaluated
through the same scheme referred to in Article (64) of this Law through which
the band and grade for each post shall be determined.
b. The Human Resources Directorate in each Department shall, in consultation with
the relevant Organisational Unit, undertake an initial evaluation which will be
finally approved in a decision rendered by the Human Resources Department.
Updating the Table of Grades and Salaries
Article (68):
The Table of grades and salaries shall be updated by a decision of the Executive
Council upon the recommendation of the Human Resources Department based on
certain economic and social factors such as the average salaries in the labour market,
rate of inflation and any other relevant factors.
Minimum Salary of UAE National Employees
Article (71):
The Executive Council shall determine the minimum Total Salary of UAE National
Employees based on the recommendations of the Human Resources Department.
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Employee's Performance Appraisal and Bonuses

Article (80)
a. As a part of the Government performance management system developed by the
Human Resources Department, the individual performance of each Employee
shall be measured against specific criteria and defined objectives.
b. Performance of Employees shall be measured in accordance with the Government
performance management system, and shall be rated against the following scale:
1.
2.
3.
4.
Substantially Exceeds Expectations

Exceeds Expectations
Meets Expectations
Below Expectations
4
3
2
1
c. Performance appraisal for the Employee shall be conducted annually or biannually depending on the post. The Employee must be involved in the
performance review process through setting and agreeing upon performance
targets, discussing the findings of the appraisal with the immediate supervisor and
signing jointly with the immediate supervisor all the performance review forms.
d. Performance rating affects the promotion and salary increments of the Employee
as well as entitlement to the annual bonus awarded by the Department to
Employees, and any other performance bonus.
e. The Human Resources Department shall be responsible for implementing and
monitoring the Government performance management system.
f. An Employee who obtains 'Meets Expectations' rating or above shall be granted
the performance bonuses stipulated by this Law as an incentive to encourage
higher future performance and better achievements for the following years.
Performance Based Periodic Salary Increment
Article (81):
The Government performance management system shall set out the rules, conditions
and dates for entitlement to performance based annual salary increments.
Special Cash Bonuses
Article (83):
The Department may award the Employee a special cash bonus at any time of the
Year due to outstanding achievements or in recognition of creativity, innovation,
outstanding recommendation or any other remarkable acheivement. The amount and
number of such bonuses granted to the Employee within one (1) year shall be
determined by the Government performance management system.
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Promotions
Article (85):
a. Promotion is a tool to enhance and promote the career of an Employee and shall
in no way be deemed a binding obligation on the Department.
b. Promotion shall be the first option when filling a vacant or newly introduced post
in a Department. In cases where no qualified or competent Employees are
available in the Department to fill the vacant post, the Department shall resort to
external recruitment sources.
c. Only Employees with outstanding performance who receive no less than an
Exceeds Expectations rating shall be entitled to promotion.
d. When promoted, an Employee shall receive the Total Salary of the first point of
the new grade or a salary increment of ten percent (10%) of the Total Salary prior
to the promotion, whichever is higher.
e. For the purposes of promotion, seniority shall be considered only if the results of
the performance appraisal are identical for more than one (1) Employee.
f. The promotion decision shall be rendered by the competent recruitment authority.
Methods of Promotion
Article (86):
Employees shall be promoted through any of the following methods:
1. Promotion to a vacant post;
2. Promotion by re-evaluating the current post and changing its grade into higher
grade due to restructure or redistribution of duties and responsibilities of the
Employee, provided that promotion requirements are satisfied;
3. Promotion to a newly introduced higher-grade post created due to restructure;
4. Salary increment without any change in the post or grade either by:
- Normal Salary Increment: The Employee is awarded a salary increment of
five percent (5%) of his Total Salary provided that his new Total Salary does
not exceed the salary of the highest point of his grade, that his rating in the
performance appraisal for the previous Year is not less than Exceeds
Expectations, and that at least one (1) Year has lapsed from the date of last
normal salary increment received; or
- Special Salary Increment: The Employee is awarded a salary increment of
ten percent (10%) of Total Salary provided that his new Total Salary does not
exceed the salary of the highest point of his grade, that his rating in the
performance appraisal for the past Year is not less than Substantially
Exceeds Expectations, and that at least two (2) Years have lapsed from the
date of last special salary increment received.
5. Promotion may not be awarded retroactively and multiple promotions amongst
the promotions referred to in this Article may not be permitted in any single Year.
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Conditions of Promotion
Article (87)
a. To be eligible for promotion, an Employee must meet the requirements of the
post to which he is to be promoted and must complete the minimum period
required to stay in the band as follows:
Band 5:
four years
Band 4:
three years
Other bands: two years
b. To be eligible for promotion to a higher grade in the same band, the Employee
must meet the necessary requirements for occupying the post to which he is to be
promoted and must complete at least one (1) Year in his current post.
Obligations of Employees on Scholarships
Article (102):
a. An Employee who studies at the expense of the Department must work for the
Department for a period equivalent to the period of approved study programme,
failing which he must repay all the expenses incurred by the Department during
the study course, including the monthly Total Salary received.
b. An Employee who has been granted study leave with full pay by the Department
in accordance with the provisions of this Law following the award of a study
programme or scholarship by a third party must work for the Department for the
same period of the study leave, failing which he must repay the Total Salary
received throughout the leave period.
c. If an Employee fails to complete the period of service stipulated by Clause (a)
and Clause (b) of this Article, he must repay all expenses and Total Salary paid to
him for the period of service that remains uncompleted on the date of leaving the
Department.
Utilisation of Annual Leave
Article (115):
a. In order to maintain a balance between work and private life, Employees must
utilise their annual leave during the Year in which the leave accrues.
b. Employees are not entitled to carry over more than one half of the annual leave
entitlement to the following Year.
c. The Director General may allow any Employee to carry over more than one half
of his annual leave entitlement to the following Year if business requirements
prevent this Employee from utilising his annual leave in that Year.
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Carrying over the Annual Leave Entitlement

Article (116):
An Employee serving on the day that this Law comes into force may carry over his
annual leave for the past two (2) years to the following year, and will have the right to
utilise such annual leave entitlement throughout the period of service provided that
the accrued annual leave for such Employee shall not exceed the entitlement for two
(2) years on the date of calculation of his end of service gratuity.
Special Leave to Participate in Events
Article (131):
a. The Director General or his authorised representative may grant the UAE
National Employee special leave with Total Salary for a maximum of three (3)
months per Year in order to undertake any activities or duties related to
participation in national teams, competitions, sport activities, social or cultural
programmes or similar activities not related to the busines of the Department and
which require the participation of the Employee. Such leave shall be granted upon
the official request of the relevent official authority in charge of the said activities
in the State.
b. Notwithstanding the provisions of Clause (a) of this Article, the Director General
may, upon request of the relevant official authority, extend the special leave for a
period not exceeding one (1) month each time.
Special Leave to Accompany Relatives for Medical Treatment
Article (132)
a. The Director General or his authorised representative may grant an Employee up
to three (3) months special leave with Total Salary to accompany a first or second
degree relative for overseas medical treatment where such treatment is not
available in the State. Such leave shall be granted based on a report issued by an
officially accredited medical authority. If necessary, the Director General or his
authorised representative may extend the leave for an additional three (3) months
with Basic Salary.
b. Based on a report issued by an officially accredited medical authority, the
Director General or his authorised representative may grant the Employee special
leave with Total Salary for up to two (2) months to accompany his spouse or any
of his first degree relatives who receives medical treatment in the State. If
necessary, the Director General or his authorised representative may extend the
leave with Basic Salary.
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Unpaid Leave
Article (143):
Pursuant to a decision of the Director General or his authorised representative, an
Employee may be granted unpaid leave of up to sixty (60 ) days per Year provided
that such Employee has valid reasons to obtain this leave and has already utilised his
annual leave entitlement.
General Provisions Relating to Leave
Article (144)
a. At the end of any leave, the Employee must report to work and assume the duties
assigned to him.
b. Should an Employee fail to report to work upon expiry of the leave without prior
permission or valid reason, in addition to the disciplinary measures stipulated by
this Law, the salary for the days of absence from work will be deducted from his
monthly Total Salary and such days of absence will not be counted for the
purposes of calculating the period of service with the Department.
c. Service of the Employee shall be terminated if he fails to report to work for
fifteen (15) consecutive days after expiry of his leave without prior permission or
valid reason. In case the Employee provides any reason within one (1) month
from the date of termination of his service, the matter will be referred to the
Work-related Offences Committee to verify the validity and authenticity of such
reason and to take the appropriate action against the Employee. An Employee
whose service is terminated pursuant to the provisions of this Clause shall be
deemed as having had his contract terminated from the date of absence from
work.
Annual Air Tickets
Article (149):
a. An expatriate Employee is entitled to annual air tickets on the anniversary of the
date of joining his post as follows:
1. Grade 15 and above: Business class tickets for the Employee and his family;
2. Grade 9 to 14: Economy class tickets for the Employee and his family;
3. Grade 8 and below: Economy class ticket for the Employee only.
b. The air ticket allowance shall be paid in cash to the Employee and his family
members who are residents in the State irrespective of whether, or not, they use it
to travel. An Employee shall be entitled to air tickets to the country of his
nationality at the time of his employment or to the nearest airport to this country
even if he acquires after that the nationality of another country. The air ticket
allowance shall be calculated based on the lowest rates announced by the relevant
authorities at the time of the Employees travel.
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c. In all cases, the total air ticket allowance for an expatriate Employee and his
family may not exceed sixty two thousand and five hundred dirhams (62,500
Dhs) annually.
Transfer of Employees to other Government Departments
Article (167):
a. Under ordinary circumstances, an Employee may be transferred to another
Department or any local Government entity provided that he is transferred to a
vacant post in the same or higher grade.
b. In case of duplication of duties in certain posts or if the need arises to cancel
posts in accordance with a systematic process for assessment of the human
resources of the Department as a direct result of restructuring the Department or
its Organisational Units or due to redundancy of manpower, the Department may
take any of the following actions in respect of its Employees:
1. For expatriate Employees: The Department may terminate the service of an
expatriate Employee in case his post is cancelled subject to serving a
termination notice of at least two (2) months prior to termination in cases of
Employees of band 4 or above, one (1) month prior to termination in cases of
Employees of band 3 or below, or else in accordance with the notice period
stipulated by the employment contract, whichever is longer. In lieu of the
notice period, the Department may pay the Employee Total Salary for a term
equivalent to the notice period without prejudice to any other benefits to which
the Employee is entitled.
2. For National Employees: The Department may take any of the following
measures:
-
Transfer the Employee to another post within or outside his Department;

Retire the Employee if he has completed the prescribed period of service
for retirement;
Provisionally retire the Employee and pay Basic Salary and maintain the
same pension contribution if the Employee has up to two (2) years to
complete the prescribed period of service for retirement.
c. Upon the recommendation of the Human Resources Department, the Executive

Council shall approve the human resources plans developed by the Departments
for the purposes of redistribution and restructuring of human resources as well as
restructuring of their Organisational Units. A Department may not take any of the
measures stipulated in Clause (b) of this Article unless the said plans are
approved by the Executive Council.
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Procedures for Transfer of Employees

Article (168):
a. Under ordinary circumstances, transfer of Employees shall be effected by a
decision of the Director General of the Department or his authorised
representative based on a written request from the Department or the entity
requesting the transfer, provided that prior written consent of the Employee is
obtained.
b. A Department must not offer jobs to Employees of another Department during
their participation in joint assignments or projects between the two Departments
without obtaining the prior written approval of the Director General of the current
Department of the Employee.
c. Transfer of Employees shall not affect their seniority in the service, and their
period of service may not be interrupted by the transfer.
d. An Employee shall reserve all his rights and leave balance when transferred to
another Department.
e. A transferred Employee must obtain a clearance letter from his former
Department before joining the service in the new Department.
f. Copies of all documents and decisions related to the transfer of an Employee shall
be maintained in the Employee file at both the former and new Departments.
Secondment
Article (175):
Pursuant to a decision of the Director General, the Employee may be seconded to any
other Department, federal or local Government entity, Arab, foreign or regional
governments, authorities or organisations or any company owned in whole or in part
by the Government for an extendable period not exceeding one (1) Year, subject to
the Employees written consent to the secondment or extension.
Medical Insurance Policy
Article (184):
The medical insurance policy approved by the Executive Council shall determine the
beneficiaries, amongst Employees and their family members, of the medical
insurance, the conditions of insurance, insurance coverage, medical institutions
covered by the insurance, conditions of treatment inside and outside the State and
other issues related to the medical insurance.
Page 16 of 22
Protective Custody for Non-work Related Reasons

Article (194)
a. The provisions of Article (193) of this Law shall not apply to Employees who are
remanded in custody for an offence not related to work, in which case the
Employee shall be deemed absent from work and such period of absence shall be
deducted from his leave balance. If the leave balance is not sufficient, the
remaining period shall be deemed as unpaid leave.
b. An Employee may not be subject to disciplinary penalty if he commits any
offence outside the Department and such offence has nothing to do with his job or
does not tarnish the image of his post.
Conviction of the Employee of a Non-work Related Offence
Article (195):
a. An Employee who is sentenced to a fine or imprisonment with stay of execution
as a result of being convicted of a misdemeanour not prejudicial to honour or
honesty and whose employment has been suspended shall be reinstated to his post
but may not recover any amounts deducted from his salary.
b. An Employee who is sentenced to imprisonment by a court order as a result of
being convicted of a misdemeanour not prejudicial to honour or honesty shall be
suspended from service by law and deprived of his Total Salary during
imprisonment, and the Director General may terminate his service if he is
imprisoned for more than three (3) months.
c. An Employee convicted of a crime prejudicial to honour or honesty shall be
dismissed from service with the Department.
Central Grievance Committee
Article (205):
An Employee may file an objection to the decision rendered by the Grievances and
Complaints Committee with the Central Grievance Committee provided that the
objection is submitted within a period not exceeding two (2) weeks from the date of
the decision. Otherwise, the decision of the Grievances and Complaints Committee
shall be deemed final.
Reasons for Termination of Service
Article (209)
The service of an Employee shall be terminated for any of the following reasons:
1. Pursuant to a decree issued by the Ruler;
2. If the Employee reaches the age of retirement;
Page 17 of 22
3.
4.
5.
6.
Resignation;
Medical unfitness;
Dismissal of the Employee due to unsatisfactory performance;
Dismissal or retirement of the Employee pursuant to a disciplinary decision, or
dismissal pursuant to a court decision;
7. Non-renewal of the employment contract or termination of the contract before
expiry of its term;
8. Retirement of a UAE National Employee or termination of service of an
expartriate Employee in accordance with approved restructuring plans;
9. Absence from work without valid reason for more than fifteen (15) consecutive
days or twenty one (21) non-consecutive days per Year;
10. Replacement of the expatriate Employee in accordance with the approved
Emiratisation and Employee replacement plans;
11. Death of the Employee.
Termination of Service Due to Lack of Professional Competence
Article (214):
a. If an expatriate Employee obtains a Below Expectations rating at his annual
performance appraisal and fails to file an objection with the Grievance and
Complaints Committee or his objection is dismissed, the Department shall
terminate his service subject to serving a notice on him at least two (2) months
prior to termination in cases of Employees of band 4 or above, one (1) month
prior to termination in cases of Employees of band 3 or below, or else in
accordance with the notice period stipulated by the employment contract,
whichever is longer. Without prejudice to any other benefits to which the
Employee is entitled, the Department may, in lieu of the notice period, pay the
Employee Total Salary for a term equivalent to such notice period.
b. If a National Employee obtains a Below Expectations rating at his annual
performance appraisal, he shall be served a notice to improve his performance
and a four-month remedial plan is implemented for him. If no improvement is
noted during such period, the Employee may be transferred to another post with
less responsibilities and lower grade but shall retain the Total Salary he used to
receive before the transfer. Without prejudice to any other benefits to which the
Employee is entitled, if an Employee obtains a Below Expectations rating for
two consecutive Years, the Department may terminate his service for lack of
professional competence provided that it serves him a notice at least two (2)
months before the date of termination of service or pay him the Total Salary for
the notice period.
Non-Renewal or Termination of the Employees Contract
Article (216):
a. Unless otherwise stipulated in the Employees contract, the Employees contract
shall be automatically renewed for a similar period on the same conditions agreed
upon thereunder unless either party notifies the other in writing of its intention
Page 18 of 22
not to renew the contract at least two (2) months prior to expiry of the contract for
Employees of band 4 and above, or one (1) month prior to expiry of the contract
for Employees of band 3 and below.
b. The Department may terminate the Employees contract at any time during its
term subject to serving a notice on the Employee at least two (2) months prior to
expiry of the contract, or else in accordance with the notice period stipulated by
the employment contract, whichever is longer. Without prejudice to any other
benefits payable to the Employee, the Department may, in lieu of the notice
period, pay the Employee Total Salary for a term equivalent to such notice
period.
c. In case the Department announces that it intends not to renew or to terminate the
Employees contract prior to its expiry in accordance with Clause (a) and Clause
(b) of this Article, its decision in this regard must be in the public interest and
reasoned.
End of Service Gratuity
Article (220):
a. With the exception of Employees who are entitled to a retirement pension or to an
end of service gratuity in accordance with the Federal Law No. (7) of 1999
Concerning Retirement Pensions and Social Security or pursuant to any other
legislation, an Employee who has been issued initial approval to acquire the
nationality of the State or granted a UAE passport shall, at the end of his service,
be entitled to end of service gratuity as follows:
1. One and one half months Basic Salary per Year for the first five Years of
service;
2. Two months Basic Salary per Year for the following five Years of service;
3. Three months Basic Salary per Year for Years in excess of the above
mentioned periods.
b. An expatriate Employee shall, upon end of his service, be entitled to an end of
service gratuity as follows:
1. One month Basic Salary per Year for the first five Years of service;
2. One and one half months Basic Salary per Year for the following five
Years of service;
3. Two months Basic Salary per Year for Years in excess of the above
mentioned periods.
c. For the purposes of calculating the end of service gratuity, any part of the month
shall be considered as full month, and the calculation shall be on the basis of the
last Basic Salary received by the Employee for a continuous period of service.
Calculation of the end of service gratuity for the period before 31 July 2007 shall
be based on the Basic Salary before placement in the Table in accordance with
the provisions of this Law.
d. End of service gratuity for Employees who are issued a UAE passport during
their term of service shall be calculated as stipulated in Clause (a) of this Article
for the whole period of service including the period prior to obtaining a passport.
In case an Employee acquires the nationality of the State, his end of service
Page 19 of 22
gratuity shall be calculated based on the last Basic Salary received on the date of
acquiring the nationality.
e. For the purposes of this Article, leave taken by an Employee during his service at
the Department and the notice period served shall be deemed as part of the actual
period of service at the Department. Periods of absence from work without reason
and unpaid leave shall not be deemed as part of the actual period of service of the
Employee.
f. An Employee shall not be entitled to the end of service gratuity if his period of
service with the Department is less than one (1) Year.
g. Upon end of service of the Employee, he shall be entitled to a cash payment in
lieu of accrued leave not taken provided that such payment shall not exceed two
(2) Years entitlement based on the last Basic Salary received by the Employee
and that the Employee has passed the probation period and is confirmed in the
post.
Appointment of Directors General
Article (222):
a. A Director General shall be appointed pursuant to a decree issued by the Ruler.
b. An executive director shall be appointed pursuant to a decision of the Chairman
of the Excutive Council.
c. With the exception of the powers and competence vested in the Director General
as stipulated in this Law, the Director General shall be subject to special
legislation approved by the Ruler concerning Directors General and executive
directors, which shall be drafted and followed up for the purpose of updating by
the Human Resources Department .
Executive Directors
Article (223):
a. Executive directors of authorities and corporations, assistant and deputy Directors
General, executive directors of sectors affiliated with the Department and officers
of similar posts shall be appointed to a financial grade known as the 'Executive
Director Grade'. Such posts shall be evaluated based on the job evaluation system
approved by the Government.
b. The Executive Director Grade shall comprise four categories with the salaries for
the first point of grade and highest point of grade as follows:
Category
A
B
C
D
Monthly Total Salary (in Dirhams)

Salary of the First Point
Salary of the Highest
of Grade
Point of Grade
90,000
120,000
75,000
95,000
60,000
80,000
45,000
65,000
Page 20 of 22
Reviewing and Updating the Law

Article (224):
The Human Resources Department shall annually or as necessary review, re-assess
and propose amendments to any provisions and Articles of this Law and any
regulations and by-laws issued thereunder.
Functions of the Human Resources Department
Article (225):
In addition to the functions and powers vested in it pursuant to this Law, the Human
Resources Department shall undertake the following duties:
1. Review suggestions and complaints received from Departments in relation to
human resources matters;
2. Coordinate with all local, regional and international human resources authorities
in relation to the best practices, benchmarking, seminars, workshops,
consultations and similar activities;
3. Enhance and develop the performance of human resources posts of the
Government and encourage communication and exchange of knowledge among
the concerned Employees;
4. Plan and implement joint human resouces training programmes for the
Departments;
5. Develop frameworks and applied patterns for human resources governance,
including audit and review of the human resources activities;
6. Draft standard employment contracts provided for in this Law for UAE National
and expatriate Employees.
Employees Issued an Initial Approval of a Naturalisation Application
Article (226):
For the purposes of implementing this Law, an Employee issued an initial approval of
his naturalisation application and granted a UAE passport shall be treated as a UAE
National.
Issuing Regulations
Article (227):
The Human Resources Department shall propose any regulations that will assist in
developing the human resources of Departments and such regulations shall be
approved by the Executive Council.
Page 21 of 22
Article (2)
This Law shall come into force on the day on which it is issued and shall be published
in the Official Gazette.
Mohammed bin Rashid Al Maktoum

Ruler of Dubai
Issued in Dubai on 15 June 2010

Corresponding to 3 Rajab 1431 AH
Page 22 of 22

Dubai UAE Government HR Law English

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Law No.

We, Mohammed bin Rashid Al Maktoum, Ruler of Dubai,

2010 Government of Dubai Legal Affairs Department

Human Resources Department:

United Arab Emirates.

Role of Human Resources Directorates in Implementing this Law

Attendance and Punctuality

Temporary Employment and Appointment of Retirees

1. Chairman of the Executive Council: appointment of executive directors;

An Employee whose service with a Department is terminated may be appointed

Allowances, Bonuses and Benefits

Employee's Performance Appraisal and Bonuses

Substantially Exceeds Expectations

Carrying over the Annual Leave Entitlement

Transfer the Employee to another post within or outside his Department;

c. Upon the recommendation of the Human Resources Department, the Executive

Procedures for Transfer of Employees

Protective Custody for Non-work Related Reasons

Monthly Total Salary (in Dirhams)

Reviewing and Updating the Law

Mohammed bin Rashid Al Maktoum

Issued in Dubai on 15 June 2010

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