Cabinet 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 (labour, residency and leberal professions law)

Article (76) 
Leaves  
1. Vacations shall be classified as follow s: 
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 regulatory decisions implementing 
them ; otherwise , the absence from work shall be considered an absence without an 
acceptable excuse and one of the reasons for termination of service stated in the Decree -Law . 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  51 
 
 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 divide d into different periods after 
obtaining the approval of his direct superior, and he may also combine the annual leave with 
any other leave to which he is entitled in accordance with the provisions stipulated in the 
Decree -Law . 
4. If the period to which the em ployee is entitled from the annual leave differs due to his 
promotion or modification of his grade, his annual entitlement shall be adjusted accordingly 
as of the date of issuance of the promotion decision or modification of the grade.  
5. The employee may not  claim a sick leave if it occurs during his annual leave.  
6. In the event that the sick leave taken by the employee during his annual leave extends beyond 
the end of the annual leave, then the remainder of the sick leave shall be calculated as of the 
day on w hich the employee is scheduled to return to work after the end of the annual leave, 
in accordance with the rules determined for calculating the sick leave and st ipulated  in this 
Resolution . 
 
 
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  52 
 
 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 the balances of his annual leaves to which he is 
entitled  for the period of his nationa l service within a period not exceeding 31 December of 
the year following the year in which his period of national service ends, or he may be grant ed 
a cash allowance for such leaves if the employer deems it appropriate, and the cash allowance 
shall be paid in accordance with the basic salary.  
4. Subject to the provisions of this article, the employee shall not be entitled during his service 
to a cash all owance for the remaining and unexhausted balance of his annual leave.  
5. In the event of expiry of the employee's service, he shall be paid a cash allowance for the 
balance of his annual leaves legally due in accordance with the basic salary.  
6. If the employee' s service ends  before the completion of the year for which the annual leave is 
due, the number of exhausted leave days plus whatsoever entitled thereto after the service 
expiry date shall be deducted.  
 
Article (79) 
Annual Leave for Educational Cadres  
The dates of annual leave s for workers in public schools and centr es for the disabled persons  shall 
be determined in accordance with what is set by the Ministry of Education, the Emirates Schools Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  53 
 
 Establishment, the Ministry of Community Development, univer sities 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 d uration 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 j udgment 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 
provisions of this article.  
5. Upon her return from maternity leave, and for a period not exceeding six (6) months as of the Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  54 
 
 date of delivery, the female employee shall be entitled to one or two periods of rest per day to 
breastfeed her child, provided that the two periods combined do not exceed two hours.  
6. Weekly and official holidays occurring  with in th e maternity leave period shall be counted as 
part of the duration of the leave, as well as week ends  and official holidays that coincide with 
the beginning or end of the leave.  
7. Accrual of the entitlements of the end -of-service gratuity, pension contribution s and annual 
leave shall continue as usual during the approved maternity leave . 
8. If the female employee is granted  a sick leave during the maternity leave, the maternity leave 
shall not be extended to cover the period of such leave.  
9. The female employee shall be granted maternity leave during the probationary period, 
provided that the probationary period shall be extended to cover the period of such leave.  
 
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 who m 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 s hall be  calculated in one incident or during the year according to Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  55 
 
 the working days.  
4. Weekends, official holidays or any other holidays shall b e counted within the sick leave if they  
coincide with it . 
5. The employee  shall be authorised to take  a sick leave by virtue of a medical report approved 
by an official medical authority for a period not exceeding five (5) consecutive working days 
at a time a nd not exceeding fifteen (15) working days per year . If the sick period exceeds (5) 
five consecutive working days or exceeds the maximum limit of (15) intermittent working 
days, the authori sation for such leave shall be according to a medical report approved by the 
Medical Committee.  
6. The first fifteen (15) working days shall be with a full pay , and any period exceeding that shall 
be deducted from the employee's annual leave balance if he has a balance, and if not, it shall 
be considered without  pay. 
7. If the employee exceeds fifteen (15) working days per year, the Federal Entity shall refer the 
employee to the Medical Committee to decide what it deems appropriate regarding his health 
condition.  
8. The employee's medical condition shall be reviewed if it con tinues for a period exceeding six 
(6) months, and in this case, the Medical Committee shall decide to extend this leave for a 
period not exceeding (6) additional six months or recommend the termination of his services 
due to health unfitness.  
9. The following  shall be excluded from the application of the provisions of Clause (6) of this 
article:  
a. Illness because of to the job  (work injury).  
b. Sick leaves granted according to medical reports approved by the Medical Committee.  
c. Medical conditions according to which the Medical Committee decides to prevent the 
employee from carrying out the duties of his job for the period determined by the 
Committee.  
In the above cases, the employee shall be paid his full salary for the duration of sick leave.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  56 
 
 10. The employee shall be authorised  to take a sick leave for a period not exceeding one year with 
a full pay  if the illness is the result of a work injury, and if his illness continues longer than that, 
he shall be referred to the Medical Committee to review his medical condition, which may 
extend this leave for a period not exceeding (6) additional months, or recommend the 
termination of his services for health unfitness, in accordance with the provisions of the 
Pensions and Social Security Law.  
11. In the applicatio n of the provisions of the Human Resources Law and this Resolution, work 
injury means any injury that occurs as a result of an accident that occur s during or because of 
the performance of work, or developing an occupational disease determined by the 
compet ent medical committee and in accordance with the legislation in force in this regard . 
The accident that occurs while the employee is going to or returning from work shall be 
considered a work injury, taking into account occupational health and safety proce dures.  
12. The Federal Entity may extend the probationary period to cover the period of the approved 
sick leave taken by the employee.  
 
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 
(grand parent , brothers, sisters, grandchildren) . 
2. The m ourning leave shall start as of the date of death.  
3. The m ourning leave may be combined with annual leave and leave without pay.  
4. One of the spouses' relatives i s considered to be the same degree of kinship for the other 
spouse.  
5. If the death happens to occur during the weekend s, public holidays or during the employee's Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  57 
 
 authorised  days off, he shall not be compensated for the number of days of mourning leave.  
6. The e mployee shall report the death of one of his relatives provid ing acceptable proof after 
returning from the leave, in accordance with the legislation in force.  
 
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 s alary, for the purpose of obtaining a qualification 
higher than a high school c ertificate 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 speciali sed certificates must be in line with the 
current and future needs of the Federal Entity.  
 
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 m ust have academic acceptance from one of the institutes or colleges recogni sed by the 
Ministry  of Education , indicating the type of study, special isation 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 evalua tion 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 commensurate with the nature of the Federal Entity's work 
and needs.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  58 
 
 5. The employee may not combine more than one scholarship.  
6. He must have not been previously dismissed from an academic authority for disciplinary 
reasons or due to poor educational achievement.  
7. Study leave abroad may not be authorised  if the study is available within the State , except for 
reasons estimated by the Chairman  of the Federal Entity  or his authorised  representative.  
8. By virtue of a decision issued by the Chairman  of the Federal Entity or his authorised  
representative, the delegate may be granted six (6) months to study a foreign language inside 
or outside the State , and it may be extended for a maximum of six (6) more months, based on 
reports received from the State's embassy, cultural attachés, diplomatic missions abroad or 
from the educational institute  inside the State ; and said period shall be deemed as study leave.  
9. The Federal Entity shall coordinate with the institute or university in which the employee 
stud ies for the purposes of providing it with reports on the progress of the study.  
10. The employee w ho is on a full -time study leave  shall not be entitled to annual leave during 
the period of study, and he shall be subject to the systems and procedures in force with 
regard to annual and other leaves in institutes and colleges throughout the duration of the 
study leave.  
11. The s tudy leave is considered an actual period of service for the employee, and s hall be  
included in the entitlement to the periodic bonus in accordance with the rules of the 
Performance Management System ; and  end -of-servic e gratuity or payment of pension 
contributions.  
12. The performance of the employee on full -time study leave shall  be evaluated in light of the 
results of academic achievement and based on the reports received by the employer.  
 
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 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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 qualification another study leave if he obtains 
an academic acceptance to study for a qualification higher than the previous one.  
 
Article (88) 
Obligations of the Delegate on S tudy Leave  
The employee delegated on a study leave inside or outside the State shall abide by the following:  
1. Attend ing 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 speciali sation for which he is delegated,  or to transfer his stud y 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 
leave ; however, said period may be spent in another federal or local government entity upon 
the approval of the Chairman of the Federal Entity  or his authorised  representative, and in the 
event of breach ing this obligation, the delegate shall be obligated to refund all expenses and 
financial allocations disbursed there to during the study leave in accordance with the 
legislation in force in this regard, including the salaries he received from the entity for which 
he works, unless he is fully or partially completely exempted.  
6. He must commence his work within fifteen (15) days, if the study leave is inside the State, and 
within a period not exceeding one month if it is outside the State, as of the date of obtaining 
the academic qualification or as of the date of the end of the study leave period, whichever is 
earlier ; otherwise , he shall be deemed as absent from work, and the provisions prescribed in Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  60 
 
 this regard shall  apply to him , unless otherwise is agreed upon between the Entity and the 
delegate.  
 
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 missi ons.  
b. Changing the scientific speciali sation 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 behavio ur or engaging in any act that may harm the 
interests or reputation of the State or practi sing any activity that constitutes a violation of 
the legislation in force in the country of study.  
d. Failure to join the study for justifications that are not accept ed by the Chairman of the 
Federal Entity , in whic h case,  the period of absence shall be deducted from the balance of 
his annual leaves and what exceeds it  shall be counted as  absence  from work without pay.  
e. Failure to pass the tests prescribed for his transition to the next stage of study more than 
once d uring the period of study, and the Chairman of the Federal Entity  may, where 
necess ary, waive this case for one additional time.  
2. The Chairman of the Federal Entity  may terminate the study leave due to the need and 
conditions of work or public interest, in which case, the employee shall be exempted from 
refunding all fees, expenses, financial allocations and salaries disbursed thereto  throughout 
the period elapsed from the leave.  
3. The s tudy leave may be suspended at the request of the employee due to circumstances 
estimated by the Chairman of the Federal Entity , in which case , the study leave shall be Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  61 
 
 extended for a period equal to the period of suspension.  
4. In all cases, this shall not p rejudice disciplinary accountability when necessary.  
 
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 there to 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 legislat ion in force in this regard.  
 
Article (91) 
Undergoing Semester  and Annual Exam ination s 
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 recogni sed colleges, institutes or schools, or the employee enrolled in a 
program to obtain vocational  or speciali sed cert ificates and develop skills, a leave with full pay  
to undergo the semester and annual exam ination s for those academic programs and discuss 
postgraduate theses, provided that the duration of such leave is determined based on the 
actual days of examination . The foregoing shall not apply to monthly exam ination s or to any 
admission  or registration examinations or the discussion of study projects during the 
semester.  
2. The national employee may be granted an additional leave not exceeding three  (3) days prior 
to the start of the examinations referred to in Clause (1) of this article if the examinations are 
performed outside the State, provided that the total leaves do not exceed ten (10) days per 
year without including the actual days of the examination.  
3. The  nati onal employee may be granted a short study permit for two hours per day to attend Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  62 
 
 classes in any approved study program until the end of that program, and said permi t shall not 
be granted i f the official working hours do not conflict with the dates of the classes.  
 
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 sh all 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. Week ends and public holidays coinciding with unpaid leave shall be considered as part of it.  
4. In exceptional emergency circumstances determined by the Cabinet , the employer may grant 
the employee a leave without pay  during such circumstances as required by its work interest.  
 
 
 
 
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  63 
 
 Other Leaves  
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 he r 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 cont inue 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.  
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  64 
 
 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 exceeding what is mentioned in Clauses (1) and (2) above for any 
reason shall be deemed to be leave without pay.  
4. Any approval subsequent to grant ing the same employee during the year a patient 
accompanying leave outside the State  for the same or any other case shall be considered leave 
without pay.  
5. The patient accompanying leave outside the State shall not be granted in the following cases:  
a. If the employee works on a temporary contract, part -time contract, or works remotely.  
b. For t he employee who is still on probationary period.  
c. For the employee who is undergoing an underperformance handling  program . 
6. Notwithstanding the provisions of this article, the Chairman of the Federal Entity  may, for 
humanitarian cases at his discretion,  grant or extend this leave to the employee, provided that 
there is a recommendation from the Medical Committee or the State's embassy in the country 
of treatment, supporting the decision to grant or extend such cases.  
 
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  65 
 
 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 not have a balance, it shall be considered 
unpaid.  
This leave may not be extended for another period.  
2. Upon the employee's return, he must submit to h is employer a report issued by the medical 
entity in which the patient receives treatment, including the patient's name, the date of 
admission to the hospital, who was accompanying him, the date of discharge if he has 
completed the treatment, and any data requested by the employee's employer.  If the 
employee does not submit this report, the direct superior shall recommend to the Human 
Resources Department taking the necessary action  against the employee.  
3. The patient accompanying l eave inside the State shall not be granted in the following cases:  
a. If the employee works on a temporary contract , a part -time contract, or works remotely.  
b. For t he employee who is still within the selection period.  
c. For the employee who is undergoing an underperformance handling  program . 
4. The Chairman of the Federal Entity  may, for humanitarian cases , grant such leave to the 
employee as an exception to what is stated in Clause  (3) of this article.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  66 
 
 Article (98) 
General Provisions on Leave s 
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 wor k. 
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 Resources Law and this 
Resolution . 
6. During the period of transfer, secondment and loan of the employee to another entity , his 
leaves shall be calculated  and his entitlements to each type of leave shall be determined until 
the end of the day preceding the effective date of the transfer, secondment or loan , where the 
employee shall be authorised  to take his leaves from the entity to which he is transfer red, 
seconded or loaned in accordance with the r ules applicable therein.  
7. An employee may not be absent for work except within the limits of the leaves granted to him, 
and in the event that the employee is absent from work or does not return after the end of the 
leave granted there to, the following actio ns shall be taken against him : 
a. In the event that the Competent Authority accepts the excuse of the employee who has 
been absent from work, the period of absence shall be deducted from the balance of his 
annual leaves if he has a balance ; and if it is not enough, the excess period shall be 
considered as absence  from work without pay and the period that was calculated as 
absence from work shall not be counted as part of  the employee's period of service.  
b. In the event that the Competent Autho rity does not accept the employee's excuse for Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  67 
 
 absence from work, he shall be subject to the sanctions stipulated  in the table of violations 
related to the official working hours leading to termination of service.  
 
Sabbatical Leave  
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 requesting entity 
without prejudice to the requirements of the employer.  
2. To be eligible for sabbatical leave, the following conditions must be met:  
a. The employee must have qualifications, speciali sed experience, skills or talent in the fields 
mentioned in the pre ceding  Clause . 
b. Participation to represent the State shall be upon a writt en request from the official 
authorities concerned with these fields and for the period determined and in accordance 
with the approved systems in this regard . 
3. The employee shall receive his gross salary from the Government Entity  to which he belongs, 
in ad dition to any bonuses or incentives he receives from the concerned official authority for 
which he works during the exceptional leave period, in addition to his annual and sick leave 
from the entity for which he works in accordance with the applicable  syst ems , and he shall 
not be entitled to an annual or sick leave balance for the period of leave from the Government 
Entity  to which he belongs ; and upon his return, his annual and sick leave shall be calculated 
on pro rata basis as to the remaining period of the year.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  68 
 
 4. The period of leave shall be included in the entitlement to periodic  bonus , promotion and 
payment of pension contributions.  
5. Upon t he expiry of the sabbatical leave, th e entity for which the employee works shall submit 
a report to the employee's original employer stating the work that has been accomplished 
during the pre ceding period and the level of efficiency of his performance of such work and 
achievements.  
 
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 job shall be administratively sanctioned  
without prejudice to any civil or criminal liability , when ever  necessary.  
3. The  employee shall not be exempted from administrative sanctions unless it is proven that he 
committed the violations related to the job in implementation of a direct order issued there to Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  69 
 
 by his direct superior, even after drawing the direct superior's attent ion to  the violation ; in 
which case , the issuer of the order  shall be held accountable . 
4. The employee's employer shall inform the Public Prosecution if it is found that what the 
employee committed involves a criminal offen ce. 
5. The  employee may not be administratively punished for the same act or violation more than 
once or be subjected to more than one sanction . 
 
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 relation ship s with 
its employees, by adopting immediate procedures to resolve such problems and disputes without 
prejudice to the employee's right to file grievanc es 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 behavio ural violation, includ ing 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 . Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  70 
 
 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 informatio n 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. Violation of the Code of Ethics and Professional Conduct of the Public Service . 
8. Exploiting social media to harm the reputation of the Entity or Government.  
 
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 sup eriors, 
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 there to and summon h im for investigation within a period not 
exceeding three (3) working days, and in the event that the employee does not appear on the 
scheduled date, it may take action and proceed with the investigation procedures in his 
absence.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  71 
 
 3. The Human Resources Depart ment in the Federal Entity shall, within (2) weeks, study the 
violation, evidence and presumptions, impose the appropriate  sanction  in accordance with 
the legislation in force, and notify the employee of the sanction imposed there on. 
 
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 requ est 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 , with the exception of the sanction 
of dismissal from service, which requires a recommendati on thereon to be submitted to 
the competent appointing authority.  
2. The decision of the Human Resources Department in the Federal Entity must be reasoned and 
proportionate to the incident established against the violating employee.  
3. The employee shall be noti fied of the sanction decision issued against him  and the 
organisational  unit to which he belongs  shall also be notified of the same . 
4. The Chairman of the Federal Entity  or his authorised  representative  may , upon a 
recommendation from the Human Resources Department in the Federal Entity, may suspend 
the violating employee from work as a precaution and suspend the payment of half of his 
salary until the end of the grievance and objection procedures, and if the em ployee is 
acquitted, the investigation with him shall be closed ; or if he is punished by issuing a verbal or Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  72 
 
 written warning against him , he shall be paid the suspended salary amount, but if a severe r 
penalty is imposed on him,  the Chairman of the Federal Entity or his authorised representative 
shall take the decision he deems fit regarding his suspended salary . 
5. In the event that the Human Resources Department in the Federal Entity deems that the what 
the employee has commi tted  involves a financial violatio n, it shall submit the matter to the 
Chairman of the Federal Entity  to consider referring the matter to the Audit Bureau for 
investigation in accordance with its establishing  law, and the sanctions recommended by the 
Audit Bureau shall be issued by virtue of a decision issued by the Chairman of the Federal 
Entity  or his authorised  representative.  
6. If the act committed by the employee constitutes a criminal offen ce, the Human Resources 
Department in th e Federal Entity shall submit a recommendation to the Chairman of the 
Federal Entity  to refer the employee to the Public Prosecution, and such referral to the criminal 
investigation shall not prevent the imposition of an administrative sanction on him unle ss 
such administrative penalty is subject to resolving the criminal offence . 
7. If the Human Resources Department in the Federal Entity deems that the sanction of 
dismissal from service is commensurate with the facts established against the employee, 
it shall submit a recommendation to this effect to the appointing competent authority.  
 
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) day s' wage  per year.  
d. Suspension from work without pay for a period not less than one month and not Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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-
service gratuity.  
2. The appropriate sanction shall be imposed on the employee according to the gravity and 
seriousness of the violation committed.  
 
Grievances  
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 there on 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 there to by 
employees against  administrative sanctions or procedures or any form of grievance by reviewing 
the investigation fil e 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.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  74 
 
 2. Accepting the grievance in form and rejecting it in subject matter . 
3. Accept ing the grievance in form and reduce or cancel the sanction . 
The grievance shall not be harmed due to  his grievance, and the Grievance Committee may not 
amend the sanction  by imposing a sanction severe r than the one grieved against . 
 
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 Fede ral 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 before the 
Grievance Committee prior to objecting to them before the Objections Committee formed in 
accordance with article (129) of this Resolution . Filing the grievance shall not result in 
suspending the implementation of the decision grieved against . 
 
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 te stimony of witnesses, if any, and discuss their Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  75 
 
 statements . The testimony of one witness may not be heard in the presence of another 
witness, and the grievance procedures shall be confidential . 
4. The Grievance Committee shall consider and deci de on the griev ance submitted there to by 
the employee within (2) weeks as of the date of receipt of the  request . 
 
Article (112) 
Grievance Committee Decisions  
1. The decisions of the Grievance Committee shall be final in the grievances submitted there to 
regarding the imposition of written Caution and notice sanctions , and the employee may 
object to the rest of the sanctions imposed there on 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 there in or if it is not submitted in accordance with the periods and 
procedures specified in this Resolution . 
 
Article (113) 
Cancellation o f 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 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  76 
 
 and digital systems adopted in the Federal Government  to maintain an electronic record of the 
employee on the  sanctions  impos ed there on. 
 
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 there to 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 offen ces punishable by law in accordance with the provisions st ipulated  in the  Human 
Resources Law and this Resolution . 
 
Article (116) 
Continuation of Administrative Procedures Related to Violation  
The resignation of the employee shall not pre vent the continuation of the administrative 
procedures related to the violation committed  there by, 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 . Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  77 
 
 Article (117) 
Drop ping the  Employment V iolation  
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 thereo n 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 int erruption 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 them , provided that a new 
dropping period begins as of the day following the last  procedure taken  thereon . 
 
Article (118) 
Referral to the Judiciary for Criminal Offen ce 
If an employee is referred to the judiciary for committing a criminal offence, the Chairman of the 
Federal Entity  or h is 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 
there to. 
 
Article (119) 
Termination of Service Due to Hono ur and Honesty Offences  
The services of an employee shall be terminated if he is convicted of any felony or misdemeano ur 
involving breach  of honour , honesty or morals, or if he is convicted of any felony or other 
misdemeano ur and sentenced to any imprisonment penalty for a period exceeding three (3) 
months.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  78 
 
 Article (120) 
Dealing With Employee After Investigation or Conviction  
1. The employee shall be re turned 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 re turned to his job without payment of the suspended salar y if he is 
convicted of any misdemeano ur that does not  breach  hono ur and honesty and is 
sentenced to imprisonment for a period not exceeding three  (3) months or a fine or if he is 
sentenced to a suspended fine or imprisonment.  
 
Article (121) 
Preventive Detention  
An employee who is held in pr eventive detention for a crime not arising from or because of the 
job, unless it is related to a crime breaching hono ur, 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 p eriod of imprisonment 
sentenced exceeds three (3) months.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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 E mployee  
The imposition of sanctions for viol ations 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 there by and the administrative sanctions imposed there on. 
 
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 adop ted 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.  
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  80 
 
 Article (126) 
Employment R ights of Objector  
The employee's right to object to the decision of the Grievance Committee shall not prejudice his 
other employment rights enjoyed u nder the legislation in force.  
 
Article (127) 
Objections  
The employee's objection must include the following data:  
1. The e mployee'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 issu ing it and informing him thereof.  
4. The s ubject  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 voteCabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  81 
 
  
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. Consider ing the obj ection submitted by the employee in light of the decision of the Grievance 
Committee, if any, and all the documents attached there to within three (3) weeks as of the 
date of receipt of the  request , and i f 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 its decision to consider the submitted documents.  
2. In order to exercise its  competences , the Committee shall act as follow s: 
a. Assigning whomever it deems appropriate to conduct the necessary research or studies 
related to the subject of the objection, and the person assigned may review the papers and 
records and request the data he deems necessary.  
b. Summoning whomever it deems app ropriate from the employee's employer to hear his 
statements or obtain the necessary statement regarding the objection submitted there to 
by the employee.  
c. Contact ing all federal entities ' employees if it deem s it necessary, and if this is related to 
the sub ject of the objection.  
d. Request ing an opinion from any other competent federal entity on the subject of the 
objection if it deems it necessary, and seek opinion when preparing the decision to be 
issued regarding the objection submitted by the employee.  
 
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 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  82 
 
 parity , the Chairman shall have the casting vote. T he 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 cancel the sanction . 
2. The Federal Entity shall implement the decisions issued by the Committee for Considering 
Objections in the Federal Gover nment related to its employees within ten (10) working days 
as of the date of informing the Federal Entity  of the decision.  
3. The decisions issued by the Committee for Considering Objections  shall be final.  
4. The case filed by the employee before the judiciary  in accordance with the provisions of the 
Human Resources Law, this Resolution  and the resolutions issued in implementation thereof, 
shall not be accepted if it is not preceded by resorting to the Grievance Committee and the 
Committee for Considering Objections  within the periods, procedures and conditions 
specified in this Resolution . 
 
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 th e 
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.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  83 
 
 Corporate Culture  
Article (133) 
Code of Ethics and Prof essional Conduct Document of the Public Service  
1. All employees of Federal Entities must re ad 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 sh all work to provide a way for the 
employee who cannot be trained so that he can understand it by any means and sign the 
commitment to it ; and the employees must be introduced to it.  
3. Any employee who fails to read and train on the Document  shall be subjected  to a sanction 
by the Human Resources Department.  
4. The human resources departments in Federal Entities shall inform and train new employees 
on the Code of Ethics and Professional Con duct 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 other manuals subsequently issued in this regard.  
 
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  treat ment , and in al l cases, the employee must inform the 
competent authorities in the Federal Entity of such attempts.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  84 
 
 3. Respect others, their privacy and intellectual property and not cause harm to them or their 
work.  
4. Show moderation in his actions and dealing with everyone in accordance with the Customer 
Charter.  
 
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 a dopted in the Federal Entity.  
2. Gifts may only be presented and distributed in the name of the Federal Entity and by the 
organisational  unit approve d thereby . 
3. Subject to the provisions of the legislation in force in the State, the employee is prohibited 
from accepting, taking, offering o r requesting bribes.  
4. For the purposes of this Resolution , bribery means the provision of any sum of money, a 
particular service or anything of material or moral value to any public servant in order to spoil 
the course of work by taking any action that woul d: 
a. Expedite any work that the employee is required to perform.  
b. Lead to the employee's refusal to perform the work assigned there to. 
c. Lead to the employee mediating with another employee to terminate a transaction or take 
a procedure in violation of the legislation in force.  
In all cases, all suspected or reported cases of bribes must be investigated, and if it is proven by 
the investiga tion or if there is strong evidence that the employee has requested, accepted, received 
or paid another employee any bribe, he shall be transferred to the competent judicial authorities 
without prejudice to the right of the Federal Entity to take action re lated to violations against the 
violating employee in accordance with the procedures and controls stipulated in the Human 
Resources Law and this Resolution . Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  85 
 
  
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, a nd 
he shall  also avoid any action in respect of which any suspici ons 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 degr ee, 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 fourth degree, including marital or blood relatives . 
3. Participat ion in any official process or decision that dir ectly or indirectly affects the success of 
a supplier, contractor or project  in which  the employee is a partner in any way, and which 
leads to hum receiving a percentage, share or material benefit, directly or indirectly.  
4. Exploiting his job position, or leaking any information obtained by virtue of his work to 
achieve certain goals or obtain a special service or treatment from any party.  
 
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 shal l not reflect negatively on the Federal 
Entity.  
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  86 
 
 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 F ederal Entities in the State shall be in accordance with the resolutio n 
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 . 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  87 
 
 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 a dopted 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 su perior 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 allocated to  the employee who works in -house  to perform job 
duties and he may not leave the workplace during official working hours except with the prior 
permission of his direct superior in accordance with the human resources procedures in the 
Federal Government  Entity and its approved digital syst ems.  
5. The employee who works remotely shall perform the tasks and assignments required of him 
at the times and dates determined by the employer and in accordance with the remote work 
systems adopted in this regard.  
 
Article (143) 
Official Working Hours Violations  
1. The direct superior is primarily responsible for reporting the employee's com pliance 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 th e same . The Human Resources Department  shall,  in accordance with 
the approved regulations , verif y 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 ensuring that the Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  88 
 
 direct superiors are committed to playing their role in following up on the com pliance of their 
employees with official working hours , and in the event that it is proven that any direct 
superior does not comply with this, it shall sanction him in accordance with the legislation in 
force.  
3. The Table of Violations of Official Working Hours contained in Annex  No. (3) attached to this 
Resolution  may be amended by a virtue of decision issued by the FAHR Chairman if the public 
interest so requires.  
4. The  sanctions  imposed on the employee shall be reasoned and the employee shall be notified 
thereof within three (3) working days as of the date of issuance  thereof . 
5. No more than one sanction may be imposed on the employee for the same  violation.  
6. If the employee commits more than one violation during the week, each violation shall be 
considered separate in terms of type and repeated in terms of the number of times ; and the 
direct superior  shall , in coordination with the Human Resources Department i n the Federal 
Entity, impose the most severe penalty for the most serious violation in light of the number of 
repetitions of the total violations committed and shown in the a forementioned  Table, 
regardless of the gradation.  
7. If the employee repeats the violation for the fourth time during one year, the Human 
Resources Department in the Federal Entity shall impose a higher penalty in accordance with 
the types of penalties st ipulated  in article (107) of this Resolution.  
 
Article (144) 
Compensation for Working in Weekends  
1. The direct superior may assign the employee to work in week ends , in accordance with the 
requirements and interest of work.  
2. The employee assigned to work in week ends  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 week ends . Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  89 
 
  
Article (145) 
Compensation for Work During P ublic Holida ys 
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 there to 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 requ ired 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 hours shall be calculated after the employee perfo rms the minimum 
official working hours.  
5. The compensation may be granted leaves in lieu of overtime at the rate of one day for every 
(8) working hours.  
6. The compensation for overtime shall not exceed (30%) of the basic salary per month, and not 
exceed two th ousand (2,000) AED  per month.  
7. The disbursement shall not exceed the allocat ion for this purpose in the budget of the Federal 
Entity.  
8. The overtime assigned shall meet the actual work needs.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  90 
 
  
Termination  of Service  
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 u nfitness.  
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 misdemeano ur breaching honour , honesty or morals.  
11. Being s entenced to imprisonment for a period exceeding three (3) months for any felony or 
misdemeano ur. 
12. Withdrawal or revocation of the nationality of the State from the employee.  
13. Not renew ing the employment contract, or terminat ing it before the expiry of its term.  
14. Resignation.  
15. Reaching the retirement age.  
16. Retirement before reaching the legal age.  
17. Death.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  91 
 
 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. Term ination of service due to death, which shall be by virtue a decision issued by the 
Chairman of the Federal Entity  or his authorised  representative.  
 
Article (149) 
Failure to Pass  Probationary Period  
1. The employer may terminate the employee's service d uring 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 employ ee'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 allowa nce for the notice period.  
 
Article (150) 
Job I ncompetence  
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 pre scribed for his grade Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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 Fed eral Entity.  
 
Article (152) 
Absence F rom 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 reach es 
twenty (20) working days if the period of absence is intermittent.  
3. The  employee whose service is terminated due to absence from work shall not be paid any 
financial al lowance for the notice period . 
 
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 appoint ing authority due to the Emiratisation of the  job he occupies, provided that the Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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 Fed eral 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 feder al 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.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  94 
 
 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 service of the employee whose service is terminated by a court judgment shall be deemed 
terminated as of the date of issuance of the final judgment.  
4. The employee whose service is terminated by virtue of a court judgment or administrative 
violation shall not be entitled to a financial allowance for the notice period.  
 
Article (158) 
Conviction of F elony or Misdemeano ur 
1. The service of the employee shall be terminated in the event that he is convicted of any felony 
or misdemeano ur 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 misdemeano ur, 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.  
 
 
 
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  95 
 
 Article (159) 
Imprisonment for More than T hree (3) M onths  
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 ter mination 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 financ ial 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 Renew ing or Terminat ing Contract Before its E xpiry  
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 th at the Federal Entity does not take Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  96 
 
 the appropriate decision thereon and if it inform s the employee there of 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 auth orised  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 h is service  will not be extended, and tha t 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 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  97 
 
 occurs , and any other entitlements stipulated in the Law. 
3. If the employee does not specify the person mentioned in the preceding Clause , such salaries 
shall be paid to his dependents at the time of his death equally between males and females.  
4. The amounts stipulated in this article shall be considered a grant that may not be considered 
part of th e end -of-service entitlements or deducted from them in any way, nor may they be 
seized or set off against any amounts that may be due to the Federal Authority by the deceased 
employee.  
5. In the event that a non -national  employee dies during his service with the Federal Entity, and 
his family wishes to bury him in his country, the Federal Authority shall incur the costs of 
transporting his body to the nearest international airport in his country in addition to one 
ticket for one of the dead body's companions.  
 
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 terminat e his services, provided that he agrees to pay the 
notice allowance due there to or deduct it from his  entit lements , 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 fo r this period.  
3. The Federal Entity may exempt the resigned employee whose request to reduce the notice 
period is approved from paying the notice allowance due to the Federal Entity  
 
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 -renew al of  his contract, with Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  98 
 
 the aim of collecting the necessary data to improve and develop work sy stems and policies . 
 
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 b asic salary for (21) days for each of the first five years.  
b. The b asic salary for (30) days for each of years exceeding th e years stated above . 
3. The end -of-service gratuity for the employee who works in other patterns of work shall be 
calculated on a pro rata basis as to the mechanism st ipulated  in Clause (2) of this article.  
4. The employee shall not be entitled to an end -of-service gratuity if his service period in the 
Federal Entity is less than one consecutive year.  
5. For the purposes of calculating the end -of-service gratuity, the notice period and the total 
number of days of leave due that the employee has not exhausted in accordance with the 
provisions of the Human Resources Law and this Resolution shall be counted as part of the 
period of service and the part of the month shall be considered a full month.  
6. Subject to the Federal Law Concerning  Pensions and Social Security, the end -of-service 
gratuity shall be paid to the employee who obtains the nationality  of the State  on the basis of 
the last basic salary before obtaining the nationality of the State.  
7. The Federal Entity shall have the right to deduct any amounts from the employee's end -of-
service gratuity to pay for the debts and obligations owed by him to the Federal Entity in 
accordance with the provisions of the legislation in force.  
8. The Cabinet  shall adopt other patterns and mechanisms for the payment of end -of-service 
gratuity and the rules for its disbursement.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  99 
 
 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 Re solution . 
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 H uman 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.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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 Concern ing Human Resources in the Federal 
Government  enters into force, and they cannot be amend ed except by virtue of a Cabinet 
resolution . 
3. The Cabinet  may change the periods, percentages or values mentioned in this Resolution  
according to the variables and needs of work, and what is required by the public interest.  
4. Accommodation allowance, as well as allowances related to health insurance, travel ticket s 
and children's education shall be granted in accordance with the systems  adopted in this 
regard in the Federal Government, provided that any allowance that the employer decides to 
grant to the employee is mentioned in the annual benefits clause contained  in the 
employment contract.  
5. The FAHR  shall , in coordination with the Ministry of Finance and the concerned federal 
entities, shall supervise the implementation of the procedures for accommodating current 
employees on the categories corresponding to their gross salaries in accordance with the 
conditions and controls stipulated in this Resolution.  
 
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. (221/9 M/1) of 2015  Approving Forms of Contracts for National Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  101  
 
 and Non -National Experts and Con sultants . 
2. The previous resolutions , regulations and systems shall continue to be in force  to the extent 
that they do not conflict with the provisions of the Human Resources Law and this Resolution , 
until the issuance of the systems , regulations and resolutions that replace them.  
 
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  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 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 o n  Corresponding to  / / between:  
 
Federal Entity/ Authority ................   Represented by /  
In his capacity of ............... , hereinafter referred to as First Party  
And the employee /  
National : 
Non -National : 
Nationality:  
Passport Number:  
ID Card Number:  
Marital Status:  
Military Retiree:  
Civilian Retiree:  
Address:  
Emirate:  
Region : 
Phone N o.: 
Mobile N o.: 
P.O Box : 
Hereinafter referred to as Second Party.  
 
Pursuant to the appointment decision issued by the competent authority of the First Party , No. 
(....) for the year (....)  dated (..../.../...) , and since the Second Party has completed the procedures 
required for his appointment in accordance with the legislation in force, the two parties agreed on Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  103  
 
 the following : 
Clause No. (2)  
Preamble  
The previous preamble and any documents or annexes  submitted by the Second Party , required 
as a condition f or appoint ment shall be considered an integral part of this contract, as this contract 
shall be considered null if they  are proven to be invalid . This contract , after being sign ed, shall be 
considered the final approved document agreed upon with the employee and sha ll replace any 
previous agreement.  
 
Clause No. (3)  
Appointment, Salary , and Position  
1. The First Party agree s to appoint the Second Party to work for him in : Sector/ ........... 
Department /........... in accordance with the terms of this contract and according to the 
following data:  
Employment  Pattern :  ........................................  
Type of Work:   …………………………………….  
Advantages (None, Experts & Consultants, Special):   ........................................  
Job:   ........................................  
Grade:   ........................................  
Basic Salary:   ........................................  
Special bonus or any other allowances for the  employee  accordi ng to  the systems  adopted 
in the Government  (to be clarified if  any ):   ........................................  
Gross salary ( Including basic salary  and all  bonuses and allowance  
 ........................................  
Other annual benefits according to the systems  
adopted in  the F ederal Government (if any) :   ........................................  
2. The employer may transfer the employee to any other job, whether within the Entity or to 
another Government Entity, based on the interest and requirements of the work.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  104  
 
  
Clause No. (4)  
Validity of Contract  
Subject to the Clause (5) below, this contract shall be valid for a period of (...) (The Entity shall 
determine the duration of the contract based on the nature of the Entity's work no t exceeding 
three (3) years), starting as of the date of / / 20  to / / 20  , renew able  in accordanc e 
with the legislation in force with the consent of both parties.  
 
Clause No. (5)  
Probationary Period  
1. The “Second Party ” shall be subject to a probationary period of six (6) months, which may be 
extended for another six (6) months.  
2. The “First Party ” may terminate the service of the Second Party after a notice period of five (5) 
working days, if it is proven that he is incompetent, and the Second Party may resign during 
the pr obationary period after submitting a similar notice period.  
 
Clause No. (6)  
Leaves  
1. The Second Party  shall be granted annual leave paid with full pay  (..... working days) according 
to the job grade, provided that this leave is not due until after the successful completion of the 
probationary period.  
Note:  (The leave of the employee of the educational cadre shall be in accordance with the 
academic calendar det ermined by the competent authorities. ) 
2. The Second Party shall grant other  leaves  in accordance with the conditions and controls 
stipulated in Federal Decree -Law  No. (49) of 2022 Concerning Human Resources in the 
Federal Government , its Executive Regulation , and the resolutions issued in implementation 
thereof.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  105  
 
 Clause No. (7)  
Notice Period  
The notice period prescribed for the Second Party shall be for a period of (.....  day) in accordance 
with the provisions of the Executive Regulations of Federal Decree -Law  No. (49) of 2022 on 
Human Resources in the Federal Government.  
Note:  (The Entity shall determine the notice period based on the job grade and the nature of the 
Entity's work for no more than three (3) months).  
 
Clause No. (8)  
Prom otions &  Bonuses  
The promotions of the Second Party  are subject to the provisions stipulated in Federal Decree -
Law  No. (49) of 2022 Concerning Human Resources in the Federal Government,  its Executive 
Regulation , and the resolutions issued in implementation thereof.  
 
Clause No. (9)  
Working Hours  
Working hours,  public  holidays, and compensation for overtime wo rk shall be in accordance with 
the provisions of Federal Decree -Law  No. (49) of 2022 Concerning Human Resources in the 
Federal Government, its Executive Regulation, and the resolutions issued in implementation 
thereof.  
 
Clause No. (10)  
Reasons for Termination  of Service  
The Second Party shall be subject to t he reasons for termination of service st ipulated  in Federal 
Decree -Law  No. (49) of 2022 Concerning Human Resources in the Federal Government, its 
Executive Regulation, and the resolut ions issued in implementation thereof.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  106  
 
 Clause No. (11)  
Second Party Obligations  
1. The Second Party  shall abide by the provisions of Federal Decree -Law  No. (49) of 2022 
Concerning Human Resources in the Federal Government, its Executive Regulation, and the 
resolutions issued in implementation thereof , the Code of Ethics and Professional Conduct 
Document of the Public Service , the Information Security System, the Regulation Organising 
the Use of Social Media by Employees of Federal Entities, and any regulations or systems 
issued subsequently in this regard.  
2. The Second Party  shall be oblig ated to perform all duties, tasks and liabilities related to the 
job,  and to perform his duties accurately and honestly in accordance with the job description, 
and any other tasks related to his work assigned there to by his superiors.  
3. The Second Party  shall refrain from the prohibitions contained in any of the legislation in force 
in the State.  
4. He shall maintain the confidentiality of anything he has access to by virtue of his job, whether 
during the continuation of his relationship with work or after  it. 
5. The Second Party  acknowledges its acceptance to perform the tasks and liabilities of the job 
entrusted there to in accordance with the terms of this contract, Federal Decree -Law  No. (49) 
of 2022 Concerning Human Resources in the Federal Government, its Executive Regulation, 
and the resolutions issued in implementation thereof , and any relevant legislation.  
 
Clause No. (12)  
Instruments  & Documents  
Upon termination of his service for any reason, the Second Party shall hand over to the First Party 
the property, equipment, documents, correspondence, reports, drawings, plans, files, and the like, 
owned by the First Party ; and the Second Party undertakes not to keep or use any  assets or copies 
thereof, and to hand them  over to the First Party, whether paper, electronic or in any other form.  
 Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  107  
 
 Clause No. (13)  
Amendment to the Contract  
The First Party  shall have the right, during the validity of this contract or upon the expiry of its 
duration , to change any of the  terms  contained in this contract, whether by  modification , 
cancellation or deletion as required by the interest of work in the Federal Gove rnment . 
 
Clause No. (14)  
Termination of the Contract  
The First Party  has the right, as required by the interest of his work, to terminate this contract 
during its validity duration or to terminate it before the expiry of its duration based on the 
legislat ion and regulations adopted in the Federal Government , and without giving reasons.  
 
Clause No.  (15)  
Deduction of Financial Entitlements  
The First Party  shall have the right to deduct any amounts from the entitlements of the Second 
Party  in accordance with the provisions of the legislation in force to pay for the debts and 
obligations owed to the First Party  by the Second Party . 
 
Clause No. (16)  
Emergenc ies 
In emergenc ies, and in accordance with the controls determined by the Cabinet , the First Party 
may grant the Second Party an exceptional unpaid leave for the period determined by the 
Chairman of the Federal Entity . 
 
Clause No. (17)  
Competent Courts  
The Federal Courts of the United Arab Emirates shall have the jurisdiction to consider all disputes Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  108  
 
 arising from the performance of this contract.  
 
Clause No.  (18)  
End -of-Service Gratuity  
1. The provisions of the Pensions and Social Security Law, as amended, shall apply to the Second 
Party  (national ) for the duration of this contract.  
2. The Second Party  (non -national ) shall be entitled to end -of-service gratuity in accordance 
with the provisions  stipulated  forth in the Executive Regulations of Federal Decree -Law  No. 
(49) of 2022 Concerning Human Resources in the Federal Government.  
3. The non -national employee appointed according to the benefits of experts and consultants 
shall not be entitled to an  end -of-service gratuity for years of service with the Federal Entity.  
 
Clause No. (19)  
Cop ies the Contract  
This contract is drawn up in Arabic in two original copies, as each party ha s a copy to act by virtue 
thereof , and when the contract is in another language in addition to Arabic, the contract drawn up 
in Arabic shall prevail in the event of any discrepancy.  
 
First Party  Second Party  
 
  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  109  
 
 Annex  No. (2)  
Table No. (A)  
Concerning  the Allocations f or Delegation to O fficial and Training Missions  
 
Job &  Grade of Delegate  Delegate 's 
Position  Head of 
Delegation  Member of 
delegation and/or 
single delegate  
Entitlement  Hospita bility Hospita bility 
Without  Full  Without  Full  
Undersecretary, Director 
General and the like.  Head of 
Delegation 
Allowance  1,050  525 - - 
Travel 
Allowance  3,000  1,500  3,000  1,500  
Total  4,050  2,025  3,000  1,500  
Assistant Undersecretary and 
the like.  Travel 
allowance  3,000  1,500  3,000  1,500  
Employees of S pecial Class to 
Grade Two , and those at their 
level.  Travel allowance  2,500  1,250  2,500  1,250  
Employees of Grade Three and 
below or equivalent.  Travel allowance  2,000  1,000  2,000  1,000  
 
  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  110  
 
 Table No. ( B) 
Concerning  Travel Tickets for a Delegate to Official Mission, Program or 
Training Course Outside the State  
Job Grade  Travel Class  
Undersecretary, Director General and the like.  First Class  
Assistant Undersecretary and the like, and employees of special 
grades.  Business Class  
First -class employees and below or equivalent.  Economy Class  
 
  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  111  
 
 Annex  No. (3)  
Concerning  Official Working Hours Violations  
 
Type of Violation  Gradation of Sanction During the Year  
First time  Second time  Third time  
First: Violations related to prescribed working hours without an acceptable excuse  
Late reporting to 
work for no more 
than two hours, 
more than that shall 
be treated as 
employee absent 
from work.  Written Caution  Written Notice  Deduction of one day 
from gross salary  
Absence from work 
without legal 
permission for three 
days or less  Deduction of one 
from salary + days of 
absence  Deduction of two days 
from gross salary + 
days of absence  Deduction of three 
days from gross salary 
+ days of absence  
More than three 
days and less than 
ten days  Deduction of three 
days from salary + 
days of absence  Deduction of four 
days from gross salary 
+ days of absence  Deduction of five days 
from gross salary + 
days of interruption  
Second: Violations related to electronic signature accord ing to the mechanisms  adopted 
in the Federal Government  
Failure to sign in and 
out without an 
acceptable excuse  Deduction of one day 
from gross salary  Deduction of two 
days from gross salary  Deduction of three 
days from gross salary  
Manipulation of the 
signing in and out 
system  Deduction of five 
days from gross salary  Referred to the Human Resources Department 
to determine a higher sanction  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  112  
 
 Third: Violations related to leaving the workplace without permission or an acceptable 
excuse  
Leaving the 
workplace without 
permissi on or 
excuse acceptable to 
the direct superior  Written Caution  Written Notice  Deduction of one day 
from gross salary  
Fourth: Violations related to the actual regularity of working hours  
Being present 
without acceptable 
justification in a 
place other than the 
place designated for 
work  Written Caution  Written Notice  Deduction of one day 
from gross salary  
Sleep ing at work  Deduction of two 
days from gross salary  Referred to the Human Resources Department 
to determine a higher sanction  
 
  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  113  
 
 Annex  No. (4)  
Concerning  Technical Allowance  
 
Category Eligible for Bonus  Bonus Value  
Incumbents of technical/ vocational/ specialised jobs ( who hold 
university qualifications ), which include engineering jobs of all 
specialties, IT jobs, agricultural engineering jobs, and geology jobs.  (50%) of the basic salary 
with a maximum of 
(5,000) AED  per month.  
Incumbents of technical/ vocational/ specialised jobs (who hold 
post -secondary diploma), which include assistant engineering jobs 
in all specialties, IT jobs and agricultural guides.  (30%) of the basic salary, 
with a maximum of 
(2,500) AED  per month.  
 
  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  114  
 
 Annex  No. (5)  
Concerning  the Table of Benefits of Experts and Consultants  
 
Category of 
Benefits of 
Experts and 
Consultants  National  Employee  
The corresponding job 
grade in the General 
Cadre  Basic 
Salary  Number of years of 
experience  
 Maximum 
Gross Monthly 
Salary (AED)*  
A Special ( A) 34,000  (20) years and above  120 ,000  
B Special ( B) 25,00 (15) years to (19) years  90,000  
C Grade One  17,300  (10) years to (14) years  55,000  
Appoint ment  according to the benefits of experts and consultants for the national employee shall 
only be for the incumbents of the jobs of (consultant/ expert) or (assistant consultant/ assistant 
expert) who occupy Grade One to Special Grade (A) or equivalent in the approved grade and 
salary table . 
* All salary breakdown  prescribed for the job grade in which the expert or consultant is appointed 
shall be included in the Grade and Salary Table adopted in  the Federal Entity or by virtue of any 
other decisions within the gross monthly salary granted there to, not exceed ing the maximum limit 
stated  above.  
 
Category of 
Benefits of 
Experts and 
Consultants  Non -National Employee  
The 
corresponding job 
grade in the 
General Cadre  Basic 
Salary  Number of years of 
experience  
 Maximum 
Gross Monthly 
Salary (AED)*  
A 
Grade One  7,475 (20) years and above  120 ,000  
B (15) years to (19) years  90,000  
C (10) years to (14) years  55,000  
Appointment according to the benefits of experts and consultants for the non -national employee Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  115  
 
 shall only be for the incumbents of the jobs of (consultant/ expert) or (assistant consultant/ 
assistant expert) who occupy Grade One  or equivalent in other approved grade and salary table s. 
* All salary breakdown prescribed for the job grade in which the expert or consultant is appointed 
shall be included in the Grade and Sal ary Table a dopted in  the Federal Entity or by virtue of any 
other decisions within the  gross  monthly salary granted thereto, not exceed ing the maximum limit 
stated above.  Cabinet Resolution of 20 23 Concerning the Executive Regulations of Federal  Decree -Law of 20 22 Concerning Human 
Resources in the Federal Government  115  
 Annex  No. (6)  
Concerning  the Table of Special Benefits  
 
Job Grade  National  Employee  Non -National  Employee  
Basic Salary  Maximum 
Gross Monthly 
Salary (AED)  Basic Salary  Maximum 
Gross Monthly 
Salary (AED)*  
Special ( A) 34,000  100 ,000  - - 
Special ( B) 25,500  76,000  - - 
Grade One  17,300  51,000  7,475  85,000  
Grade Two  15,940  48,000  6,900  60,000  
Appointment according to special benefits shall only be for the incumbents of senior positions 
who occupy Grade Two  to Special Grade (A) or equivalent in the approved grade and salar y tables . 
* All salary breakdown prescribed for the job grade in which the employee is appointed according 
to special benefits shall be included in the Grade and Salary Table adopted in the Federal Entity or 
by virtue of any other decisions within the gross monthly salary granted thereto, not exceeding  
the maximum limit stated above.